The Training Program (Fabrics, Inc.)

Abstract

The paper entails an assessment of the various training needs assessment as well as analysis techniques for different companies. The paper looks at the diverse needs analysis methods that organizations should implement in their businesses in order to raise their levels of productivity. The various instruments that should be used for the evaluation are additionally evaluated. Additionally the diverse training needs that are identified need to be implemented via the development of different intervention techniques.

 Introduction

Fabrics Inc. Used to be a small company but has recently experienced tremendous growth in the labor force increasing from 40 to 200 in two years. The growth initially was received with happiness with the owner currently desiring to expand the business. The fast growth brought with it some challenges, the point at which the owner decided to hire a consultant to help with the resolution of the issues (Blanchard, & Thacker, 2010). The principal problem was in the fact that the owner realized that the employee turnover was increasing even though he was paying them well. He believed the issue was due to the employee mistreatment by the supervisors whom he had promoted from with the company and did not undergo any supervisor training. The conflicts in the company are increasing with the customers are complaining that the supervisors are rude towards them. According to the owner, the solution lies in training the supervisors and that is the reason he hired a consultant to advice on the best training needs the supervisors should be subjected. The consultant advises the owner that the best way which is going to solve the supervisors’ problem should be in conducting training needs assessment. From the assessment results, they will know the exact issues that are plaguing the supervisors and thus are in a position to offer the best recommendations on the training. In addition, conducting the need assessment will aid the owner to save the amount of money to be used for the training as it will be relevant to the employee needs (Stockley, 2013).

Need analysis

On assessing the owner who doubles as a manager, as well as the line supervisors, a number of issues were evident. The organization's direction is compromised in the sense that it lacks some innate as well as an important aspect that would be promoting the success as well as growth. The fact that the organization does not have a mission makes it difficult for anyone who is interested in gauging the progress of the company. On the other hand, the employees work as they are not aware what their jobs are contributing towards in terms of the target goal. The objectives, as well as goals, should b the parameters the manager uses to appraise the employees contributing as well as the quality of the products they are engaging in the production. The other demerits are resultant from the failure to have the goals as well as the objectives of ensuring that the cost, as well as the return on investment, is adequately monitored (Saleem, 2007). The lack of an already prescribed management style makes it impossible tom evaluate the supervisors in terms of their jobs since there are no parameters on which to evaluate them using. There is not formalized the mode through which the supervisors receive order for the implementation of the daily operations of the organization.

 As a result, there is poor communication between the supervisors, employees under them as well as the manager since the communication flow keeps breaking down due to ineffective channels. Additionally there is no clear mode through which the management has established for the motivating of the employees in an effort to enhance their dedication, as well as productivity. The fact that all the employees receive a similar pay implies that there are cases of discontent as some may feel they perform harder as well as more tasks and should thus be better remunerated. The situation is made worse by the lack of an employees’ appraisal system which would be instrumental in designing the duties, as well as remuneration and promotions (Noe, 2008). The organization further fails to have a help system which can be used in handling the employee issue so as to promote their effectiveness in the workplace in addition to dealing with the customers appropriately. The organization does not have a department that has employees trained in conflict resolution and, as a result, there are regular conflicts between the employee and their supervisors as the conflicts remain unresolved. The impacts of this are that there is continued build-up of tension between the supervisors and the employees under them which could be an explanation for the turnover rates.

The operational analysis should adequately address the various concerns crippling the company in terms of the evaluating and recording the employees’ skills to guarantee tasks completion. The manager should be in a position to prioritize the jobs and ensure that the right employee receives guaranteeing excellent performance. The employees should be equipped with knowledge in relation to the feedback that is necessary with regard to reporting the job progress. When it comes to interacting with the customers, excellent customer service should be the case thus the employees should be adequately trained and appraised on customer care skills. Implementation of effective communication skills would result in the reduction of the conflicts between the supervisors and their subordinates. The skills in regard towards the treatment of employees should in a sense that respectful treatment is encouraged and reinforced (Jackson, & Schuler, 2012).

The additional questions that should have been included in the interview include:

·         How do the supervisors enhance collaboration between them and the employees in an effort to attain the organizational target results

·         Whether the supervisors, as well as the manager, meet their respective subordinates in order to assess the job performance

·         Whether the ideas that are exchanged in the various forums between the manager, supervisors, as well as the subordinate staff

·         The means the top management, as well as the supervisors, make use of in an effort to motivate the subordinates towards the attainment of better organizational results

·         The channels that are in place towards pursuing the most customer efficient responses in order to add the business values

·         The modalities that area in place for the anticipation of the market opportunities as well as supports for the market excellence

·         The attitude that the business has in regard to the focusing on the customer needs

·         The skills they have in the process of interpreting the reports, financial data as well as the analysis of cash flow

The other training requirements for fabric inc. Employees are the employee performance assessments. Initiating performance appraisals at the fabric will make accessible for the evaluation as well as the management of the staff progress in terms of their career progression. Additionally the appraisal will offer a good premise on which to evaluate the employee performance and consequently suggest the possible training needs that may be required. The organizational, as well as individual employee performance, will significantly improve on the occasion that the assessment mechanisms are available. Additionally the manager will have and ay time planning the various organizational functions since the knowledge relating to the employee performance will be available. Ensuring that the performance appraisals are regularly conducted in the organization will enable the manager to monitor the conformity with the organizational standards (Saleem, 2007).

