July 13, 2012 To: Dr. Marvin Long From: Mr.

Glenn Tarullo Subject: October Management Training Program: Evaluation and Recommendations The October Management Training Session was successful, with training rated as very good by most participants. A few changes, beyond the recent innovations, should result in even greater training efficiency and profits. Workshop Strengths Especially useful in this session were several program innovations: -Dividing class topics into two areas created a general-to-specific focus: The first weeks coverage of company structure and functions created context for the second weeks coverage of management skills. -Videotaping and critiquing trainees oral report clarified their speaking strengths and weaknesses. -Emphasizing interpersonal skills (listening, interpersonal communication, showing empathy, and reading non-verbal feedback) created a sense of ease about the group, the training, and the company. Innovations like these ensure high-quality training. And the future sessions could provide other innovative ideas. Suggested Changes/ Benefits From the trainees evaluation of the October session (summary attached) and my observations, I recommend these additional changes: -We should develop several brief (one day) on-the-job rotations in different sales and service areas before the training session. These rotations would give each member a real-view of duties and responsibilities throughout the company. -All training sessions should have at least 10-15 members. Larger classes would make more efficient use of resources and improve class-speaker interaction. -We should ask instructors to follow a standard format (based on definite course objectives) for their presentation, and to use visuals liberally. These enhancements would ensure the greatest possible instructor efficiency and audience interest.

Long, July 13, 2012, page 2 -Executive speakers should spell out personal and professional traits essential in our company. Such advice would give trainees a concrete guide to both general company and individual supervisor expectations. Also, by the next training session, we should assemble a presentation dealing with attitudes, manners, and behavior appropriate in business. -We should do a six-month follow-up of trainees (with feedback from supervisors as well as ex-trainees) to gain long term insights, to measure the influence of this training on the job performance, and to help design advanced training. Inexpensive and easy to implement, these changes should produce more efficient training and higher profit. Cc: B. Hull, C. Black, G. Hopkins, P. Maxwell, R. Sanders