essay on training process

The 11-Step Guide to Developing a Great Training Program (Plus 9 Practical Examples)

Developing a high-quality employee training program is beneficial for both employees and organizations alike. Employees thrive when they have the knowledge and skills to do their jobs well, and to develop new skills to support them in different roles. 

Training also increases engagement and employee loyalty because people feel more invested in and prepared for their role. As a result, organizations benefit from increased employee retention, better performance, and higher productivity.

Despite these clear benefits, it can be challenging for organizations to make the switch from highly manual and unstructured training programs (or no training at all) to streamlined, robust learning and development programs. In this comprehensive guide to developing a training program, we'll explore the following:

• What an employee training program is and the signs of an effective program
• Our eleven-step overview of the entire process
• Nine common types of training programs that can benefit your organization

As you read through this guide, you can start identifying how your own training program will take shape, the resources you need, and the actionable steps you can take today.

What is a training program?

Employee training programs provide new hires and employees with general training exercises and access to learning resources. Employee training can develop employees' direct job-related tasks such as handling specific software, technical skills, or soft skills that cross-apply to different roles within an organization. 

Training programs comprise multiple courses or a single class, and they can be part of larger employee development programs . The core purpose of an employee training program is to ensure each employee has the skills and knowledge necessary to adequately perform work tasks and responsibilities. Some common types of employee training programs include onboarding training, leadership training, and compliance training.

9 Tips to Help You Create Great Training Courses

By providing your contact info, you agree to receive communications from 360Learning. You can  opt-out  at any time. For details, refer to our  Privacy Policy .

What makes an effective training program?

Training programs must be carefully designed and managed to ensure effective learning and retention. Some critical aspects that can transform training programs into effective learning opportunities include:

• Starting from a known baseline : Assessing employees at the beginning of each training program or course can ensure that learning material is properly curated to meet learners' needs.
• Personalization : Every employee learns differently. Personalization software and capabilities can match learners' with the materials, exercises, and ongoing learning opportunities that fit their content needs, learning styles, and goals.
• Self-directed learning : Traditional training programs such as all-day seminars, intermittent lectures, and passive access to material is not sufficient. Instead, effective training programs allow participants to learn at their own pace, with online access to learning materials and individual dashboards for tracking performance and completion.
• Integration with role responsibilities : Many employees will be eager to take advantage of training programs, especially if they want to learn new skills or grow their careers. However, not all employees will have the time or drive to learn. Even employees who want to learn may not have time when faced with a lot of other responsibilities. Instead, make ongoing training and development part of each employee's job responsibilities and ensure there is plenty of work time allocated for fulfilling that responsibility.
• Rewards and incentives : Tie ongoing development and training to positive outcomes. This can include access to internal promotions and job opportunities, and compensation. Virtual trophies, recognition, and certificates can also motivate employees to participate.

When you're crafting a training program or series of learning courses for your organization, go the extra mile to ensure the program is personalized, rewarding, and easy to access. Developing your training program will be an iterative project: you can present learning resources, monitor performance, and make revisions over time to continually optimize learning for employees.

Related: 23 Employee Training Templates and Checklists for Better Training Programs

How to create a great training plan in 11 steps

According to Zippia's research , "Companies with comprehensive training programs have a 24% higher profit margin." Start by developing a training program that meaningfully aligns with your organization's knowledge and skills needs, as well as your employees' goals and learning styles. Follow this eleven-step process to create a new employee training program from start to finish.

1. Conduct a training needs analysis

Just like effective employee training starts with baseline assessments, a strong employee training plan starts with an assessment of what your organization needs. This stage can be as simple or complex as you think is necessary, but it should involve these six essential steps of creating and conducting a training needs analysis : 

• Align the business need with the training initiative
• Understand the roles and core competencies in your business
• Identify skills and performance gaps
• Prioritise training and compare your options
• Design learning experiences based on training recommendations
• Measure the success of the training needs analysis on overall performance

Looking to conduct your own training needs analysis? Download our training needs analysis template to identify the core competencies for each role in your organization and the highest-priority training areas.

2. Develop goals for your training program

Now that you have a deeper understanding of your organization's current level of knowledge and skills, as well as the gap between the current level and desired level of skill, you can create key objectives and goals for the training program. This can include specific goals such as:

• Ensuring employees in each role has a sufficient understanding of safety regulations and compliance requirements.
• Providing salespeople with the right tactical knowledge, soft skills, and product information to make more sales.
• Certifying all cybersecurity team employees with a necessary degree of credentials.

You can create these goals either by identifying gaps in knowledge that should be addressed or by considering what training goals best align with specific business goals.

3. Develop success metrics for your training program

This stage is all about building the motivational infrastructure and measurement criteria for your learning program. Different types of success metrics you'll need to develop include:

• Success criteria : At what level of competency will you consider each employee's training to be sufficient, and how will you identify that point?
• Milestones : Larger goals should be broken down into more granular milestones. For example, a complete training course would be broken down into the completion of courses, which in turn are broken down into the completion of modules.
• Feedback : Quantifiable results are not the only feedback that should guide development. Plan for ways to elicit employee feedback, so you can revise future training to include more engaging, relevant, or rewarding content.

4. Confirm the type of training program

There are numerous different vehicles and mechanisms you can use for your training programs. These include:

• In-person training : In-person training involves face-to-face instruction. This may be at off-site seminars, in-person mentoring, on-the-job training, instructor-led learning, and coaching.
• Virtual training : Online courses, recorded lectures, videoconference seminars, and AI simulations are forms of eLearning.
• Blended learning : A hybrid approach involves both in-person and virtual training. You can have equivalent options in either category to meet the accessibility needs and preferences of different employees. Alternatively, some aspects may only be available in person, while others are only virtual. Some learning platforms like 360Learning combine the best of both virtual and in-person learning by simultaneously showing learners taking the same course at the same time.

Robust training programs use a wide array of different types of learning activities in in-person and virtual categories. This ensures learners can move more fluidly through the training program. However, if you are just developing your training program, creating the fundamental materials and then adding more over time may be the best approach.

As you complete this stage, be sure to communicate with other teams, so your program reflects their needs. Many businesses will see the best results with a virtual or blended learning program. Online resources are more accessible for most users. They can also be accessed repeatedly, and training administrators can more easily analyse the results of the training activities.

5. Choose the technology you'll use

Consider the technology that will house your learning and development programs. A learning management system (LMS) is a complete software or cloud-based environment for developing, implementing, and assessing training programs.

