PAPER

TRAIL:
The
21st
Centur
y
Resum
e
This document contains the instructional design and
methodology utilizes by Eminence training solutions in
organizing the workshop. It has detailed description of
training objectives, training content, training evaluation
and Return on investment.

TRAINING
MANUAL

TABLE OF CONTENTS:
Company Overview.................................................................................................... 3
Our Mission.............................................................................................................. 4
Our Vision................................................................................................................ 4
TRAINERS PROFILE:................................................................................................... 5
TRAINING PROPOSAL:................................................................................................. 6
TRAINING METODOLOGY............................................................................................. 8
Training Objective................................................................................................ 8
Purpose and Scope............................................................................................... 8
Audience Classification........................................................................................ 8
LITERATURE REVIEW:.................................................................................................. 9
1) Multiple Intelligences:.................................................................................... 9
2) Kolbs Learning Theory:.................................................................................10
TRAINING NEEDS ANALYSIS:..................................................................................... 12
TRAINING DESIGN AND METHODOLGY:.....................................................................15
Instructional Macro Design................................................................................. 15
Instructional Micro Design.................................................................................. 20
TRANSFER OF TRAINING:.......................................................................................... 21
Prior training activities:...................................................................................... 21
Activities During the training:............................................................................ 21
Activities after training:...................................................................................... 22
APPENDICES:............................................................................................................ 24
MARKETING MATERIAL........................................................................................... 29
COST ANALYSIS...................................................................................................... 30

LETTER OF TRANSMITTAL

Page | 1

December 8th, 2016

To,
Ms. Juveria Baig
Instructor, Employee Training and Development
Institute of Business Management
Korangi Creek, Karachi
Dear Ms. Juveria,
We are pleased to submit this Training Manual to you of our one day workshop
Paper Trail: 21st Century resume.
Organizing this training session has been an overwhelming experience for us; it was
an interesting yet challenging project which made us explore our potentials. We
would like to express our whole-hearted gratitude to you for being our mentor and
supporting us throughout this course. Through your consistent guidance we were
able to arrange this training and will try our best for efficient deliver.
We present this manual to you and hope for a constructive feedback
Thank you.
Best regards,
Sadia Shahid
Heraa Tariq Farooqi
Rida Khokhar
Mehak Zehra

Company Overview
Page | 2

Eminence Training Solutions is an emerging training provider of 360 business

solutions for both in-house and outsourced organizations. We develop and enable
our clients in adapting to the dynamics of corporate world successfully. We offer
various types of customized trainings to meet your distinct business needs. Some of
our trainings include leadership training, sales training, product training, compliance
training, employee training and many more.

Our Mission
To be the forerunner in creating an enduring impact on
an organizations culture, systems and individuals by
providing continuous learning & development hence
creating value.

Our Vision
Our vision is to bring our clients one step closer to
success through continuous innovation and efficient
trainings

Page | 3

TRAINERS PROFILE:

Heraa Tariq Farooqui

With an ambitious mind and strong work ethic, Heraa desires to work for the
betterment of people. She is currently pursuing a bachelors degree in
business administration with Human Resource Management as her majors
and has offered volunteering services to a number of companies like
Unilever Pakistan and Oxford University Press. She never misses any
opportunity for her personal or professional development because to her
learning is the real essence of life.

Sadia Shahid
She is an aspiring HR student who actively seeks opportunities for
professional growth such a volunteer work or summer jobs at renowned
organizations enabling her to understand complexities of corporate world.
She is a self-directed learner with strong leadership abilities and plans to
peruse her career in employee growth and development. She believes in
organization and perfectness of work therefore she exhibits her best and
encourages team members for the same.

Rida Khokhar
She is currently pursuing her degree in Bachelors of Business Administration
from a well reputed institute in Karachi while doing her majors in HR. She is
more of an extrovert and possesses strong interpersonal and
communication skills. She likes to interact and meet with new people
thereby making new friends and connections. With the help of her great
communication skills she has been able to gain multiple feats in various
fields.