 The evaluation of the objectives, as well as expectations of the organization, will be possible making the delegation of the various tasks and responsibilities simplified thus efficiency in the organization. The implementation of the performance assessment in the organization will make it easy for the managements to outline the individual deficiencies as well as strengths of the various employees. The deficiencies will make the job of the management in designing the training as well as duty allocation easy. Ensuring that the management is well aware of the training needs of its employees makes it cheap to conduct the analysis as well as implementing the training that is needed. The other objective of implementing the performance appraisal is in the helping the management of the organization is able to structure their pay, as well as grading reviews. As a result, budgeting for the coming year’s resources is simplified and made easy. The ability to review an employee’s performance in relation to the already specified objective by the management makes the regulating of the salaries simpler (GSA Portal, 2012).

Development and Implementation

The various training modules could be developed in relation to the training objectives for fabrics inc. Include:

The customer care training module whereby all the employees in the organized will be trained in the effective customer care relations skills. With the employees being conversant which the various customer relations skills, they will handle the customers skillfully during their interactions. The most important resultant importance of this skill is that the customers will be impressed with the services rendered which are vital for the business (Saleem, 2007). 

The conflict resolution training module will encompass training the employees on the techniques for handling and resolving conflicts among themselves without ruining their relationships. The importance of the training entails ensuring that there is the maintenance of a working relationship among the employees which further enhances productivity. Efficiency in the organization is enhanced because there are adequate consultations as well as corrections among the employees.

Efficient communication module will target imparting the employees in the organizations with skills to communicate with each other in a manner that enhances passing of information. The primary target of the communication teaching will entail developing the communication channels that will be used in the passing of information among the employees. The factor will be stressed the greatest in the module entails aspects of communicating respectfully and, as a result, enhances the receptivity, as well as acceptance of the messages. The module of the useful feedback in the organization targets the reaction to the information that has been passed from one level of the organizational hierarchy to another as well as among employees (Jackson, & Schuler, 2012).

Leadership training model is implemented with the in intention of developing the leadership talents among the employees. With numerous leadership skills in the organization, there will be fewer conflicts as the employees will resolve the conflicts among themselves. Additionally the productivity in the organization is enhanced since the employees act as their individual supervisors reducing the time wasted making follow-ups. The training module on the individual appraisal helps the employees develop mechanisms and self-regulated structures to make use of in assessing their contribution to the overall objective. The employees will be in a position to condition them in a manner that ensures that their productivity rates are high since they monitor their progress (Jackson, & Schuler, 2012).

Evaluation of Training

The evaluation process entails the assessment of the trainer in the training process as well as documenting the content they covered in the various modules coupled with the duration spent. The evaluation of the results will encompass comparing the content they were to cover in every model, as well as the duration spent on each. In relation to the evaluation of the outcome, it is made of four different types of the evaluation. The outcome evaluation utilizes questionnaire in the assessment of the trainers (Blanchard, & Thacker, 2010).  The presentation in the two evaluations involves the cases whereby the trainees shall make a presentation that have no errors in relation to the cases being evaluated. The trainee should manage to attain a hundred percent accuracy in their presentations without having any help from any other source. The employee is required to offer immediate feedback in relation to the individuals who are undertaking the role playing. The employee is expected to provide feedback in relation to the effectiveness that the employee demonstrates in their presentation. In addition, the employee is expected to present errors that are made during the presentation. The evaluation of the trainee by the evaluator follows that on the occasion that the trainee should fail the occasion their response is focused on the issue other than what the initiator says. The methods of the evaluation frequently use scoring measures that follow on whether a response is appropriate or not. The central role played by the evaluations is mainly forth learning although they have a leeway for behavior considerations (Stockley, 2013).

The outcomes of the evaluations should be used to the surprise of gauging the employee contributions as well as behaviors and designing the means to manage them for the best company results. The evaluation results should be integrated into the organizations cultures with the purpose on enhancing productive and professionalism. With a reduction in the number of factors that result in discord among the employees, productivity is enhanced (Blanchard, & Thacker, 2010).

Conclusion

Fabrics inc. has the diversified needs that have resulted in an increase in the number of conflicts between the employees and the supervisors. Additionally the manager has received complaints from the customers and thus hired an expert to undertake needs analysis. Diverse procedures and techniques are applied in the analysis with the manager having the resolution of the conflicts among the various parties being his primary objective. The analysis identifies significant deficiencies in the organization responsible for the reduced productivity as well as high employee turnover. The various methods that he been used in the analysis have helped in the generation of the needs that the employees should be trained on first. Among them is conflict resolution as well as effective communication.

References

Blanchard, P.N. & Thacker, J. W. (2010). Effective Training: Systems, Strategies, and Practices (4th ed). Upper Saddle River, N.J: Prentice Hall.

Noe, R. A. (2008). Employee training & development. (4th ed.). New York, NY: Irwin Professional Pub.

GSA Portal. (2012). U. s. general services administration. 

Sherry Roberts is the author of this paper. A senior editor at MeldaResearch.Com in best nursing essay writers. If you need a similar paper you can place your order from custom nursing papers.