For example, your organization could use an LMS that has all the training resources, and access will be granted to each individual employee based on their professional role and learning needs. Their progress throughout the training program can then be monitored and analysed. Most LMSs will have the following functionalities:

• L&D teams and learners can create, revise, curate, and update content (including learning materials, activities, and assessments).
• Users can progress through individualized courses, take assessments, and revisit materials as needed.
• Managers can analyse employee performance and growth to gauge readiness for new opportunities or the need for additional performance improvement interventions.

6. Develop an outline for your training program

Once you have identified the type of learning environment and training methods you will use to achieve priority learning goals, it's time to develop the training program itself, starting with an outline.

Begin by creating a general overview of each topic you want covered; include the fundamentals, actionable concepts, and advanced concepts you want to be covered throughout the program. Each discrete lesson or module should have a goal, or the information or skills users should have by the end of the lesson. 

Along the way, involve stakeholders in related departments or leadership positions to ensure the training program addresses core needs and has buy-in.

7. Design and develop your training program with the help of subject-matter experts

From there, you can pull from a library of learning resources available to you or create your own modules and lessons as necessary. Be sure to work with your subject-matter experts to develop relevant and engaging course material. Learning courses that are created by your experts make the content more nuanced and specific to your company than third-party courses would be.

Leveraging the collaboration between your experts and the L&D team allows you to create and fulfill learning needs together. As a result, employees are more invested in the learning process. They help create quality content that L&D doesn't have to buy or source through expert interviews.

Engaging your in-house experts can help you create a robust learning library tailored to your organization's needs. Even better, some learning platforms can help subject-matter experts create this library quickly and efficiently with the use of generative AI tools, like 360Learning’s AI-powered course authoring features .

8. Implement the training program

You might implement the training program as a pilot program for a test group of employees or release it to all relevant users. During the implementation stage, your program may not be complete or as finished as you'd prefer, and that's okay. This stage is to ensure the program functions, both by having all the technical aspects in place for users and providing educational value to learners.

During this stage, make sure that you or your L&D team is readily available to provide support, answer questions, and make any adjustments necessary for the training program.

9. Evaluate the program

Assess the first run of the training program from multiple angles. These can include:

• Completion and participation rates
• Demonstration of knowledge and skills through assessments
• An uptick in related performance metrics outside of training
• Feedback from managers and employee participants

This information can help you determine what areas of the training program need further revision. As your organization grows, you may need more product information courses or unique courses for different roles. Each module will also need updates over time.

As technology progresses, you might even have a range of assessments extending beyond conventional methods, such as AI-powered training recommendations and content creation. By taking an iterative approach to your program, it will continue to become stronger and stronger over time.

10. Measure the success of your program

Of course, a good training program doesn't just measure itself. There should be standardised processes for evaluating the courses and each learner. For employees, success might be measured in terms of either isolated assessments or improved work performance.

Choosing the right methods to measure success can help you confirm the value of the program with leadership teams and other stakeholders. The data can be invaluable for justifying increased budgets or growing your organization's L&D team.

You should also go back to the second step—creating goals—and resolve those goals. Did you achieve them? Are related business objectives satisfied by the new training?

Your LMS should have measurement capabilities to help you monitor completion, engagement, and other key L&D metrics. Here's what the dashboards look like in the 360Learning platform to give you an example of the metrics you can monitor to measure the success of your training program.

11. Update the program over time

Based on all the metrics, feedback, and success data of your training program, methodically begin to make updates. You can establish these processes to ensure the training program continues to grow and optimise employee performance.

• Internal audits : Information about business processes, products, and organization-specific how-tos should be audited every quarter or annual period to ensure it has up-to-date information.
• Identify gaps : Your training program won't be comprehensive at the start. In fact, your LMS may initially only have courses for a specific team or just for new-hire training. Over time, the use cases for training will expand. You'll also be able to identify smaller and more granular areas where in-depth training makes a significant difference.

Other updates for your program might include migrating to a more robust LMS, building a centralized intranet for internal and third-party learning opportunities, and more.

Nine practical examples of training programs

There are dozens of different employee training programs. Your organization might benefit from role-specific training programs, courses that teach users about legacy software and internal work processes, new hire training, or even resources on how to navigate employee benefits packages and portals. Each one will have different learning objectives, resources, and users, so they will need to be individually curated and organised . 

As you start your new training programs, consider starting with one of these nine common employee training programs. 

1. Onboarding

Onboarding training programs welcome new hires to your company. There are different phases of onboarding, such as preboarding (which covers orientation, HR topics, and company introductions), general induction and meeting team members, department- or role-specific training, and others. Onboarding training should accomplish two goals: preparing participants for new roles and continuing to "recruit" the new hire so they continue to be engaged past the 90-day mark in their new role. 

Effective onboarding training gives new hires the skills they need to contribute effectively, while also teaching them more about the company and company culture.

2. Induction

Induction is a specific subset of general onboarding training, and it's important enough to deserve its own category and attention. If your business has a lot of roles where only one person holds that type of position, then creating a library that holds the knowledge of everyone tangential to the role is essential. 

Good induction training programs allow employees to quickly perform key tasks independently to minimise the window before hiring and transitioning fully into the role.

Related: Induction to Work Checklist

3. Management training

Management training comprises technical and soft skills that will allow new hires, internally promoted employees, or current managers to have the resources they need to thrive. Management training programs can include courses from general third-party management experts, industry-specific courses, or even company-specific material.

4. Leadership training

Leadership training is similar to management training, but it has a different focus, and virtually all employees can benefit from taking part in the training. This type of program prioritises soft skills such as communication, decision-making, conflict resolution, and delegation.

Employee leadership training can help employees develop their own professional skills and make themselves more eligible for internal promotion opportunities. The organization can also use leadership training programs to see which candidates are best qualified for new leadership roles.

5. Compliance training

Industry-specific compliance training is essential for keeping your organization in good standing. Compliance training can cover industry regulations, employee rights laws, safety regulations and requirements, and more. Not only do employees often need to be certified in core compliance areas, but organizations themselves must often provide this training to remain compliant with general or industry-specific requirements.

Compliance courses will often incorporate mandated material from different third-party sources. Having an LMS that can host or deliver curated content from a variety of third-party educational authorities makes it easier for employees to stay on top of mandatory training and for organizations to verify that training is complete.

Related: Compliance Training Checklist

6. Technical skills training

Technical skills training focuses on the "hard" skills that employees will utilize as they perform their job responsibilities, ranging from how to operate different types of machinery to how to perform tasks on company software.