Mehak Zehra
is a social person ,works well with people . She is an
energetic person, who is always ready to take
challenges and never give up easily on anything.
With this positive commitment she is ready to pursue
her career in Human Resource Management and
make best use of her good people skills. Currently
she is completing her Bachelors in Business
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TRAINING PROPOSAL:

WORKSHOP
TITLE

PRESENTER
S

PAPER TRAIL: The 21st Century Resume

LEAD
TRAINERs

Heraa Tariq Farooqi

Sadia Shahid

SPEAKERS

Mehak Zehra
Rida Khokhar

ABSTRACT

Creating a rsum is the first step to getting a job. This 2 hour long
training workshops aims to train the attendees to develop an up to
date resume using the following steps:
1) An introduction to the 21st Century Resume.
2) Brief information about the content of a resume.
3) Demonstration of Info-graphic method of building a resume
along with activities.
4) Demonstration of a video Resume along with activities.

AUDIENCE
PROFILE

Gender: All
Age: 18 25
Undergraduates

TECHNOLOGY
REQUIREMENT

1)
2)
3)
4)

Multimedia
Microphones ( as per need)
Speakers
Class room with a projector.

Training Facilities
Choose your preferred facilities layout: Cabaret

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Training Dates: Choose a tentative training date from the calendar: 5 th

December

Sun

September

DECEMBER

July

Mon

Tue

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Fri

Sat

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TRAINING METODOLOGY
Training Objective
By the end of our The 21st Century resume workshop, 70% of the
trainees will be able to create an info-graphic resume as well as the video
resume by applying the concepts demonstrated in the session; measured
by pre and post evaluation questionnaire and performance evaluation
during group simulations that will be provided before and after the
workshop.

Purpose and Scope

In a highly competitive job market, it has become very important to have a
differentiated resume that attracts the recruiters attention immediately. Our
training workshop aims to help students of IoBM in designing an effective resume
that will win them the job of their choice. We will be teaching students the method
of creating a 21st century resume that includes the info-graphic and video resume
by using the relevant websites.
From the results of our training needs assessment which was done through
questionnaires, we discovered that most of students had heard about an info
graphic and video CV but were unaware of the content present in these resumes so
they were interested to attend our workshop and learn how to make a 21st century
resume.

Audience Classification
Our target audience includes IoBMs penultimate and graduating students between
the ages of 18 and 25 currently enrolled in any program. We aim to help these
students develop better resume for their internship or job applications.

Off the job training:

This training workshop can be classified as off the job training as the participants
will attend this out of their usual university schedule. Slides and PowerPoint
presentations will be used in this method. We will be communicating and interacting
with the trainees with the help of these presentations and will provide them better
understanding of the topic via personal experience. Videos and audios will also be
used to make the training sessions more interesting. .
Off-the job training will include:

Introduction of our topic

Ice-breaking session that will be made interactive

Guidance on how to make an info graphic resume and group simulations

Information on video resume

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Role-plays

Cabaret layout
As our training workshop involves group simulations, the participants will be divided
in a group of 3 4 members based on the strength of attendance, the most
appropriate style would be cabaret which would enable each trainee to participate
in group activities easily. Work stations would be setup for trainees with one laptop
and other accessories such as trainee packs.

