Aaron Flores CUR/516 November 5, 2014

 Phase I ◦ Name of Training Session ◦ Brief Description ◦ Target Audience ◦ Training Method or Modality ◦ Goals  Phase II ◦ Knowing the Objectives ◦ Description of Instructional Strategies and Activities ◦ Description of Instructional Technologies  Phase III ◦ Defining Times ◦ Individuals Involved ◦ Resources and Materials Needed ◦ Details on Implementation of Plan  Phase IV ◦ Identifying Criteria ◦ Evaluation Instruments ◦ Evaluation Overview

Name of Training Session Brief Description Target Audience Training Method Goals

 Name of Training Session: ◦ Understanding Time Management for New Warehousemen  Brief Description of Training Session ◦ New employees will undergo 12 weeks of training on prioritizing basic warehouse duties and responsibilities in order to understand the importance of managing time for the workday.  Target Audience ◦ 16 & up  Equal Opportunity Employer

 Training Method ◦ Training will be hands-on  work side-by-side with Supervisor/Manager handling products  Practice boxing orders that ship OT (Our Truck) or UPS (United Parcel Service)  Practice using preferred program (MAS200) in order to navigate through system  Practice using WorldShip to process outbound shipments (UPS) only, and practice using Crossware software to process OT orders only ◦ Visuals  Mock orders OT & UPS to study  Two videos  Two PowerPoint Presentations

 Goals for the Training Session 1.New hires will understand basic warehouse language 2.New hires will know their way around warehouse 3.New Hires will establish their pace 4.New hires will understand what is of high importance and how to prioritize them

Knowing the Objectives Description of Instructional Strategies and Activities Description of Instructional Technologies

 Objectives for Goals 1-4 ◦ Objectives for Goal #1  effectively listen to information given  ask questions associated with job training  create an open discussion with trainer ◦ Objectives for Goal #2  Required to understand basic alphabetic sequence  Required to understand basic numeric sequence  Required to differentiate Warehouse A & B  Required to take a mental picture or Warehouse Set Up

◦ Objective for Goal #3  Expected to increase speed of pace  Learn the need for urgency  Mimic and learn from experienced employees ◦ Objective for Goal #4  Establish a routine of warehouse duties  Describe how orders should be pulled  Required to practice repetition  Demonstrate last 9 weeks of learning into practice

 Instructional Strategies & Activities ◦ Encourage active participation ◦ Ask open ended questions (From Trainer to Trainee) ◦ Give positive feedback or constructive criticism ◦ Provide opportunity  Instructional Technology ◦ Two 30min Videos ◦ Two 20min PowerPoint presentations ◦ Operating System  Sage-MAS200 ◦ Shipping Tools  Crossware (for OT’s) & WorldShip (for UPS)

Defining Times Individuals Involved Resources and Materials Needed Details on Implementation of Plan

 Defining Timelines ◦ Start date will depend on time of hire  If hired, new employee will start training on the first day of employment. ◦ First – Three Weeks of Training 8-5 Mon-Fri  Build foundation  Watch 2-30 min videos & Review 2-20 min PPP ◦ Second – Three Weeks of Training 8-5 Mon-Fri  Get familiar with warehouse locations, products & item numbers  Learn to mentally picture warehouse  Recall basic products, item #’s, & general bin locations

◦ Third – Three Weeks of Training 8-5 Mon-Fri  Increase pace  Learn urgency  Learn team collaboration ◦ Fourth – Three Weeks of Training 8-5 Mon-Fri  Pull orders in timely manner  Navigate through MAS200  Process OT & UPS orders  Demonstrate full day of duties  Total Length of Training = 12 Weeks

 Individuals Involved ◦ Manager/Supervisor  Will play a major role in the progression of new employee throughout the 12 weeks of training ◦ Vice President  Will help facilitate with company goals and expectations ◦ Veteran Employees  Will aid in the training process by sharing expertise, experience, & attitude ◦ Non-Veteran Employees  Will collaborate and share duties to help with team building

 Resources and Materials Needed ◦ Manager/Supervisor  Will be the main source of information when training ◦ Computer Programs  WordShip, Crossware, & Sage (MAS200) ◦ Writing Tools  Pen, Pencil, Paper (for taking notes and use throughout the day) ◦ Live Orders & Mock Orders  For visual aid and to study format ◦ TV with DVD Player or Laptop (Company Provided)  To show videos and PowerPoint Presentations ◦ Conference Room  To conduct training

 Details on Implementation of Plan ◦ Training will be conducted on the day of hire for 12 weeks split into 4 (3 Week) training session for 8 hours a day. ◦ Workday will be divided accordingly  1 st day- 30min brief introduction to team members, code of conduct handbook, and code of ethics handout  4-5 hours per day of one-on-one with trainer  3-4 hours per day with team ◦ Trainer will ensure environment is a friendly atmosphere and communicate that with other staff members ◦ New hires will be selected based on two interviews  1st interview with current manager/supervisor  2 nd interview with upper management (depending if 1 st interview went well)

Identifying Criteria Evaluation Instruments Evaluation Overview

 Identifying Criteria ◦ End of 1 st 3 Wks  New trainees are required to successfully answer a minimum of 7 out of 10 true/false questions based basic information given ◦ End of 2 nd 3 Wks  New trainees are required to correctly match at least 15 basic items with general locations ◦ End of 3 rd 3 Wks  New trainees are required perform various tasks in the expected time range ◦ End of 4 th 3 Wks  New trainees are required to give a constructed response on 5 extensive questions that will cover the 12 weeks of training

 Evaluation Instruments ◦ Formative Evaluations - Goals & Objectives Analysis & Learners Analysis  1 st 3 Wks –  Observational  Objective testing  2 nd 3 Wks  Test Scores  Compare to average  3 rd 3 Wks  Hands-On testing  Compare average time taken  4 th 3 Wks  Review responses  Conduct performance evaluation and critique accordingly

Evaluation Overview  Summative Evaluation ◦ Kirkpatrick’s Four Levels of Evaluation  Level 1-Reactions  Provide data on how trainees reacted to the training  Level 2-Learning  Determine if trainees have change in skills, knowledge, or attitude based on 12 weeks of training  Level 3-Transfer  Determine if skills, knowledge, or attitude are being utilized by trainee in real situations  Level 4-Results  Evaluate effectiveness of training program by determining if trainee met goals & objectives ◦ This will help future decisions regarding efficiency by answering two major questions (Brown & Green, 2011)  Did the instruction bring about the desired changes?  Were the goals met?

 Brown, A., & Green, T. D. (2011). The Essentials of Instructional Design (2nd ed.). Retrieved from #/contextid/OSIRIS: /context/co/view/ activityDetails/activity/7eaea e-473a- 9d36-2eee /expanded/False. #/contextid/OSIRIS: /context/co/view/ activityDetails/activity/7eaea e-473a- 9d36-2eee /expanded/False  Wlodkowski, R. J., & Ginsberg, M. B. (2010). Teaching Intensive and Accelerated Courses. Retrieved from #/contextid/OSIRIS: /context/co/view/ activityDetails/activity/2c9f6aca-72b e0c /expanded/False.