Your organization may need training programs for entry-level technical skills , role-specific skills, and certification programs for professional skills. Some emerging areas of technical skills development include data analysis, AI management and engineering, and people sciences.

7. Customer training

Customer training resources are conceptually very different from other training you develop. Depending on the nature of the products and services you provide, it may be advantageous to provide your customers and product end-users access to training programs. Salesforce, for example, provides free training through its Trailhead program.

If you sell advanced software, complex tools, or even general goods that become more useful for tutorials (such as hair clippers or cleaning products), developing customer training material could widen your market reach, increase customer loyalty, and decrease the risk of frustration or poor user experiences. 

Related: 3 Real-Life Customer Education Examples and What They Can Teach Us

8. Product/software training

Product and software training could be for two different audiences: end-users and customers that need more information to guide their experience, and salespeople or customer success representatives that need an in-depth understanding of every product. For the latter, you can provide employees with in-depth learning programs focused on the following:

• The target market for each product
• Popular use cases
• Features and accessory goods
• Pricing and promotions
• Frequently experienced frustration points or frequently asked questions

9. Sales enablement training

Salespeople need in-depth training sessions to perform at high levels. Not only do entry-level salespeople need the training to learn sales tactics for both cold and hot leads, but salespeople of all experience levels benefit from learning about newly emerging sales trends and practising their skills through simulations. Sales enablement training can cover product details, sales processes, key account management tactics, and modules for using tools in your organization's tech stack.

Standardize your training programs

The best programs start with the right training management software . Set your team—and your program—up for success by automating many of the processes described above, eliminating admin and time wasting. Automation allows L&D teams to focus on the most critical parts of a great training program: providing training that helps boost employee performance. 360Learning makes it easy to assess training needs, create personalized learning paths, and track employee performance, course completion, and ROI. It also lets your employees collaborate and create courses, so they can learn from one another and upskill from within.

Interested to see 360Learning in action? Book a personalized demo to get started.

Book your 360Learning demo now

A 30-minute overview of the platform

100% tailored to your needs - with ❤️

No commitment. Free as can be.

Explore similar resources

Our weekly newsletter of the best insights from L&D peer to L&D peer.

Your Article Library

Essay on training of employees | hrm.

ADVERTISEMENTS:

Read this essay to learn about Training of Employees. After reading this essay you will learn about: 1. Meaning and Definitions of Training 2. Objectives of Training 3. Need and Importance 4. Benefits 5. General Principles.

• Essay on the General Principles of Training

1. Essay on the Meaning and Definitions of Training:

Training may be viewed as a systematic and planned process which has its organisational purpose to impart and provide learning experiences that will bring about improvement in an employee and thus enabling him to make his contribution in greater measure in meeting the goals and objectives of an organisation.

Training is an organised procedure for increasing the knowledge and skill of people for a specific purpose. The trainees acquire new skill, technical knowledge, problem-solving ability, etc. It also gives an awareness of the rules and procedures to guide their behaviour. Training improves the performance of employees on present jobs and prepares them for taking up new assignments in future.

To have a realistic and clear perception and understanding of what training entails, some of the definitions as produced by different distinguished writers are given as follows:

According to Edwin B. Flippo, “Training is the act of increasing the knowledge and skill of an employee for doing a particular job.”

According to Michael J. Jucius, “The term training is used here to indicate only process by which the aptitudes, skills and abilities of employees to perform specific jobs are increased.”

According to Richard P. Calhoon, “The function of training is the process of aiding employees to gain effectiveness in their present and future work.”

According to Dales S. Beach, “Training is an organised procedure by which people learn knowledge and/or skills for a definite purpose.”

According to Michael Armstrong, “Training is the systematic development of the knowledge, skills and attitudes required by an individual to perform adequately a given task or job.”

According to Mathis and Jackson, “Training is a learning process whereby people acquire skills, concepts, attitudes or knowledge to aid in the achievement of goals.”

According to Advice Saint, “Training includes any efforts within the organisation to teach, instruct, coach, develop employees in technical skills, knowledge, principles, techniques and to provide insight into and attitudes towards the organisation.

Basically, training is defined as learning. Broadly speaking, training is the act of increasing the knowledge and skill of an employee for doing a specified job. Training involves active participation by the employees.

The importance of active participation of the employees in the training process becomes clear from the following ancient Chinese proverb:

“I hear, I forget,

I see, I remember,

I do, I understand.”

Training is closely related with education and development but needs to be differentiated from these terms.

2. Essay on the Objectives of Training :

The training objectives are laid down, keeping in view the company’s goals and objectives.

But the general objectives of any training programme are as follows:

(i) The basic objective of training is to help develop capacities and capabilities of the employees-both new and old by upgrading their skills and knowledge so that the organisation could gainfully avail of their services better for higher grade professional, technical, sales or production positions from within the organisation.

(ii) Training aims to help existing employees in improving their levels of performance on their present job assignments. In case of new employees, training has its objective to provide them with basic knowledge and skill they need for an intelligent performance of their specific tasks.

(iii) The aims of training are not only providing new knowledge and job skills to the employees, but creating in them self-consciousness and a greater awareness to recognise their responsibilities and contribute their very best to the organisation they serve.

(iv) Sometimes, it may not be possible for the management to fill in some important work positions from outside. Under such conditions, the apprenticeship programmes aiming at improving the skills of the present employees come to the aid of the company to tide over the position by making available their requirements of the personnel from within the organisation.

(v) The main objective of training is to bring about efficiency and effectiveness in an organisation, so that the organisation may remain competitive in highly competitive market situations and for the achievement of organisational goals.

(vi) Training plays a significant role in dynamic companies which are more than often on the run for their survival, to bring about technological changes like automation, highly mechanised and computer oriented systems, which may in their turn create new problems, new methods, new procedures, new equipment’s, new skills and knowledge, new jobs, new products and services-all these make the functioning of training a must in an organisation as otherwise, the employees will find themselves to be helpless to handle new jobs and adapt themselves to the changes, they may feel frustrated and compelled to leave their jobs.

3. Essay on the Need and Importance of Training:

Training of employees is essential because work-force is an invaluable asset to an organisation.

Training is necessary for the following reasons:

(i) Increased Productivity:

Training improves the performance of employees. Increased skill and efficiency results in better quantity and quality of production. A trained worker will handle machine: carefully and will use the materials in an economical way.

