IndexWork and OrganizationNeeds AssessmentThe Training ProgramLearning TheoriesConclusionWork and OrganizationThe week-long training was conducted between October 2 and October 10 following the need to improve the sales strategy at Kosha agencies. Kosha Agencies is a multinational sales and marketing company whose goal is to ensure the continued growth of other companies' products across the country. The organization's responsibilities include analyzing target markets, advertising, networking with other organizations to find and attract new business ventures, and finally estimating partners' needs and goals and helping them achieve them. Say no to plagiarism. Get a tailor-made essay on "Why Violent Video Games Shouldn't Be Banned"? Get an Original Essay Other general services provided by the organization include: Brand building New market entry strategy Brand growth planning Creative strategy and consulting. As a corporate sales executive, there was a need to compile this training report on existing employees to evaluate their skills. The overall rationale behind the business development skills training was to address some of the issues present in the advertising industry within the organization, such as ethics, customer relations and teamwork among employees. Additionally, the training will serve as motivation to enlighten all employees, both current and new, about the company's social, economic and environmental prospects. Needs Assessment The main purpose of the training needs assessment was to investigate the health status of employees current resources such as knowledge, attitudes, skills and behaviors that are critical for successful job performance. The conclusion of this training needs assessment will provide appropriate recommendations needed for skill development in the specific departments. The needs assessment methodology was an activity assessment questionnaire. The questionnaires were specifically administered to supervisors who were asked several questions related to their employees' work and performance. Interviews were also conducted and here the employees, through group interviews, were asked a similar question in the questionnaires and were allowed to debate and discuss the issues affecting them within the organization. The information collected was recorded, coded and through SPSS analysis was carried out to obtain clear and concise data which was disseminated to the head of the department. The activity evaluation questionnaire mainly consisted of two parts: General about the training process and did employees have the necessary time and resources to fill them. The interview; which included questions regarding supervisors' health, education, and job responsibilities and their skills in managing employees and assigned workstations. The questionnaires were administered before the execution in the form of a group interview. The interviewer called all available employees into the conference room and openly asked them the same question, allowing all supervisors to express their opinions. As a result, this seemed like the perfect method since teamwork is an essential prerequisite of the training method. The interview lasted an hour, but assessed a wide range of skills from different departments. The process synthesized information by analyzing information gathered from interviews andquestionnaires and built a coherent program to benefit the organization. The main purpose of data collection and synthesis was to provide a deep understanding of the relevant skills in the department and the organization as a whole. The training program The main purpose of the training program is to improve professional, ethical and cultural behavior within the organization. This includes improving knowledge, skills, teamwork and behavior among the organization's employees. The training will also improve the performance of administrative department staff to increase the efficiency and productivity of Kosha agencies. Training methods included modules based on training needs recommended by employees through a feedback process. Specific training objectives included improving operational efficiency and service quality. The researcher offered individual rewards and incentives to participants who were fully engaged and adhered to the entire procedure. The training methods included in the training program include: On-board training through the use of visuals which ensures greater understanding of the concepts involving the organization and the department and often used to help employees be more successful in their operations. Soft skills development training involved the process of improving the personal skills that employees need in the work environment. They include presentation skills, communication skills, problem-solving skills and leadership skills. Learning Theories Several theories were employed during the training process and included behaviorism and an organization that uses behaviorism as a strategy understands that a change in behavior positively indicates success. The researcher advised top management and supervisors to reward obedient and efficient employees and criticize lazy and incompetent ones to improve. Furthermore, through cognitivism, it was easy to focus on improving workers' mental processes. The training encouraged employers and managers to push employees to improve their strategic thinking practices, memory and problem-solving skills. With this, Kosha Agencies has introduced games and activities that test employees' flexibility, ingenuity and speed to promote well-being and increase productivity in the workplace. Some of the best practices for improving learning transfer included: Establishing a success criterion that evaluates an intern's performance Defining the value of the employee training program to increase agility among employees. Measuring learning transfer and business impact. The company should treat learning transfer as a project, and reports and data should be shared openly and transparently within the organization. Training transfers are vital and usually allow workers to apply all the skills they managed to learn during the training process. In the current program, this involved carrying out various department-relevant activities throughout the entire training process. With the rapid need for employee success, organizations like Kosha Agencies should be able to measure the effectiveness and success of the training program: To see the reaction of the participants and, often, it is essential to make them feel that the training is valuable . measure and ascertain what has been learned through the training process. Ascertain the.