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LITERATURE REVIEW:
1) Multiple Intelligences:
Dr. Howard Gardner introduced the theory of multiple intelligences in 1983. This
theory suggests 8 different intelligences to cater diverse learners rejecting the idea
that human intelligence is limited to IQ. This theory has emerged from recent
cognitive research based on the concept that individual have different combinations
of intelligences , therefore everyone learns, remember, perform, and understand in
different ways. According to this theory every individual is able to know the world
through logical-mathematical analysis, language, musical thinking, dimensional
representation, and the use of the body to solve problem. This theory gives us
better perceptive of the world and us where individuals differ is in the strength of
these - the so-called profile of intelligences -and in the ways in which such
intelligences are integrated to solve diverse problems, carry out different activities
and progress in various areas. These eight intelligences are as follows.
1. Linguistic intelligence
2. Logical-mathematical intelligence
smart")
3. Spatial intelligence
4. Bodily-Kinesthetic intelligence
5. Musical intelligence
6. Interpersonal intelligence
7. Intrapersonal intelligence
8. Naturalist intelligence

("word smart")
("number/reasoning
("picture smart")
("body smart")
("music smart")
("people smart")
("self-smart")
("nature smart")

Some of the benefits of using multiple intelligences are that every learners talents
are appreciated, valued and regarded as successful. Using MI training contents are
planned with more thoughtfully and focus on a variety of instructional practices and
activities to meet the individual needs of different type of learners. Brief over view
of how we applied MI to our training session is as follows:

INTELLIGENCES

APPROACHES

LINGUISTIC

The trainers will give lectures to the

trainees about the topic, this will include
introduction, guide lines and steps to
make an info graphic/video resume.

Logical-mathematical

Trainers will teach how to present your

skills in the form of graphs and charts on
a Resume.
Along with lectures trainers will show
different videos and images to support
the topic.
Trainees will be asked to make the

Spatial

Bodily- kinesthetic

Page | 9

Interpersonal

updated resume while training session

as well as role-plays will also be
conducted.
There will be discussions, two way
communication and over all interactive
session.

2) Kolbs Learning Theory:

A

most widely popular learning theory in terms of both practice and concepts is the
Kolbs experiential learning theory. This cycle of experiential learning can be applied
to all the individuals and further assist in gaining a deep insight about their different
learning styles. David Kolb identified the following characteristics of a learner:
Concrete experience learners (CE):

These learners are adaptive to change and they prefer personal involvement
and interaction with fellow trainees.
They like to get involved in activities rather than just sitting and listening.
These learners are more focused on feelings and emotions and they try to
avoid systematic approach towards learning.
Experience is one of the most important elements to assist them in learning;
they are more compassionate and people oriented.
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Reflective Observations learners (RO):

They have different perspective to every situation and idea.

A more reflective approach to learning is adopted that is imperative.
Own thoughts and feelings are more important to these learners to form an
opinion.
They dont like being pushed by someone to perform a certain activity as
they are considered to be less active learners.

Active Experimentation Learners (AE):

They do not prefer to be taught through theory.

They like to solve problems practically and they are more of extrovert people
who like to take risks.
They actively participate in problem solving and accept these problems as
challenges. Moreover, they are very confident and quick in solving problems.

Abstract Conceptualization (AC):

These learners make judgments.

They find out what worked well and why. Similarly what went wrong and why?
They find logical reasoning for every situation.
They link theory with practical.
They make rules and create models.
New ideas are assimilated into old.
They follow the principal of systematic planning.

This learning cycle has been linked with four major learning styles by Kolb. From
these four learning styles we will be using three for our audience i.e. assimilating
this is the combination of both AC and RO learners. They learn by watching and
thinking. The other types of learners will be converging (AC and AE). These people
prefer technicalities in task. They try to solve the problems that they are facing
coming up with new ideas. In short, these learners like to work with practical
applications. Furthermore, we will be using Accommodating style (CE and AE).These
learners wan to gain hands-on experience. They are dependent on others for
information and then carry out their own analysis.
However, we will try to motivate all these learners by first giving a lecture to
introduce the importance of 21st century resume. We will provide them with reading
material in the training pack and then further on we will show them and guide them
through the path way that how an info graphic CV can be made. We will show them
Page | 11

on the multimedia and this will be a step by step process. Once this is delivered to
the trainees then they will be asked on spot to make an info graphic CV and we the
trainers will be there to guide them through. This approach will engage all the three
types of learners the assimilating who will be motivated to watch and think through
the lectures, the converging and the accommodating who will be motivated by
doing and thinking and doing and feeling when they will asked to make a resume for
themselves by providing instructions and guidance.