(ii) Higher Employee Morale:

A trained worker derives happiness and job satisfaction from his work. He feels happy when his performance is upto the mark. This also gives him job security and ego satisfaction. The employers will properly look after a worker who performs well. All these factors will improve employee’s morale.

(iii) Less Supervision:

The degree of supervision required for a trained worker will be less. He will not be dependent upon the supervisor for minute details and may carry on his work himself. On the other hand, an untrained worker will need constant watch and he will require the guidance of the supervisor very often.

A trained worker will be most disciplined and independent. He will not like any type of interference in his work and may not give any opportunity to the supervisor for complaint. Such workers can take more interest in their work and may contribute significantly in reducing managerial problems of supervision.

(iv) Less Wastage:

Untrained workers may waste more materials, damage machines and equipment and may cause accidents. Accidents generally occur due to a deficiency in the operator and not in the machine. A trained worker will know the art of operating the machine properly.

He will also use the material and other equipment in a systematic way causing less wastage. The control of various wastes will substantially reduce the manufacturing cost. The amount spent on training the workers will prove an asset to the organisation.

(v) Easy Adaptability:

The technological advancements will require new approach to work. The methods of work are constantly undergoing a change. This will necessitate the adaptability of workers to changing work environment. A trained worker can be more adaptable to change than an untrained one.

The former can easily learn new work techniques with a little bit of guidance. There may not be any need to employ few workers for running new machines. The present workers will learn new techniques with some sort of orientation. The trained persons will adopt to new situation more easily because they have basic technical knowledge.

(vi) Reduced Turnover and Absenteeism:

Labour turnover and absenteeism are mainly due to job dissatisfaction. When a worker is properly trained he will take keen interest in his job and can derive satisfaction from it. A satisfied person may not like to leave his job and try a- a new place. Training helps in reducing labour absenteeism by increasing job satisfaction among them.

(vii) Employee Development:

Training also helps in the development of employees. It first helps in locating talent in them and then developing it to the maximum. The adaptability of a worker will help him in working on new and improved jobs. If a worker learns fast then he will be able to develop his talent and improve his performance. Training thus gives him an opportunity to show case his talent also.

4. Essay on the Benefits of Training:

M.J. Tessin has explained the following benefits of training in his paper “Once again why training” published in ‘Training’ Feb. 1978:

Benefits of Training to the Organisation :

1. Leads to improved profitability and/or more positive attitudes towards profit orientation.

2. Improves the job knowledge and skills at all levels of the organisation.

3. Improves the morale of the work force.

4. Helps people identify with organisational goals.

5. Helps create a better corporate image.

6. Fosters authenticity, openness and trust.

7. Improves relationship between boss and subordinates.

8. Aids in organisational development.

9. Learns from the trainees.

10. Helps prepare guidelines for work.

11. Aids in understanding and carrying out organisational policies.

12. Provides information for future needs in all areas of the organisation.

13. Organisation gets more effective decision making and problem solving skills.

14. Aids in development for promotion from within.

15. Aids in developing leadership skill, motivation, loyalty, better attitudes and other aspects that successful workers and managers usually display.

16. Aids in increasing productivity and/or quality of work.

17. Helps keep cost down in many areas e.g., production, personnel, administration etc.

18. Develops a sense of responsibility to the organisation for being competent and knowledgeable.

19. Improves labour management relations.

20. Reduces outside consulting costs by utilising competent internal consultation.

21. Stimulates preventive management as opposed to putting out fires.

22. Eliminates subordinate behaviour such as hiding tools.

23. Creates an appropriate climate for growth, communication.

24. Aids in improving organisational communication.

25. Helps employees adjust to change.

26. Aids in handling conflicts, thereby helping to prevent stress and tension.

Benefits of Training to Individuals :

These benefits will ultimately turn beneficial to the organization in the following ways:

1. Helps the individual in making better decisions and effective problem solving.

2. Through training and development, motivational variables of recognition, achievement, growth, responsibility and advancement are internalised and operationalised.

3. Aids in encouraging and achieving self-development and self-confidence.

4. Helps a person handle stress, tension, frustration and conflict.

5. Provides information for improving leadership, knowledge, communication skills and attitudes.

6. Increases job satisfaction and recognition.

7. Moves a person towards personal goals while improving interactive skills.

8. Satisfies personal needs of the trainer and the trainee.

9. Provides the trainee an avenue for growth and say in his/her future.

10. Develops a sense of growth in learning.

11. Helps a person develop speaking and listening skills, also writing skills when exercises are required.

12. Helps eliminate fear in attempting tasks.

Benefits in Personnel and Human Relations, Intra-group and Inter-group Relations and Policy Implementation :

1. Improves communication between groups and individuals.

2. Aids in orientation for new employees and those taking new jobs through transfer or promotion.

3. Provides information on equal opportunity and affirmative action.

4. Provides information on other government laws and administrative policies.

5. Improves interpersonal skills.

6. Makes organisational policies, rules and regulations viable.

7. Improves morale.

8. Builds cohesiveness in groups.

9. Provides a good climate for learning, growth and co-ordination.

10. Makes the organisation a better place to work and live.

5. Essay on the General Principles of Training:

The following guidelines can help to make the training more effective:

(i) Training Objectives:

There should be specific training objectives. This will help in deciding about the type of training required. The performance standard of employees should be decided and training should be directed to achieve them. An aimless training programme will not be of much use. When there is an aim to be achieved in employee training, then all efforts should be directed to achieve it.

(ii) Individual Considerations:

All individuals do not have the same aptitudes, background, education, experience, intellect, capability of understanding and interests. There may be some people who are comparatively slow in learning or may not at all be able to learn. Any training programme shall have to keep in view all these individual considerations. This is all the more important in case of supervisory training.

(iii) Motivation to Trainees:

The importance of training should be properly explained to employees. Training helps employees in increasing their performance. This will bring them more financial benefits and create greater avenues for promotion.

When employees realise the need of training for their own benefit and future development then they will take keen interest in it. Employees should be motivated to participate whole heartedly in training programmes.

(iv) Use of Previous Training:

The previous experience of education acquired by the employees should also be made use of while planning their training. The previous background should be used as a foundation for new development. If the new training is entirely different than what the employee had learnt, he will find difficulty in following it. So training should be related to the previous background of trainees.

(v) Suitable Organisational Conditions:

The conditions prevailing in the organisation should be conducive to the training programmes. The conditions should rather encourage employees to learn more and more. The persons learning better techniques of doing the things should be suitably rewarded.

