Training is important but keeping the level of competency that results from training is equally important for organizations to achieve their strategic goals. In this team assignment, the teams will make an off-the-job training program for a given HR managerial/leadership position. The paper will include:

PART 1- Introduction: A job posting for a managerial-level leadership-based HR role at a Canadian company. Use job postings found on the company's website or platforms such as Indeed.com or Monster.ca. A good idea is to select a public organization's job postings as they are detailed and will provide useful insights to understand the nature of the job. From the Job description, develop a list of skills required for the job to align your training program with the relevant skills. In this section, you must discuss the values, vision, and mission of the company before you talk about your designed training program in the next section.

PART 2: Based on the Job description, develop an off-the-job training program that is in line with the values (vision and Mission) of the company. Since it's an off-the-job training program, it must be technology-supported/technology enabled. You must develop various mini-training sessions within your program. If your training module only focuses on one or two components, you will be marked down. An increasing problem for the trainers is the boredom of trainees, so you must design a program that is creative, interesting, and has a fun approach to learning. Any program highly theoretical or based on one-way communication will be marked down. Your training program components should be based on a show-and-tell approach, meaning you should not simply say that this training activity is fun/creative and, therefore, should be included in the company's training. Instead, you should aim to develop/adopt those activities and show us in class how they will work in practice and what the company can achieve from using such training.

PART 3: Off-the-Job training program should be best on industry best practices. Search for the competitors of your company and the market leaders in the industry. Look for their off-the-job training components for similar job positions. Create a similar but not the same training program.

PART 4- Conclusion: You must comment on how this training program is relevant to the position you selected and how it will help the fresh recruits develop the skills required for the job. This section should be short.