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Focus Group Training Plan

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VI. Training Needs Assessment Focus Group Scheduling and Facilitation The training program Avery Dennison will hold about 125-140 participants annually. The focus group Avery Dennison will utilize its Diversity and Inclusion council, directors from all across the globe and in different functions. With the focus group from different functions, business units and from different region, this will give Avery Dennison a suitable test results of its program. The training program is scheduled to take over the span of 6 months, with 11 different topics, and each topic will last 2 hours. The facilitation will be held at 4 major sites Avery Dennison owns for this focus group. When this program is live, participants will have the freedom of traveling …show more content…

It is a simple, but most effective way of communicating which session each participants will be attending. It will automatic send invitations and information through Google Calendar. Also to track the history of every participants, we can also use Google Sheet which can be linked to the registration sheet. This will make everything self sustaining, making it less administration work for the team. The trainers of the group will conduct 2 hour session. The training will not be a one sided lecture. Every class will have materials that will be handle out, with active participation from the trainees. Everybody that is in the session that is on site or via internet will play an active role. Every session will have an introduction, icebreaker, 1-2 activities, and discussions. Program …show more content…

With the 8 values listed at the top, we believe this will allow the program to able to function, grow, improve and sustain at Avery Dennison. To also sustain a program or an organization, the leaders needs to be fully devoted into the company, programs, and employee’s. With a Diversity and Inclusion council, it can help sustain Avery Dennison as a learning organization.Along side the D&I council, we believe having a training & development team will further plan, assess, design, develop, integrate, evaluate and maintain the program. The team can change and modify new ways of learning such as 70-20-10 approach. “For a learning culture to be ingrained, it should be mandatory for all individuals in the organization. Training and development plans that are not formalized run the risk of not being taken seriously and as a result, not implemented (Nabong, 2015).” With a team and leadership backing up the programs, we believe this will allow the organization in sustaining training

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