TRAINING NEEDS ANALYSIS:

Evaluated below is the training need analysis based on 20 responses gathered from
undergraduates of Institute of Business Management using the attached TNA
questionnaire in appendices:
Audience Profile Evaluation:
Responses obtained through a sample of 20 undergraduates represents 70%
females and 30 % males. Age distribution of majority (70%) was from 21 years old
to 25 years old with 85% enrollment as BBA students.
Need Evaluation:
According to the results all respondents believed that a resume should be
differentiated to make their application stand out of the crowd, 90% of the
respondents had their resume already made and 70% of them frequently updated
their resumes. Although 80% of the respondents believe that their resume so good
enough to get them selected for a job, yet majority amongst them consider that
there is an area for improvement in their current resumes.
When asked whether they know about the difference between a CV and a resume,
about 75% answered in affirmative that they are aware that a resume is curtailed in
relevance to the job offered whereas a CV is an in-depth document containing every
achievements such as awards, publications, certifications and work experience in
any category instead of just education and relevant work experience. 50% of the
respondents claim to have an idea about 21 st century resume but when asked
about the resume types they have heard of only 35% had familiarity with infographics and video resumes. 85% of the respondents showed interest in attending a
workshop for resume making in order to overcome their lacking in developing a 21 st
century resume as suggested by their need of learning in both content and
designing of a resume.
On the result derived from training need analysis, we have concluded that
undergraduates are not fully exposed to the idea of 21 st century CV; therefore there
exists a need that we plan to cater through our training workshop. The workshop
Page | 12

intends to develop the basic skills for creating an info-graphic and a video resume
through experiential learning through an introduction to the content and usage of
available soft wares and websites.

Does your resume needs improvement?

Yes: 90%
No: 10%

Do you frequently update your resume?

Yes: 70%
No: 30%

Page | 13

Do you think your resume is effective to get you a job?

Yes: 80%
No: 20%

Is it significant to have a differentiated resume?

Yes: 100%
No: 0%

Gender
Males: 30%
Females: 70%

Page | 14

Age
16 - 20: 30%
21 - 25: 70%
26 - 30: 0%
31 and above:
0%

Program
BBA: 85%
BS: 15%
MBA: 0%

Do you have a Resume

Yes: 90%
No: 10%

Page | 15

Preferred Method of training:

Class room:
30%
Seminar: 30%
Online: 30%
Lab: 10%

Which area of resume making do you face difficulty in?

Input: 25%
Design: 30%
Both: 45%

Most concvinient time for you to attend:

09:00 AM
11:00 AM 50%
11:00 AM
01:00 PM 10%
01:00 PM
03:00 PM 30%
03:00 PM
05:00 PM 10%

Page | 16

Most desirable day fro you to attend the training program?

Monday: 30%
Tuesday: 20%
Wednesday: 0%
Thursday: 5%
Friday: 20%
Saturday: 25%

Have you heard any of the following?

Professionally designed paper Resume: 30%

Infographic Resume: 35%

Video Interactive Resume: 35%

Do you have any idea about 21st century resume?

Yes: 50%
No: 50%

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Would you like to attend a one day workshop to redesign your resume?

Yes: 85%
No: 15%

Do you know the difference between a CV and a resume?

Yes: 25%
No: 75%

TRAINING DESIGN AND METHODOLGY:

Instructional Macro Design
Addie Model is a generic frame work used by trainers and instructional designers to
develop learning course material. The ADDIE Model is a simple generic process used
by instructional designers and trainers that assists them to develop quality training
programs. It is a process for program development that has come out of the domain
of instructional design system. The five steps of ADDIE Analysis, Design,
Development, Implementation, and Evaluationrepresent a flexible, dynamic
guideline for creating effective training and performance support tools. 21 st century
resume workshop is carefully developed using ADDIE Macro model to ensure the
quality of instruction.