This will not only encourage those employees but will motivate others to improve their performance. Training should be imparted with the full support of top management otherwise it will not succeed.

(vi) Involvement of Trainees:

To make training an effective tool of learning, trainees should also be involved in these programmes. They should be provided with opportunity to practise the newly needed behaviour norms.

(vii) Preparing the Instructor :

The instructor or trainer is the key figure in the training programme. The trainer should not only be a good teacher but must know the subject and the job also. Good trainers should be developed both from inside and outside the organisation.

(viii) Feedback:

The trainees should be provided with feedback about their performance. If their performance is not upto the expected levels, then they should be told to improve their work. They themselves may not be able to judge whether training has improved their work or not. When they get regular and constructive feedback, it will help them in improving their work.

(ix) Practice:

Practice makes a man perfect. Skills that are practised often are better learned and less easily forgotten. Therefore, trainees should be allowed continuous practice. Teach and demonstrate knowledge and skills and then let the trainee try them himself.

(x) Appropriate Techniques:

The methods and processes of training should be related directly to the needs and objectives of the organisation. It should be conducted as far as possible in the actual job environment so as to be meaningful. To be effective training should be based on the tested principles of learning.

Related Articles:

• Training and Development of Employees (15 steps)
• 7 Benefits of Training Employees for an Organization

Comments are closed.

We use cookies to enhance our website for you. Proceed if you agree to this policy or learn more about it.

• Essay Database >
• Essay Examples >
• Essays Topics >
• Essay on Workplace

Career Development And Training Essay Samples

Type of paper: Essay

Topic: Workplace , Development , Employee , Career , Career Development , Training , Employment , Employees

Words: 1300

Published: 05/23/2023

ORDER PAPER LIKE THIS

Introduction

Essentially, career development is a progressive process that continues even after employment. According to Noe (2010), it all starts from school work where employability happens to be the most primary goal in career development. Upon employment, career development continues through organizational as well as personal efforts. This can involve training in the case of an organization or furthering education in a personal context. Employee training could aim at organizational goals but impacts significantly on an individual’s career development.

The Role of Training in Organizational Development

Employee training refers to the enhancing of employee’s capabilities and knowledge in performing different tasks at the workplace. It has shown numerous benefits for every company that has used it effectively (Albrech, 2011). First, it increases the productivity by the employees of the organization who are well trained thereby providing quality results in a timely manner and with less supervision. Also, employees get motivated as they feel that their position is secure with the increased expertise and competencies. In this respect, the turnover rate goes down and thus ability to retain talent and attract external competencies. As a result, the employees are happy feeling knowing that they stand a chance of promotion due to the skills that they have acquired. This eligibility for promotion makes them a vital asset to the company. Further, the expertise reduces the chances of accidents occurring due to poor skills or inexperienced employees. The training reduces the chances of errors thus saving the company from remuneration expenses due to injuries or accounting errors.

Methods of Employee Development

Noe (2010) describes two methods of employee training that include the on the job training that is performed with a hands-on approach where the employee performs the actual task that he/she is being trained on. It is the most effective as the results are visible to the trainer providing the ability to rate the success of the training for application without monitoring. It is the simplest method and saves on cost. It is quite essential in motivating the employees as they learn by doing. Such methods examples are coaching, temporary promotions and job-rotation.The other method is the off the job training that describes training practices performed away from the workplace or working environments. It is mostly used on a large number of new employees and when the training deliverables are expected in a short span of time (Albrech, 2011). Essentially, it is fast and expensive but provides prompt results as many employees can gain a competence in a week’s time span. Such methods include seminars and conferences.

Employee Development and Organizational Development

Employee development is an employer’s strategy that aims at improving the capabilities, development of new skills as well as accreditations in the organization’s employees. On the other hand, organizational development is a long-term strategy aiming at improving the effectiveness and gross margins of the organization and could include employee development. For example, employee training is an employee development strategy that also implicates on the organizational development. The relationship between the two happens to be both negative and positive (Noe, 2010). First, the training process will improve the competencies in the organization thus quality assurance is guaranteed. On the contrary, the process is expensive and leads to low productivity in the short term but higher productivity in the long term. Organizational and employee development could involve education support. Employee development offers a freedom of choice for employees who wish to pursue further education with organizational development being specific on the fields that the organization wants to improve its competencies.

Career Development

Essentially, the Human Resource Department has a major role in the guidance of the career managements of its employees. Long gone are the times when advising employees was seen as an old school practice owing to the benefits recovered by the employees when the department provides information and advice that enhances the employees’ engagement (Al Ariss, 2010). At times, some organizations have some in-house counselors who foresee the career development process of its employees. The best placement of such a counselor is in the HR department. The organizations can devise several ways such as compulsory career discussion forums that can be performed on an annual basis (Blustein, 2013). Essentially, there has been much of career development that I have had ever since I joined the university program that is not just about attending the training courses or classes but also going into how, that is, how I should perform various functions that I have acquired. The skills that I have acquired over time show a significant reflection of my capabilities and competencies. Also, the school has offered several career development programs and a supportive career guidance team that have offered significant clarification on the career path I should follow. Indeed, I can confirm that to have earned incredible career development skills and proper guidance that will be essential, even in my future career plans. Having the determination to secure a post in an established company and in my line of study, I believe that the expertise that I have earned over time will provide the best opportunity for promotions that could get me to a managerial position over a span of five years. However, if in any case, I happen to land in a field that does not relate to my education, I will take up the job as an opportunity to offer me diversity and experience. Essentially, not a single organization lacks an HR department, in which case I will assume my misplacement is short-lived and I will finally secure the right post in the organization.

My Future Company’s Role in Career Development

There are various basic practices that most companies adopt to enhance the employees’ career development ambitions. I hope that my company will adopt interminable training programs that will ensure that my expertise is improved significantly. This can include job-rotation and temporary promotions that will ensure that my experience and ability to cope with different forms of pressure is enhanced. Also, the company can offer opportunities for upward mobility or successions within the company or more particularly the department. Such opportunities are motivating factors that help any employee have an upward career development. As per my dream career dreams, I will be most glad to have my dream company offer an employee benefits loan or appreciation to further my education to the post-graduate level. In this respect, I will have achieved the significant objectives in my career development plans. With proper human resource management practices, the company for which I will be a staff in will have just enough of the opportunities I need to realize my career development plans. This way, I will have a role to play other than waiting for the department to help me achieve my career objectives. This includes my personal relationship with the management of the company and having a guiding partner who will help me achieve my ambitions in the given organization (Blustein, 2013).

