The organization we chose to design a training program for computer skills is GASCO Marhaba, which is known as Abu Dhabi Gas Industries Ltd. The company deals with the extraction of natural gas liquid (NGL) from the associated and non-associated gas in Dubai (GASCO, 2014). This company is significant in the growth and development of economic and industrial of the country; thus, this project is essential for the company. Computer skills will assists the workers of this company to manage their records and store critical data. All these management and control of information for the company requires employees who are computer literate and experts.
In designing a training course that is suitable for this department, we had to do a survey in the company, GASCO, in order to find the best approach. The numbers of trainers who will teach the Company employees were 10. The management required these members to acquire computer skills before March 15th, 2015. Therefore, we only had three months for the training process. The trainees of the GASCO, who needed the computer skills, were 30; hence, each trainer will have a total of 3 learners to teach. The management required is to start the program on 15th December 2014, making us have three days to assemble all training equipment’s in three days.
Before we began the training program, we had to know why the workers required this program through opinion. To achieve this step, we had to conduct a quick survey in the company using questionnaires that required each member to answer. The questions were open-ended, and the workers were free to give us reason for training, them. The data collection was very effective, and we managed to gather these reasons;
• -The technology is taking over and making the work process to be easier and faster
• -They found it difficult to operate the computers when storing or extracting information from the computers
• -GASCO management had threatened to fire any worker who is computer illiterate by a certain date.
In designing the advertisement for the training program, we had to write a notice and stick it to every notice board in the company. We also requested the management to hold an impromptu meeting so that we could introduce ourselves and our mission, which they granted us. In the post advertised, we used the AIDA principle; thus, we begun by making the trainees attentive to us and the program by including an exclamation mark on the post.
Secondly, we made them to be interested in the program by stating the advantages of learning the computer skills program. The poster advertisement was also desirable in its appearance and making the trainees satisfy their need of getting the computer skills. Lastly, the action the advertisement took was to ensure that the employees took action and come for training at the stated time. It managed this action by strictly giving out the terms and condition of the training program, which would start soon (Khosrowpour, 2001).
The equipment that was required for this program included
• -Strong internet connection
• -Computers
• -Electricity
• -A hall
• -Cables, books, and pens
The training program will offer skills in applications of Microsoft Windows 8, and the tutorial included the Microsoft packages such as Microsoft Word, Access, Excel, Project, PowerPoint, and Internet. Others included the Graphic Presentations, Database Applications, Photoshop, QuickBooks and Electronic Mail (Saks et al., 2010). Before we began, we advised the trainees to work in teamwork and get involved in group work and discussions (Adams, Silva, Razmara & World Bank, 2013). It was necessary also to distribute a comprehensive dictionary of keywords that the trainees will be using when learning. The dictionary was bought for each employee of GASCO company, for further use in case they forgot.
SMART Objectives for the training Program
- Specific- the training program objective is to develop computer skills for the trainees from the GASCO company by 15th March 2015
- Measurable- the trainees will be having a short quiz after every week to measure their understand capability during the lessons, and improve on areas they did not comprehend
- Achievable- we have planned that after every week, we will have completed a computer package/topic, and every trainee can fully function with the program
- Realistic- the training team has all it takes to ensure the program is successful. For instance, we have the computers, internet, qualified staff and enough time to make the objectives real (Werner and Randy, 2012).
- Time- the training program is to be completed in 12 weeks. It makes us work hard and ensure that the objectives are broken into smaller parts to ensure apt completion of the program
The training team had to come up with testing methods to assess the knowledge of trainees. Some of the testing methods include making the trainees take weekly exams, doing presentation daily after each lesson and practical, which proves whether they have understood the knowledge.
Appendices
References
Adams, A. V., Silva, S. J., Razmara, S., & World Bank. (2013). Improving skills development in
the informal sector: Strategies for Sub-Saharan Africa.
GASCO. (2014). About GASCO – Marhaba. Retrieved on 12th December 2014 from
<http://www.gasco.ae/en/Aboutus/Pages/AboutGASCO.aspx>
Khosrowpour, M. (2001). Pitfalls and triumphs of information technology management.
Hershey, Pa: Idea Group Pub.
Werner, J. M, and Randy L. D. (2012). Human Resource Development. Mason, OH:
South-Western, Print.
Saks, A. M., Haccoun, R. R., Belcourt, M., & Belcourt, M. (2010). Managing performance
through training and development. Toronto: Nelson Education.
