Training Plan

Objective: The newly recruited workforce would be given technical knowledge,

interpersonal skills, and the value of organizational behaviour that would ensure excellent
practice in the operation. The team would then be geared toward contributing toward the
goals of MediaConnect and ensuring the preservation of the reputation of the company as an
industry leader.

Target Audience: This hiring intake program will put 50 fresh recruits into wide technical
operations, sales, customer care, and even other administrative levels.

Period: The onboarding and base learning are embedded in the training for three months,
except where modules will come role-specific and where these people are supposed to work.
Every phase had been designed considering ease so it caters towards every learner’s
requirements.
Phase 1: Orientation
The new hires are orientated over the base so that they can have the feel of the company
culture, mission, and vision of MediaConnect. The new hire orientation will be provided in
detail for company history, structure of the organization, and strategic objectives. They are
given detailed explanations of the ethics compliance policy as well as the policies on
diversity. It allows them to find an outlook above the way by which they align their
importance to the whole company as well. Examples are:
History and Vision of the Company: Company history, chief highlights in a nutshell, and
vision ahead.
Value Statement: Core value that includes innovations, integrity, and customer obsession.
Ethics and Compliance: Workshop to be conducted on workplace ethics and diversity and
principles of inclusion over respect and teamwork at workplaces.
Phase 2: Technical Training (3 Weeks)
Technical training is planned on every basis of every department requirement. As regards
technical staff, it focuses upon knowledge in basics of network infrastructure designing in 5G
masterly skills for the job of troubleshooting. All these practical trainings have been taken
under this module usage of advanced telecom equipment and modern tools, and technology.
a) Technical know-how: Rather in-depth into the design of the 5G network, working of
equipment, and even some techniques in case of trouble during interactive lectures and lab
sessions.
b) Sales and Customer Service Focus: Intensive product training to be centred around service
portfolios, competitive analysis and sales tactics. Software training in the CRM would be
given to the teams which would enable them to have a good grip on handling customer
interaction.
c) Practical Sessions: Simulations for the employees on real-life scenarios which will bring
the theory to practical usage.
Phase 3: Soft Skills Development (2 Weeks)
It introduces soft skills with open and free communication by building mutual cooperation. In
this phase, social skills with attentive listening and handling disputes can also be added
together with customer relations. Role-played and situation games with colleagues improve
their means of communication by both employees regarding their clients as well as mates.
Effective Ways of Communication Workshops and seminars regarding effective words and
non-words modes of conversation.
Effective Conflict Resolution, Negotiation with Practical Cases-Situational Presentation on
Constructive Ways of Communicating Difficult Conversations.
Team Collaboration: Activities that are trust and teamwork-enhancing
Role-Specific Training (4 weeks)
Technical, in this sense, as all the functional roles taken care of are done in the technical
phase. Even expert-level work in troubleshooting will be there along with the selling ability
for sales executives. Organizational best practice addition will be through workflow
developed by the administration personnel. A proper opportunity for such development has
also been given during mock situations as well as with the evaluation of all the participants.
Technical Operations Training of all staff members on Systems, software tools and
equipment. Sales Excellence Research Market training on customer profiling and relationship
handling administrative Excellence Documentation, planning and regulations
Phase 5: Cross-Function Collaboration (1 week)
The last stage is for the facilitation of building cross-functionally awareness and
collaboration. Working relationships for the people of the different functions becomes pretty
easy from the workshops and the activities of the teams, and so they would enable them to
come out cohesively within the organization. In this respect, it better equips the team to work
like one unit in facing such problems together, so it spurs innovativeness.
a) Synergy Building Activities: The interdepartmental cooperation-based interactive games or
challenges.
b) Strategic Problem-Solving: The joint sessions are based on simulated business problems
that depict different views. Training Evaluation Measures quizzes, simulations, and role-play
situations are taken periodically to ascertain the success of the training. The feedback forms
are used to gauge the trainees' levels of satisfaction and confidence building. A couple of
additional measures of evaluation include:
c) Knowledge retention tests: Quizzes administered at regular intervals based on retention
and memory.
d) Practical assessment: Performance testing by simulating various exercises and role-playing
exercises.
e) Analytics of Feedback: Critical review of the feedback received from the participants to
identify performance gaps.