In summary, career development should be more of an individual effort by taking on every single opportunity that comes along (Al Ariss, 2010). Training should be taken as the opportunity to improve one's skills in any organization. However, training and career development go hand in hand as training is an inevitable path in career development.

Al Ariss, A. (2010). Modes of engagement: migration, self-initiated expatriation, and career development. Career Development International, 15(4), 338-358. Albrech, S. L. (2011). Handbook of employee engagement: Perspectives, issues, research and practice. Human Resource Management International Digest, 19(7). Blustein, D. (2013). The psychology of working: A new perspective for career development, counseling, and public policy. Routledge. Noe, R. A. (2010). Employee training and development. McGraw-Hill/Irwin.

Cite this page

Share with friends using:

Removal Request

Finished papers: 120

This paper is created by writer with

ID 287626485

If you want your paper to be:

Well-researched, fact-checked, and accurate

Original, fresh, based on current data

Eloquently written and immaculately formatted

275 words = 1 page double-spaced

Get your papers done by pros!

Other Pages

Example of report on china on oil, criminal law research paper example, becoming a kohlberg level six self actualized and ego strong human being essay example, example of research paper on fraud schemes, the american diabetes association recommends that people with diabetes who need essay example, example of critical thinking on understanding of the ethics of plato and aristotle and epictetus stoicism, type of organization course work example, weed seed mortality article review sample, complete literary critique on robert frosts the road not taken essay sample, juvenile justice system essay sample, anthropology globalization paper essay samples, the analysis of effects of temperature on fungal and bacterial amylase activity report to use for practical writing help, china free sample essay to follow, sample critical thinking on transgender and the use of mmpi 2, about vibs essays example, the crystal palace type to use as a writing model, article review on dates, draw topic writing ideas from this movie review on battle of algiers analysis, free critical thinking about aircraft mission, african american history type to use as a writing model, good example of logical fallacy scare tactic term paper, free critical thinking about the walt disney company, good example of monopoly and oligopoly essay, individualist essays, lymphatic system essays, barramundi essays, government printing office essays, bucy essays, kalb essays, the veldt essays, lie detector essays, mathur essays, bael essays, environmental stimuli essays, mentuhotep ii essays, cyril essays, entire play essays, vests essays, griots essays, ohio university essays, banking article reviews, capital punishment article reviews, physical exercise article reviews.

Password recovery email has been sent to [email protected]

Use your new password to log in

You are not register!

By clicking Register, you agree to our Terms of Service and that you have read our Privacy Policy .

Now you can download documents directly to your device!

Check your email! An email with your password has already been sent to you! Now you can download documents directly to your device.

or Use the QR code to Save this Paper to Your Phone

The sample is NOT original!

Short on a deadline?

Don't waste time. Get help with 11% off using code - GETWOWED

No, thanks! I'm fine with missing my deadline

Employee Training Activities and Methods Essay

Coaching and mentoring, knowledge evaluated in training, cost-benefit and cost-effectiveness evaluation, importance of management development, technical knowledge and skills and interpersonal knowledge and skills.

Many organizations invest in training their employees in order to improve their performances. The training activities would only become useful to the organization if the learned skills and knowledge were transferred to the workplace. The support of the peer and supervisor on the transfer process can be highlighted in three levels; pre-training, during training, and post-training.

Peer support to the learning of new skills is important because it motivates the peers through informing them that what they learn will be accepted by their co-workers and supervisors (Bhatti & Hoe, 2012). The peers will be motivated to get prepared for the learning activities before the training begins. During the training, they will also put more effort into acquiring skills from the activities. Finally, peer support motivates the trainees to display the skills learned at work.

Support from the supervisors entails how the managers reinforce the training activities. It is important in training transfer because it depicts that the materials and resources required in the process will be provided since the management and supervisors provide support. The supervisors also play an essential role in setting goals for the trainees (Bhatti & Hoe, 2012).

This is a training method where the trainees have characters assigned to them in a bid to resolve the situation (Pant, 2011). The trainees become performers and attain the understanding of their duties and circumstances. There are various types of role plays depending on the arrangement offered to the performers and the number of trainees taking part in the activity.

Structured Role-Play

This avail the information about the circumstances that triggered the trainees in joining hands during the training practices. The structured role-play also gives detailed information on the opinions, attitudes, and requirements of every character. Skills that are interpersonal are developed through this role play. These skills include communication and resolving conflicts.

Spontaneous Role Play

This is where the situation leading to the training is constructed in a loose way without many details. One trainee acts as a real self while the others perform as people whom he or she interacts with while working. It is used to develop insight into the trainee’s behavior.

Single Role Play

In this category, a group of the trainees engages in their task as the others watch and choose learning tips from the relations. In this regard, it is one group that is used to enhance the training activity. One of its greatest limitations is that it does not give the performers in the role-play an opportunity to watch as others act in order to learn.

Multiple Role Plays

In this case, the trainees first get into groups where they will go through the training activities. People from one group will discuss and highlight the points they learn from the other groups after going through the activities. This would be about exchanging ideas among the many groups that were formed to participate in the role play. The groups discuss what they learn from each other to attain the exact points and skills.

Role-rotation Role Play

This is where either the single or multiple role-play is used and followed with trainees’ interactions to facilitate learning. The play then restarts with different trainees taking the roles.

Coaching is a process that involves learning and development in a bid to release one’s potentials and improve performance. On the other hand, mentoring is a process where a person makes significant changes to his or her knowledge and thinking. Coaching and mentoring are associated in various instances (Mcgraw-hill 2010).

First, the two are learning processes to show that it takes some time for both coaching and mentoring to be effective. Coaching seeks to make an individual release the potentials towards achieving the results he/she values. In the same way, mentoring involves making transitions in knowledge and thinking so that personal goals can be attained (Mcgraw-hill, 2010).

The relationship between these two terms is also illustrated by the assumptions they hold. Coaching is a transformation process believing that people have the ability to change from one character to another. This also applies to mentoring, where it is assumed that humans are capable of transforming. Therefore, an individual has to go through mentoring before being coached.

Finally, the relationship between coaching and mentoring is stressed by the fact that both take humans as the best choice makers. Mentoring is all about improving a person’s standards. As a person goes through coaching, he or she aims at attaining the best skills, which brings the aspect of mentoring (Mcgraw-hill, 2010).