Page | 18

1) Analysis
In the analysis stage, the goals and objectives of the training session are
determined after detailed analysis of audiences learning needs. Our target
audiences are the students of IOBM penultimate and graduating students. Through
training needs analysis it was identified that undergraduates are unable to create
an info-graphic and video resume but are aware of the need of having a competent
resume to stand out of the crowd. Also from TNA, we found that people need
training on both content and design of a 21 st century resume, therefore as a part of
analysis stage, we set our learning objective as to make sure attendees are able to
create a 21st century resume , through deliverance of information and simulation.
Analysis stage addresses the following questions:

Audience Profile: The age, gender, program.

How much knowledge does the audience currently has about 21 st
century resume?
What are the shortcomings in resumes making faced by the audience?
What are the desired outcomes in terms of knowledge, skills and
behavior/attitude?
What instructional design strategies could be used?
What are the learning objectives of the training workshop and factors
limiting them?
What will be the project costs?
What are the anticipated benefits of the project?

2) Design
Design is the second step of ADDIE model in which the trainer develops a
framework- program design outline based on the information gathered through TNA.
It basically involves development of training content to address the training need
Page | 19

identified, there is no set format for developing a plan, but it must comprise the
strategies to achieve set learning goals. At this stage, the trainer determines how to
instruct the audience to accomplish desired outcomes.

Objectives of 21st century resume workshop:

To distinguish a 21st century resume from traditional resume and its
advantages.
To comprehend the content of an info-graphic as well as a video resume.
To develop the skills of trainees for creating 21 st century resumes.
To ensure proper learning of trainees through pre and post training evaluation
in order to determine whether the learning objectives are achieved or not

3) Content
Training content should be specific and aligned with the objectives set, effective
transfer of training depends upon the quality and depth of the content being
instructed. Training content of 21st century resume workshop is described below:

An Ice-breaker activity at the beginning of the workshop: Examples of

obsolete resumes and introduction to whats new.
Detailed information on the content of an info-graphic Resume.
Experiential learning: group simulations for creating an info-graphic resume.
Introduction to the next big: Video resume Content and its essentials.
Role play: Intergroup division of trainees for the role applicants and
recruiters, applicants will present their video pitch while recruiter will analyze
the video pitch and identify the pitfalls.
Motivational endnote: to transfer the learning for practical implication.
All kinds of visual aid including videos, pictures, music e.tc.

Eminence training solution has designed its training content to address the resume
making needs of the participants. Training session will be started by conducting pretraining evaluation, there is going to be an ice-breaking activity to introduction of
the trainers and introduction of the topic and what is its significance. Then there
would be demonstration of info-graphic resume followed by practical under
supervision of trainers and facilitators. Next we would explain the essentials of a
video resume and practically help trainees in designing their own video pitch. In the
end a post training evaluation would be conducted to analyze the transfer of
training and achievement of set targets.
Content of Resume:
Resume includes name, contact information, education, objective, achievements,
work experience, skills and some additional information such as any participation in
other activities. As resume is a first point of contact between you and the employer
so you should be careful in making resume that impresses the employer. So
following are the tips for effective resume.
1.

Keep Your Format Basic, Consistent, and Easy to Read

Page | 20

2.
3.
4.
5.
6.
7.
8.

