Training Plans for Groups
Like other areas of human resources, training programs must comply with employment laws and guidelines. Evaluate your group's training program and address the following:
* How have you (or how should you) addressed the issue of equity in your training plan?
* How would you adjust your plan if one of the trainees had a disability that prevents him or her from from sitting for more than 30 minutes at a time?
* What are the possible issues with a training group that contains only employees in their 20s and 30s? How would you ensure that you are complying with relevant employment regulations in this case?
Equity in training is important in that it doesn't mean treating everyone the same, rather, it means making sure provisions are made to adapt to different barriers people might face in receiving training. These might include physical disability, language barriers, or educational disparities. In order to address equity in a training plan it would be necessary to initially determine the needs based on the group. This also leads to intercultural understanding, and greater exchange of ideas. It would be necessary to have the leader of the group (presumably the HR Director, as well as the Training Manager) be well versed in recruiting and training multicultural/diverse groups of people. To do this the trainers must be trained, and than it would be important to disseminate successful techniques, tools and materials to utilize in training seminars. Other companies ...
This solution outlines how to address equity in training plans, how to adjust a group training plan if one of the trainees has a disability that prevents him from sitting more than 30 minutes at a time, and possible issues with a group of employees that are in their 20's and 30's. It includes links and examples.