Active Listening

This is a type of communication that involves both the listener and the speaker. The listener is expected to give feedback and prove that he or she has understood what was being communicated through paraphrasing the ideas. Active listening is vital in many ways when communicating with trainees.

Creation of Room for Response

This is one reason why active listening is necessary. The learners are allowed to ask for clarification and also give their responses about what they learn. This is important because it makes training transfer effective as the learners will be fully informed about the skills taught (Tasha & Maniac, 2014).

Minimization of Distractions

When engaging in active listening, one is expected to pay attention to the speaker by maintaining eye contact and reading the body language. This is important because it ensures that the listener, who may be a trainee, gets all the information and instruction given by the trainer (Tasha & Maniac, 2014).

Three Techniques for Maintaining Interest in Training

While conducting training, the trainer needs to carry out the training in an organized manner to ensure that the set goals are achieved by maintaining the interest of the trainees all through the session.

Asking Open Questions

The trainer must phrase the questions in such a way as not to limit the answers on ‘no’ or ‘yes.’ When the questions are phrased as open-ended questions, the trainees are not limited to the set of answers expected from them. This helps them to think of the main meaning of the words and think deeper. This tends to improve the length and depth of the discussion (Kirkpatrick & Kirkpatrick, 2008).

Prepare Questions in Advance

It is advisable that the trainer prepares the questions on separate cards before the actual training day. This will help to avoid improvising while they watch. When the participants get the questions in advance, there will be no time wasted for them to think about answers.

Be Prepared to Answer Group Questions

When the trainees ask questions, it is always vital to make sure that a person passes through the question severally to understand them. In cases where the answers are known, the question should be re-directed to any group in order to facilitate full participation. It is important for a person not to argue the answers since this can waste time. Finally, it is best if questions are answered after the training if they are personal or private (Kirkpatrick & Kirkpatrick, 2008).

Declarative Knowledge

Declarative knowledge is assessed by just word of mouth. There were no important notes to be taken inquiring on declarative knowledge of any participant in training (Oosterhof, 2011). An example is when a participant is asked the number of cars they saw on the road, but not the type of cars seen. It is measured by asking questions verbally to trainees.

Procedural Knowledge

This type of knowledge is evaluated by checking if one has an idea of how processes are to be carried out. The trainees are asked specific questions on functionality of random things. An example is classifying animals into vertebrates and invertebrates. Another example is predicting whether a solid will float on water or not. This type of knowledge is examined critically in its measurement (Oosterhof, 2011).

General Knowledge

General knowledge is measured by asking the trainees common questions that ought to be answered with ease. An example of such a question is asking a participant to state the number of continents in the world or the number of presidents in the United States of America. This type of knowledge can easily be assessed by the trainer without a lot of research from the training.

After the training session, it is important to evaluate the cost-benefit and effectiveness of the whole process.

Cost-Benefit Evaluation

A cost-benefit evaluation of a training session is done to gauge the financial over-view of the firm after the whole period is complete. What is looked at is how much monetary value was used in the training period and the benefits that accrued to the whole process. An improved production increased business, and reduced supply cost may be used to evaluate the cost-benefit of the training session (Zeiger, 2014).

Cost-Effectiveness Evaluation

The cost-effectiveness evaluation of a training session is more complicated than the cost-benefit evaluation of the same training session. It leaves out a lot of such factors as the amount of money to be paid to new recruits.

The evaluation is done on the cost of the training and how effective the cost was to the whole process. In most instances, trainers tend to wish that the amount of money used in the training process does not go to waste. The cost of training is evaluated to be effective when the process is successful, and all the cash is accounted for (Zeiger, 2014).

Organizations should invest in management development for effective results from the business. The following subtitles contain the importance of management development:

Effective Work

Management development training in an organization helps in doing effective work in the management. The rapport created between the managers under training ensures that they engage each other in decision making and sharing of ideas. This will make their duties be done the right way and effectively (Lipman, 2012).

Management development training brings together many intelligent brains with different ideas that when put in one room may come up with great ideas. Some of the ideas are improved while others are invented. The training helps a lot in the management of the business. The support created between the managers is important to the company.

Organization Improvement and Change

The focus on management development is important for organization improvement and change. The training for the managers improves their management skills as they exchange a lot of ideas and structures that enhance better and more qualified ways of management (Lipman, 2012).

Technical Knowledge and Skills

Technical knowledge is the full understanding of anything that can be used or applied in various forms for any duties at work or home. On the other hand, technical skill is when someone can do a duty skillfully whilst applying their knowledge. The growth for the need for technical skills is at a high rate, as the world technological advancement is rising faster. The networking system of many organizations relies on the technical knowledge and skills of these individuals (Investopedia, 2014).

Interpersonal Knowledge and Skills

Interpersonal knowledge is a good communication skill that an individual has attained and the ability to use it. On the other hand, interpersonal skill is the daily use of life proficiencies to engage in useful and important communication between people. In the market, most employees seek to employ or hire staff members with high interpersonal skills. Examples of interpersonal skills include verbal and non-verbal communication, listening skills, negotiation skills, problem-solving, decision-making skills, and assertiveness (Skills You Need, 2014).

Bhatti, M. A., & Hoe, C. H. (2012). Resolving the Past Conflict: Role of Peer and Supervisor Support in Training Effectiveness. International Journal of Business and Behavioral Sciences , 32-38.

Investopedia. (2014). Technical Skills . Web.

Kirkpatrick, D. L., & Kirkpatrick, J. D. (2008). Evaluating Training Programs. New York: Berrett-Koehler Publishers.

Lipman, V. (2012). 10 Reasons Why Companies Should Invest More In Management Training . Web.

Mcgraw-hill. (2010). What is effective coaching and mentoring at work? Coaching and mentoring at work , 5-13.

Oosterhof, A. (2011). How Different Types of Knowledge Are Assessed. Effectively assessing different types of knowledge , 3-9.

Pant, M. (2011). Methodology and Materials. Participatory Training , 157-172.

Skills You Need . (2014). Web.

Tasha, P., & Maniac, D. (2014). How to Actively Listen . Web.

Zeiger, S. (2014). The Cost Benefit Evaluation and Cost Effectiveness Evaluation Methods . Web.