Use Action Verbs

Tailor Your Resume
Quantifiable Results
Use Relevant References
Do Not Assume Prospective Employers Recognize Acronyms
One- Page Resume
Triple Check Your Resume for Errors

An info-graphic resume uses images, charts and text to present all the important
information and data regarding an individuals experiences, skills and education. If
the infographic resume is created carefully it can help an applicant stand out of the
crowd by the display of his/her forward thinking mindset, creativity and
communication skills. While creating an infographic resume, an applicant should
take care of the following elements:

Cleanliness: The resume shouldnt be confusing in terms of the content and

display. A confusing info-graphic resume will not be able to deliver the
intended message properly. However a well-designed info-graphic with its
clarity of information will help the recruiter understand the content
successfully.
Content: By referring to the traditional resume, the applicant must decide all
the important things regarding his/her contact information, experience, skills
and education that the hiring manager will be most interested to know and
then include those in the infographic resume. Use of statistics and timelines
to show work experience and skills makes the content look more organized
and appealing thus making things easier to understand.
Wow Factor: The applicant now has to think of impressive reasons that
make him/her appear valuable for the job. Keeping the audience in mind, the
applicant has to think of ways to prove that he/she is the one for the job.
Examples of Wow Factors are quotes from references, a list of awards and
recognitions accomplishments, statistics of results and etc.

Video resumes:
Video resumes are yet the most innovative way to approach a potential recruiter. It
is an interactive way of showing ones competencies with a flare of his/her
personality. It gives recruiter a chance to analyze the applicants personality before
calling in for an interview; an effective video resume can give you a great edge over
other applicants and increase your chance of getting shortlisted dramatically.
Eminence training solutions aims to provide its trainees all necessary information
for the making of video resume through demonstrations by the trainers and rolePage | 21

play activities to induce experiential learning. Video resume come in different

formats and there is no set rule for creating a video resumes, the main purpose of a
video resume is to highlight individuality. However there are certain things that
comprise a good video resume, stated below:

A long video resume requires a lot of effort to keep the recruiter engaged,
average length of time should be for a maximum of 2 minutes.
A clean professional background could be in front of decent colored a wall,
or an office desk. Avoid messy rooms or untidy tables as it creates
unprofessional picture.
Formal dressing as one would go for an actual interview.
Sound is a very significant factor in video resume, noisy background is very
distracting if you want to be heard or understood.
Maintenance of a positive attitude and Body language, cheerful disposition
and eye contact with the camera.
Avoid using slang language or unnecessary complex terms. Wordings need
to be optimistic, concise and clear to show employer that you have a steady
grip on verbal communication.
The best things about video resumes are creativity which enables you to
differentiate yourself from others. Be as creative as you want, include
subtitles, charts, pictures or graph but be relevant and stay focused.

Video Pitch: Video starts by the applicant introducing himself/herself and

mentioning the objective of application. Next applicant mentions his relevant
education and work experiences, this is the selling point, application should tell
what he can offer to the company backed by accomplishments, showing them how
you assist the company in problem solving. Lastly there should be a strong closing
by a brief recap of what qualifies you as a valuable addition and then hooking the
employer with your call to action, this prompts the employer to act if they are
interested, followed by thanking the employer for their time in the end.
Assessment Instructions
Eminence training solutions team will be carrying out 21 st century resume making
workshop and its success would be based upon effective delivery by trainerstransfer of training, performance evaluation of trainees during the simulations, pre
training and post training evaluation questionnaires and achievement of targeted
objectives.
4) Development
In this stage of ADDIEs model, all relevant materials and media for instruction are
brought together into a well-structured workshop that is ready to be delivered. For
our resume workshop, we developed a resume guide for our trainees who had all
the important tips and examples to help them create a great resume in future. This
guide was to be distributed to every trainee at the beginning of the training session.
Page | 22

Moreover laptops, speakers and a projector was arranged in a classroom setting to

run slides, videos and to help trainees successfully carry out the activities during
the session.
5) Implementation
This is the stage where the actual training takes place. Our training started off with
an ice breaking activity after which the trainees were clearly informed of the
training objectives and outcomes. This was then followed by a PowerPoint
presentation which clearly defined the content of a resume. Trainees were then
introduced to the Info graphic and video resume one by one and were occupied in a
related activity simultaneously. Videos and slides were used all along the workshop
to keep the audience engaged.
6) Evaluation
The purpose of this stage is to ensure whether all the training objectives were
achieved or not. Our training session was evaluated through a pre and post
evaluation questionnaire that was distributed at the start and at the end of the
workshop to test development or improvement in the concepts regarding resume.

