The purpose of this project was to provide an effective plan for an in-house training program for taking the training session of the employees. Fletcher Building Company is a New Zealand based construction company having headquarters at Auckland. The prosed project plan helped in conducting two days of in-house training in order to enhance the marketing skills of the employees. The finding revealed that it was necessary to collect the required resources and identify the lacking areas which needed to be improved. The tasks were managed with the help of the Eisenhower Matrix which allows the managers to divide their works on the basis of importance and urgency.
1. Proposed project plan
A. The scope of the project
Steps followed for preparing the project plan
B. Budget and resources
2. Personal time management for the proposed project 5
Fletcher Building is one of the largest companies in New Zealand with a capital market of NZ$ 4 billion and its headquarters is located in Auckland, NZ. The total number of employees working in the organization is approximately 20,000 and has 24 units. The organization deals in the construction industry. A vision of the company is to build better and mission is to provide high quality and diverse range of construction services to the customers. CEO of the organization is Ross Taylor. The organization deals with building products and construction services. It is necessary to launch two-day in-house training for the sales department in order to gain increased revenue.
The project plan involves two-day in-house training for the marketing department of the organization. It is very important for the employees to working hard with appropriate knowledge. The employees must have required skill-set to perform their roles and responsibilities effectively.
A. The scope of the project: This project is useful for the employees of Fletcher Building
Project objective: The objective of the project is to let the employees know how to cover the market effectively in a short time.
Steps followed for preparing the project plan
The initial step is to identify the department which requires in-house training most. The marketing department is selected for the in-house training program for two days.
The next step is to understand the level to which the employees needed to train and what are the areas where the employees need improvement (Roberts, 2015). There are few areas such as promoting the product and services. The training program should involve these areas in order to clarify the doubts and improve the skills of employees.
The resources that have been used for providing in-house training to the employees will be collected such as information, systems, and projector (Harkins, 2016). It totally depends on the way of providing training.
The next step is to measure the standards of each employee. It can be done by evaluating the proficiency of the employees which ensure that employees need to undergo the training.
The last step is implementing the training program. Implementing the program is an essential part of the project (Heravi, Coffey & Trigunarsyah, 2015). There are multiple ways of implementing the program and the most effective is the Gantt chart.
B. Budget and resourcesThe above Gantt chart shows the timeframe for the particular tasks involves identifying the department, understanding the training level, a collection of required resources, measuring the standards, and implementation.
A budget of the project is referred to the total amount of money which is used for allocating the resources for the project. It can be measured by the project manager as well as the project management team. The resources that can be used for providing effective in-house training are appropriate information, infographics, internal blogs for sharing information, video tutorials.
The budget for an in-house training program is described as follow:
2. Personal time management for the proposed project
First quadrant: This is the quadrant which includes the activities which are very important and urgent. In order to have an effective project plan, need assessment should be done on prior basis. It is very important to start the program (Akenhead & Nassis, 2016). This will ensure the requirements of the training program. After analyzing the need assessment, the next step is to measure the standards of employees so that an effective training program should be prepared for the employees. Employee’s standards help in deciding what kind of areas needed to be covered in the training program. The last task of the first quadrant is safety measures. It is necessary to care for the safety of the employees during the training programs.
Second quadrant: The Second quadrant of the matrix includes the tasks which are important but not urgent. They can be done after finishing the tasks of the first quadrant. The second quadrant contains tasks such as collecting the resources that are required for the training program. It is necessary to collect resources before the commencement of the program so that they can be verified and tested before the training. The training should cover the topics as per the requirement of the employees and the areas that are required to cover in the training can be selected along with the resources (Andrews, 2017). The video tutorial can also be used to provide effective training to the employees after having oral communication. Group discussion is also necessary in order to get the opinions of the employees followed by a Q&A session.
The third quadrant involves the tasks which are urgent but are not important. During the implementation of the program, it is necessary to collect feedback from the employees in order to evaluate the outcomes of the training program (Kerzner & Kerzner, 2017). Managers and other employees have an urgency of sharing the information or need to receive information; they have been given extra-time for this task.
The fourth quadrant involves the tasks which are not allowed to do during the training program. These activities are using cell-phone for personal use, surfing the internet unnecessary and playing games.
It can be concluded that the project is beneficial for the employees of Fletcher Building only. The several steps that are involved in the plan help in having an effective in-house training program for the employees for two days. The Gantt chart provides the scheduling of the task with the timeframe which helps in completing the task on time. A budget of the proposed project is depending on the resources that are required to complete the training program. Time management during the training program can be managed with the help of the Eisenhower Matrix which helps in dividing the task on the basis of importance and urgency. The matrix has four quadrants which allow the person to divide their work accordingly.
Andrews, D. (2017). Training when and where you want it. Journal (Real Estate Institute of New South Wales), 68(1), 38.
Akenhead, R., & Nassis, G. P. (2016). Training load and player monitoring in high-level football: current practice and perceptions. International journal of sports physiology and performance, 11(5), 587-593.
Roberts, C. (2015). The benefits of in-house training. Veterinary Nursing Journal, 30(3), 86-88.
Harkins, R. (2016). Time Tradeoffs. Quality Progress, 49(6), 58.
Kerzner, H., & Kerzner, H. R. (2017). Project management: a systems approach to planning, scheduling, and controlling. New Jersy: John Wiley & Sons.
Heravi, A., Coffey, V., & Trigunarsyah, B. (2015). Evaluating the level of stakeholder involvement during the project planning processes of building projects. International Journal of Project Management, 33(5), 985-997.
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