• Management: Employee Turnover and Retention
• Management in the Book Think and Grow Rich by Napoleon Hill
• Coaching and Mentoring in the Company
• Opposing Cost-Benefit Analysis Tool as Ineffective
• Cost-Benefit Analysis, Its Strengths and Weaknesses
• The United Kingdom Human Resource Management Strategies
• Barriers to Female Entrepreneurship
• Nicos Canine Hotel Marketing Project
• The Dubai Quality Award
• Poor Inventory Management Regulation
• Chicago (A-D)
• Chicago (N-B)

IvyPanda. (2020, March 30). Employee Training Activities and Methods. https://ivypanda.com/essays/training-transfer-process/

"Employee Training Activities and Methods." IvyPanda , 30 Mar. 2020, ivypanda.com/essays/training-transfer-process/.

IvyPanda . (2020) 'Employee Training Activities and Methods'. 30 March.

IvyPanda . 2020. "Employee Training Activities and Methods." March 30, 2020. https://ivypanda.com/essays/training-transfer-process/.

1. IvyPanda . "Employee Training Activities and Methods." March 30, 2020. https://ivypanda.com/essays/training-transfer-process/.

Bibliography

IvyPanda . "Employee Training Activities and Methods." March 30, 2020. https://ivypanda.com/essays/training-transfer-process/.

• To find inspiration for your paper and overcome writer’s block
• As a source of information (ensure proper referencing)
• As a template for you assignment

IvyPanda uses cookies and similar technologies to enhance your experience, enabling functionalities such as:

• Basic site functions
• Ensuring secure, safe transactions
• Secure account login
• Remembering account, browser, and regional preferences
• Remembering privacy and security settings
• Analyzing site traffic and usage
• Personalized search, content, and recommendations
• Displaying relevant, targeted ads on and off IvyPanda

Please refer to IvyPanda's Cookies Policy and Privacy Policy for detailed information.

Certain technologies we use are essential for critical functions such as security and site integrity, account authentication, security and privacy preferences, internal site usage and maintenance data, and ensuring the site operates correctly for browsing and transactions.

Cookies and similar technologies are used to enhance your experience by:

• Remembering general and regional preferences
• Personalizing content, search, recommendations, and offers

Some functions, such as personalized recommendations, account preferences, or localization, may not work correctly without these technologies. For more details, please refer to IvyPanda's Cookies Policy .

To enable personalized advertising (such as interest-based ads), we may share your data with our marketing and advertising partners using cookies and other technologies. These partners may have their own information collected about you. Turning off the personalized advertising setting won't stop you from seeing IvyPanda ads, but it may make the ads you see less relevant or more repetitive.

Personalized advertising may be considered a "sale" or "sharing" of the information under California and other state privacy laws, and you may have the right to opt out. Turning off personalized advertising allows you to exercise your right to opt out. Learn more in IvyPanda's Cookies Policy and Privacy Policy .

Home — Essay Samples — Government & Politics — Army — Training Management Process in the Army

Training Management Process in The Army

• Categories: Army Soldiers United States Army

About this sample

Words: 845 |

Published: Apr 8, 2022

Words: 845 | Pages: 2 | 5 min read

• After Action Reviews and Reports. 2017. Training Management and the Warfighting Functions. Ch. 16.
• 'Army Learning Management System (ALMS)'. Atsc.Army.Mil, 2019, https://www.atsc.army.mil/tadlp/delivery/alms.asp.
• 'Army Unit Training Management'. Www.Army.Mil, 2014, https://www.army.mil/standto/archive_2014-03-07. Accessed 22 Sept 2019.
• RAND Corporation. 'Army Distance Learning Can Enhance Personnel Readiness'. Rand.Org, 2019, https://www.rand.org/pubs/research_briefs/RB3028/index1.html.
• Rehearsals and Pre-Execution Checks. 2019. Training Management and the Warfighting Functions. Ch. 12.
• Whiteman, Colonel Wayne E. Training And Educating Army Officers For The 21St Century: Implications For The United States Military Academy. DEFENSE TECHNICAL INFORMATION CENTER, 1998, https://apps.dtic.mil/dtic/tr/fulltext/u2/a345812.pdf. Accessed 22 Sept 2019.

Cite this Essay

To export a reference to this article please select a referencing style below:

Let us write you an essay from scratch

• 450+ experts on 30 subjects ready to help
• Custom essay delivered in as few as 3 hours

Get high-quality help

Verified writer

• Expert in: Government & Politics

+ 120 experts online

By clicking “Check Writers’ Offers”, you agree to our terms of service and privacy policy . We’ll occasionally send you promo and account related email

No need to pay just yet!

Related Essays

2 pages / 1030 words

2 pages / 1119 words

2 pages / 715 words

3 pages / 1264 words

Remember! This is just a sample.

You can get your custom paper by one of our expert writers.

121 writers online

Still can’t find what you need?

Browse our vast selection of original essay samples, each expertly formatted and styled

Related Essays on Army

The importance of being on time in the Army is a part of discipline, which was instilled in new enlisted soldiers during their basic training. Being on time shows reliability. We must show [...]

SHARP is a program that helps prevent incidents of sexual harassment and sexual assault. The mission of every soldier in the Army is to ensure that everyone respects everyone at all times under any circumstances. SHARP is also a [...]

The main point of this essay is that the Army should educate and train leaders to prepare for the challenges ahead. To form a well-balanced leader for the Army, there is a need for qualities from both education and training. [...]

The Army Senior Leader Course (SLC) is a professional military education program designed to train and develop Army leaders for positions of increased responsibility. This essay will provide an overview of the program, its [...]

Professionalism is something that is extremely important for any job a person may have, yet it comes into play even more so with the military. War is something that requires a large amount of discipline, respect, and commitment. [...]

The Roman army was one of the most powerful and successful armies of all time. The size of the Roman army allowed it to conquer much of what is known as Europe today. When compared to other ancient armies, the Roman army was [...]

Related Topics

By clicking “Send”, you agree to our Terms of service and Privacy statement . We will occasionally send you account related emails.

Where do you want us to send this sample?

By clicking “Continue”, you agree to our terms of service and privacy policy.

Be careful. This essay is not unique

This essay was donated by a student and is likely to have been used and submitted before

Download this Sample

Free samples may contain mistakes and not unique parts

Sorry, we could not paraphrase this essay. Our professional writers can rewrite it and get you a unique paper.

Please check your inbox.

We can write you a custom essay that will follow your exact instructions and meet the deadlines. Let's fix your grades together!

Get Your Personalized Essay in 3 Hours or Less!

We use cookies to personalyze your web-site experience. By continuing we’ll assume you board with our cookie policy .

• Instructions Followed To The Letter
• Deadlines Met At Every Stage
• Unique And Plagiarism Free