Instructional Micro Design

1. Gain Attention

The trainer will start off with a joke and

show slides of some of the funny
resume, videos.

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2. Inform Learners Of Objectives

3. Stimulate Recall Of Prior Learning

4. Present The Content

5. Provide Learning Guidance

6. Elicit Performance

7. Provide Feedback

8. Assess Performance

9. Enhance Retention And Transfer

Of Job

In this trainer will inform trainees about

the reason of conducting this training
session and what will they learn. Trainer
will take help from slides and videos
Trainer will ask questions from the
audience such as Do anyone of you have
an idea of 21st century resume? Or Do
anyone of you have made an info
graphic cv yet? etc.
Content will be presented through
lectures, presentation, slides and reading
material that is to be given to the
audience.
The trainer will give some examples, tips
on how to make video or info graphic
resume and introduce some of the
software through which you can easily
create a current resume.
This will include activities such as
making a live video resume and making
of info graphic resume.
The trainer will entertain the queries of
audience, answer their questions and
will go table to table to check the work
that will be assigned.
By observing the work of each group and
identify the groups on the bases of task
completed on time and the quality of the
task.
Ensuring that the trainees will make info
graphic resume and also distribute post
evaluation questionnaire.

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TRANSFER OF TRAINING:
This concept refers to the impact which the skills and knowledge that have been
obtained in one area have on different technical and soft skills area. The learning is
transferred when prior learning has effect on the later activity of the learner.
However, some of the strategies to make the transference effective are as follows:

Prior training activities:

Manager:
An approval was obtained from the class room allocator so that the
training could take place in the university premises. Moreover, it was
insured by the management that the allocated classroom has proper
multimedia and sound system that is functional.

Trainer:
A TNA was conducted to identify the training needs before conducting the
training session. After the target audience was analyzed we moved onto
the design stage. It was made sure that the training objectives were
properly communicated to the trainees and what should be the expected
from the training session. A proper instructional design was created for
our training.

Trainee:
Some of the trainees wanted to work out for our training in their busy
schedules but werent able to do so. It was made sure that objectives are
clearly communicated to the trainees and that they discuss the feedback
of the training with their trainers after the session.

Activities During the training:

Trainer:
A pre training evaluation form will be distributed before the training to have
an insight that what the trainee is expecting from the session. During the
session we will make sure that the trainees are properly communicated the
importance of the 21st century resume and they are very effectively able to
make an info graphic resume for themselves along with applying all the
technical concepts that have been delivered by the trainer. Over here it is
very important for the trainer to have gained the attention of trainees
through an ice-breaking session and a question should be posed to recall
prior learning of the audience. Interaction with the trainees is also very
important so that the workshop remains interactive and interesting.

Trainee:
The trainee should have a room to ask questions from the trainer. They will
be encouraged to share their personal experiences and problems that they
Page | 25

have been previously facing in making a resume. When the session ends they
will be given a post training evaluation form and they will be asked to tell the
trainer that what they have learnt and was the training in compliance with
the training objectives or not.

Activities after training:

After analyzing the post training evaluation form trainer will be able to
evaluate the success of the training that they have conducted and what
should be done to improve the training. Apart from this a pledge will be taken
from the trainees that they will at least try to make a 21st century resume for
themselves. There will be few refreshments for the trainees and a certificate
will be given out as well.

