7/20/2016

Trainingwww.cearsleg.com

cearsleg.com

Training
7 min read original

Digital Marketing training plan

CEARSLEG Training Programs are designed to develop the skills and knowledge of individuals
so that they can perform their roles as Digital Marketing professionals. The training program is
based on international standard derived from best practices, adopted technologies and
algorithms, provides candidates to achieve improvement in the respective job industry.

Understanding the fact that training is one of the most important aspects of improving
knowledge both in terms of organisational grounds as well for Individual prospect we design our
programs, In organisations case adequate training is necessary to make investments in
profitable and to institutionalise improved practices.
Our training process document provides an organisation with guidance for training plan. There
are many things to be considered when creating a training plan. The creation of a training plan is
one element within the training process of a business entity. Our training efforts become
focused upon the entire organisation to achieve at maturity level. Our Training is planned
properly for long range effectiveness.

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Training Objectives
The objectives of our training program are goals that will be achieved and benefits that the
organisation or candidate will accrue as a result of training program activities.

Our training objectives are distinct from learning objectives, which describe goals for the
changed behaviour of participants in learning activities. Training activities encompass more
than providing learning opportunities, i.e., performing training needs analysis and
communicating the results across the organisation, designing curricula and gaining consensus
on the priorities the curricula represent, defining the core competencies of the organisation, and
evaluating the training program as a contributor to organisational goals. All of these activities
affect the communication channels within the organisation, the culture of the organisation, and
the image the organisation portrays.
Our Training objectives state how the training program will affect these broad issues. In writing
training objectives, reference the organisational training policy and the organisational goals the
training program supports. These may be stated in other documents or may have to be reiterated
as part of the training plan. We map the course learning objectives to organisational objectives
by stating in each course description which business objectives the course supports.
Our Training policy and organisational goals imply constraints as well as success measurements
for the training program. The training plan make these constraints and measurements as
explicit as possible and goals must are explicit part of the rationalisation of training program
activities.
Attention to the strategic goals provides more leverage than attention to the tactical approaches.
Our organisational training plan provides the rationale for selecting the method of determining
the training needs and designing the curriculum, showing how these activities are driven by the
organisations goals.

Main Pillar in Training

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Hands-On : Candidates will have access to a lab of workstations; the instructor can provide
a demonstration of the skills to be learned while candidates follow along their own allotted
PCs.
Lecture : The instructor can demonstrate skills for an audience while they watch and ask
questions.
Project Based : This method will help candidates to demonstrate their creative skills in a
productive manner, with a custom curriculum tailored to the exact needs. In either case,
questions are definitely encouraged.
Based on the investigations in Training sector, in order to gain Industrial exposure, 70 % of the
curriculum part must be integrated with Practical. The practical section is divided into Lab,
Research/ Self Learning and Project.

Method of Exam & Certification Process

Theory : Objective + Descriptive [No reference option available, In-house mode]
Practical : Modular in nature last 15 % of the time is allowed for reference [In-house mode]
Research : Full topics with synopsis 100 % reference permitted [In-house/ Out-house]
Project : 100% reference, no restrictions [In-House/ Out-House]
Evaluation will be based on the overall score they have gained in the exam Result will be
published within 30 days of the exam Certificate with Transcript will be issued to all those who
have successfully completed the program, a reference code with ID will be published in Website
for employment or other purpose; separate fee will be applicable for the same. Students will be
getting access code for the same.

Placement
We will guide candidates how to get placed

Proposed Training Programs

It is based on a 3-hour session, and it may include time for breaks, lunch, and plenty of Q&A.

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Sl.No Course Title

Fee

Days x Hrs

01

Post Graduate/ Post Diploma in Digital Marketing and Data

Analytics

30,000 INR +
15% tax

356 Hrs + 2 Months

internship

02

Certificate Program in Responsive Blog Design & Blogging (Self

employment program)

6,000 INR + 15% 90 Hrs, 2 Months

tax
Program

03

Certificate Program in SEO & Digital Advertising

15,000 INR +
15% tax

110 Hrs + 2 Months

internship

04

Certificate Program in Digital Advertising

10,000 INR +
15% tax

44 Hrs + 2 Months
internship

Location, Equipment, Fee

Training sessions will be held at lab, conference room, or class room. This gives candidates to get
full access to network, user files, and other resources. The proposed fee which includes the
usage cost of all equipment, including lab or individual workstations, a projector and screen,
network access, instructor fee and study materials.

Class Scheduling and Length

Schedule of the program: Programs can be offered twice in a year, will be announced based on
the availability

of slot, time and Space.

This proposal is written based on the schedule 3 hours per day. The time can be broken into any
combination of lab, lecture, or one-on-one training. It may include hands-on training in a lab, or
a mixture of all three.