Appraisal Plan
Objective: An appraisal cycle is a fair and transparent assessment of an employee's
performance. It has been founded upon the following three grounds: great achievements,
development areas, and feedback which could lead to activities towards professional
development.

1.Cycle: It does objective appraisals quarterly and annually in the interest of uniform
monitoring and appraisal. After two years, it turns into a cycle of every six months.

Parts of the Appraisal Cycle

Both the performance reviews are done based on quantitative as well as qualitative data. KPIs
are developed at department-to-department levels. For example, in the case of technical staff,
the uptime of the system along with proficiency in troubleshooting is included. The sales
team can be evaluated through sales conversion rates and acquiring customers. On the other
hand, customer representatives can be evaluated by average resolution time and rating of
customer satisfaction.
a) Behavioural Analysis Ratings: Teamwork, adaptability to change and fit with company
values.
b) Performance Review Loop: The reviewing period is further an ideal one to align, guide
and brief the employee concerning the areas or where some directions are required of him.
c) Punishment Reward Scheme: Employee of the Month and the on-the-spot reward system
will also be implemented to appraise quality work.

Implementation

A set of defined HR teams conducts the process. Performance management software makes
the whole appraisal process comfortable. It guides appraisal metrics from time to time,
generates data in such a way that it keeps the organization online with the industry trend and
achieves its organizational goals.
Training and Appraisal Extended Plan
With the growth and expansion of MediaConnect comes the challenge for training and
appraisal policies to keep adapting to the opportunities and challenges offered. This page
outlines a multi-faceted expansion plan together with focused objectives for training and
appraisal reform.

Super Expert Training Modules

Super Expert module training equips employees with up-to-date expertise of the profession
with role-specific characteristics. Such may include:
a) Industry-specific certification programs. These are through partnering with well-known
institutes to acquire certifications in areas of high-level networking, AI in telecom
applications, and sales strategy.
b) Technical training programs. It consists of training related to emerging technologies like
the Internet of Things, telecom integration with blockchain, and Cyber security.
c) Leadership development programs. To develop an internal development procedure to
identify and promote potential leaders for the company.

Global Expansion training

Employees of MediaConnect are better equipped to handle challenges in new international
markets. For this task, the following steps have been taken by the company
a) Cultural sensitivity training: train the employees in regional cultural nuances and business
values.
b) Language Training: The essential basic language skills in the new market's local languages
so that there is effective communication and more contact with customers.
c) Regulatory Compliance Training: Modules that teach to read and understand international
rules and regulations.

Integrating AI Tools
AI-powered tools can also make a huge difference in training and appraisal as well. Here are
a few examples:
a)Personalized Learning Paths: AI systems that form the training content according to the
individual's pace and style.
b)Performance Analytics: Live data of the performance of the employees that will provide
insight into what an employee is doing right as well as what needs improvement.
c) Virtual Reality Simulations: High interactive training for technical staff, customer service
teams, and many more.

Sustainability Practices
MediaConnect boasts of environmentally friendly practices. Some of them include the
following:
a) Green Telecom Initiatives: Training in green, eco-friendly ways of equipment handling and
energy consumption.
b) CSR Workshops: Reach the community through employees, by the community.
Paperless Training Solutions: Use digital channels with the least impact on the environment.

Succession Programs
No leadership is too impossible to help achieve long-term business growth. The program
covers:
a) Mentorship: Aligning emerging leaders with senior executives for on-the-job mentoring.
b) Strategic Thinking Workshops: Identifying creative solutions and making decisions.
c) Succession Planning: Development of high-potential employees for future leadership roles

Employee Wellness and Engagement

MediaConnect cares about the wellness of the employees in the workplace, from making sure
that they have a strong and sustainable delivery of performance. This includes;
Work-life balance workshops on how to deal with work while updating professional and
personal life responsibilities.Mental wellness support-access to counselling and related stress
management supports
Engagement activities: Teams going out; hackathons, and challenge of innovations at work.