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Eminence Training Solutions

One day Workshop
Paper Trail: the 21st Century Resume
8 December 2016
Institute of Business Management

Time

2:00 - 2:15

Duties

Lead by

Opening:
(15 mins)
Distribution of the Trainees Packs
Pre training evaluation
Gaining Attention
Introduction to the training objective and content
of Resume

2:15 2:55

Info-graphic Resume:
(40 mins)
Content and other activities
Group simulations for making Info-graphic
resumes

2:55 - 3:35

Video Resume:
Content
Video Pitch
Role plays

(40 mins)

Facilitators: Heraa Tariq

Sadia Shahid
Rida Khokhar

Trainer: Heraa Tariq

Facilitators: Mehak Zehra
Sadia Shahid
Rida Khokhar
Trainers:
Sadia Shahid & Rida Khokhar
Facilitators:
Heraa Tariq & Mehak Zehra

3:35 3:45
Closing:
Feedback and reinforcement
Post training evaluation
Distribution of lunch boxes

Trainer: Mehak Zehra

(10 mins)

Rida Khokhat
Sadia Shahid
Mehak Zehra
Heraa Tariq
Page | 27

Escorting Participants outside

END of TRAINING

APPENDICES:
TRAINING NEEDS ASSESSMENT
Can your resume pass a recruiters 30-second scan and make it to the YES pile? If youre
not sure, then this is what you want. Eminence Training Solutions will be conducting a
workshop to help you design an effective resume for which we require your useful insight,
Please answer the following questions to make this workshop even more valuable.

PROFILE: (the obtained data remains confidential and will be used for academic purposes only)

1. Name: ______________________________________________________

2. Gender
Male

Female

3. Age:

16 20
21 25
26 30
31 and Above

4. Program:
BBA
BS
MBA
Page | 28

PART I:
1. Do you have a Resume?
Yes

No

2. Do you frequently update your resume?

Yes
3.

No

Do you think your resume is effective to get you a job?

Yes

No

4. In your opinion, is it significant to have a differentiated up-to-date resume?

Yes

No

5. Do you think your current resume needs improvement?

Yes

No

6. Do you know the difference between a CV and a Resume?

Yes

No

7. Do you have any idea about 21st century resume?

Yes

No

8. Have you heard of any of the following?

Professionally designed Paper Resume
Info graphic Resume
Video Interactive Resume
9. Which area of resume making do you face difficulty in?
Input
Design
Both

Page | 29

PART II: The Workshop

1. Would you like to attend a one day training workshop to redesign your Resume?
Yes

No

2. Select the most desirable day for you to attend training program:

Monday
Tuesday
Wednesday
Thursday
Friday
Saturday

3. Please select the most convenient time for you to attend training program:

09:00 AM 11:00 AM
11:00 AM 01:00 PM
01:00 PM 03:00 PM
03:00 PM 05:00 PM

4. Select your preferred method of training:

Class room
Seminar
Online
Lab

Thank you

Pre- Training Evaluation form:

Name: _________________________
____________________________

Program:

Please complete the questionnaire below by ticking yes or no, in

response to the following statements:
Page | 30

YES

NO

Are you aware of the difference between a CV and a Resume?

Do you think your current resume is effective to get you a job?

Do you think your current resume needs improvement?

Do you have any idea about 21st century resume?

Do you have any idea about info-graphic resume?

Do you have any idea about video resume?

Do you think a 21st century resume will make you stand out in screening
process?

Do you plan to change your regular resume into a 21 st century resume?

Thank you

Post- Training Evaluation form:

Name: _________________________

Program: ____________________________

Please complete the questionnaire below in response to the following

statements:
YES

NO

Page | 31

I am aware of the difference between a CV and a Resume

Traditional resumes are effective enough to get a good job?
Do you think a 21st century resume will make you stand out in screening
process?
Do you plan to change your regular resume into a 21st century resume?

List two types of 21st century resume discussed

1.
2.
I know how to design info-graphic resume, what is specific about info-graphics:
1.
2.
Name the website used to make info-graphic resume

What does a video pitch contains:

1.
2.
3.
I know the Dos and Donts of video resume, list any 3:
1.
2
Thank you

MARKETING MATERIAL

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