Materials
We will provide a customised set of Notes for each course. In addition to printed study materials,
reference documents will also be made available. In certain situations the materials will be in
the form of PDF file from which candidates can make copies.

Follow-Up

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Participants can email the instructor any question that pertains to the class (es) they took. They
can expect a complete, easy-to-follow answer within four working days.

Organized Training Plan

Our organized training plan focuses on the following things.
The charter for job oriented training program
List the training needs which have been identified from the current trend.
The process by which training need is verified and prioritized for implementation, by which
curricula & courses are designed and finally effectiveness of training will be measured
Programs with plans for either internal development or acquisition
The procedures for developing or acquiring a course,

including a defined process, standards for course materials, and quality measures
The curriculum offered, its medium of delivery, and the schedule of offerings
The required and optional training available for someone with a particular software-related
role
The plan for developing a particular course, showing task assignments and the development,
review, and piloting schedule
The plan for satisfying the training needs of specific software practitioners during the
coming years.
All the above are the key-factors of our Training plan. While all of these are valuable, none singly
is adequate to assure that people are being effectively trained to perform their management and
technical roles.

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Our training plan documents the objectives of the training program, the training needs of the
organization or an individual, the training to be delivered, and tactical procedures for carrying
out training activities.
Our organized training plan uses the project training plans as input. Project training plans are
likely to cover project-driven needs (software languages, techniques, and tools), individual
career development needs, and training needs associated with the particular technical
(databases, GUI, artificial intelligence) or application domain of the project. The training needs
identified in the project training plans provide a basis for finding common training needs across
the projects.

The Curriculum
Our training plan lists and describes the training opportunities to be provided. Throughout this
section, the term course means a unit of learning, e.g., a classroom experience, a self study, a
mentoring session, or any other form of learning activity.
Good process model and design notation can represent all relevant design perspectives, e.g.,
functional, behavioural, informational. Multiple representations are usually required to express
all critical design decisions. Similarly, there are several kinds of information about our training
curriculum that is conveyed in the training plan.
Content descriptions for the courses
Intended audience for the course
Recommended sequencing of the courses for someone performing a specified role within
the organization
Length of the course and its delivery medium
Sources for course development and delivery
Designation of mandatory and recommended courses
Planned frequency of course offerings or the course schedule
Course development and retirement schedule

Course Delivery Standards

Our training plan documents or references course delivery standards. Ultimately the quality of
the training delivery will speak volumes to the

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students about the commitment to training objectives. Our training environment will meet
minimum standards for comfort, visibility of materials, and noise control.
The training development process provides adequate quality control on the materials so that
students are not distracted by poorly designed instruction, irritating spelling errors, or
amateurish visuals.
Instructor exposure is an important factor in our training quality. This is especially important
for internally developed training. The prospective instructors are good at presenting ideas and
be interested enough in the subject matter to have a good knowledge of its usefulness and
concepts. The instructor becomes a salesperson for the benefits of using the material being
taught, and thus a spokesperson for the organizational goals being supported by the training.
Instructors will have the respect of their peers in the organization.
A balance between technical knowledge and teaching ability is key to selecting our instructors.
With training that is acquired, the reputation of the vendor and the qualifications of the
individual instructors should be reviewed. Review instructor resumes for level of subject matter
knowledge, experience both teaching and strategies as a technologist and manager, and the
amount of time the instructor has spent teaching and using the subject matter, Interview
previous clients of the vendor in order to assure the quality of instruction, the organization
should retain the right to reject instructors who have performed unfavorably in the past.

Management Policy and Support

We provides needed training to ensure that individuals possess the requisite skills and
knowledge to perform their current software-related roles effectively and efficiently, to prepare
the workforce for future core competencies of the organization, and to contribute to the
achievement of organization-wide strategic goals

Role-Based Needs
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The goal is to identify the skills and knowledge needed for each requirement and technical role.
This approach identifying training needs is strictly job related.

Project-Specific/ Corporate Needs

The goal is to identify training needs specific to a Company or specific to projects. This approach
to identifying training needs is based upon corporate needs and tactical project needs.

Strategic Needs
The goal is to identify training needed to build personnel capabilities of strategic importance to
the organization. Examples of strategies requiring training support are
Achieving corporate goals for quality, productivity, process maturity, and predictability
(such as delivering software at one tenth the current defect density in 3 years [deemed as the
maturity period in general] )
Gaining market share based upon exemplary products and services targeted to a particular
market segment (new market differentiation), such as developing software for client/server
environments
Becoming the first to market with products based on an emerging technology, such as the
use of online services for secure financial transactions
Developing an appropriate mix of software specialists to support the overall work.
Support training development: Internal resources will be expended to develop needed
training or external products will be procured and potentially tailored.
Support training delivery: Physical vehicles for training may be classroom facilities,
training centers for individual/Corporate study, and instructional products (future
expansions).

For More info on Digital marketing Training Click Here

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