Effective Communication

Designing, Implementing and Evaluating an Effective Communication Training Program

INTRODUCTION

Fabrics, Inc. was a small fabrications company, which had grown very quickly from 40 to 200 employees. The trainees that had previously performed mold-maker tasks were promoted to supervisor. The company owner had recently had a problem with the supervisors arguing with the customers and the workers. The company contacted a consultant to review the current situation at the company and determine what issues were causing the problems. The consultant began by interviewing the company owner to determine whether he had the required KSAs to be successful on and organizational and operational level. The training needs analysis of Fabrics, Inc. determined that providing communication training was one of the necessary training programs that the company should be offering to the supervisors in the company.

Before the training can be developed and implemented, it will be necessary to ensure that buy in is received from the company owner and that he/she believes that this training will improve the organizational goal. After receiving buy in, trainees will be selected and provided with a questionnaire about what they believe needs to be learned. Involving the trainees in the process will help ensure that they receive the training they feel is necessary and that they are motivated to learn the information.

By using the ADDIE model, the trainer will determine the training strategy necessary to provide communication training to the supervisors:

•Assessment: What do the trainees need to learn to improve their communication skills?

•Design: What will the training program look like?

•Development: What is the content, learning methods, and resources that will be needed?

•Implementation: Can the training program be delivered effectively?

SECTION I

Training Needs Analysis

A Training Needs Analysis (TNA) identifies the gap between “what is” and...