Application of Training Concepts on Wal-Mart - Case Study Example

Running Head: Training Concepts Application Application of Training Concepts on Wal-Mart Need of Training Needs Analysis Wal-Mart is a globally well-known company and is famous of providing a huge range of different products at a relatively cheaper rate. A company like Wal-Mart seems “perfect” on the face of it, but just like any other company it faces a lot of challenges. Some challenges are environmental and market challenges i.e. external challenges while others are internal challenges that include challenges relating to employees, decision making, planning, organizing and etc. Organizations like Wal-Mart are highly dependent on the strength of their supply chain. Supply chain of any organization can be strong only if the organization has the relevant people for different supply chain functions. The first thing to figure out is whether the organization requires training or not. Training without the need of training can cost Wal-Mart or for that matter any other organization a lot of extra money which otherwise could have been invested in any other company requirement. So briefly a need of training needs analysis or TNA will exist only when there is a need of training. When an organization feels that there is a need of training a TNA (Training Needs Analysis or Assessment) is created (Barbazette, 2006). Wal-Mart will need to conduct TNA when the management feels that the output produced by the Wal-Mart’s supply chain isn’t providing the efficient level of optimum value. This is where the need for training will be realized. To answer the question when the need for TNA arises at Wal-Mart, the answer is not limited to a single scenario or a statement. Wal-Mart will need TNA when it feels that its organizational goals or competitive advantage of keeping low prices is not being met. In such a case a training program will be needed to educate the employees about how to keep down the costs in order to provide products at low prices (Barbazette, 2006). Apart from this the need for TNA in Wal-Mart can arise due to any of the following reasons as discussed below. When the culture of Wal-Mart is not in line with what its mission statement or ultimate goal is. For an organization like Wal-Mart it is important to mitigate external risks and threats as it might pose a threat to the company’s competitive advantage. To mitigate such risks Wal-Mart’s HR practices must be in line with its strategy and goals. The moment there is a fluctuation between the HR practices and the strategies, need for TNA arises. When the expense or costs of Wal-Mart starts rising thus eventually raising the prices of the products. Here comes the importance of supply chain, the moment Wal-Mart’s supply chain is mishandled, it will lose out on its control on expenses and eventually the costs will increase. This would initiate an undesirable boost to the prices of the products. To avoid compromise on the competitive advantage Wal-Mart will need to carry out a TNA. When retention and recruitment of talented and required employees becomes a problem, it becomes necessary to have proper trainings in the firm. For Wal-Mart it is extremely important to hire people that possess the required talent of maintaining the Wal-Mart’s brand image of providing low priced products to a wide range of customers. If the employee turnover rate increases due to employee dissatisfaction or any other reason the need for TNA will arise. When the employees stop being customer focused thus compromising on the customer service. Customer service is another core requirement of Wal-Mart. If any incompetency is prevalent in the customer service department, Wal-Mart will need to carry out a TNA. These are most of the cases in which Wal-Mart will need a TNA, however there can be innumerable cases depending upon the changing market, economical, and environmental trends. Plan to Conduct TNA The plan to conduct TNA in Wal-Mart is a four phase plan. The five phases of the plan are discussed below in detail. (Acquiring permission from the management for conducting a TNA is not being considered as a phase). Please note that these four phases are considered keeping in mind the organization in focus. 1. Analysis When the management realizes the need for TNA, the HR department will work on analyzing the discrepancies and the gaps with the desired outcome of a specific operation such as the procurement and shipping of products by Wal-Mart. If the procurement and shipping of a certain product by Wal-Mart costs more than expected then that means that a discrepancy exists. The analysis should be done on three levels (Barbazette, 2006). The Organizational Level: This level pertains to analyzing the organization as a whole that is whether the current strategy is providing the required output or is reaching the final goal. The Team Level: The team level focuses on analyzing the team responsible for a certain operation or a process in focus. The productivity of the team should be analyzed in comparison with the required output of the team. The Individual Level: The individual level focuses on analyzing the individuals within the team i.e. whether the individual is adding to form synergies with the team or whether the individual is affecting the performance of the team negatively (Miller and Osinski, 2002). 2. Research To form an effective TNA, it is important to validate analysis with the help of primary research. Primary research will help to figure out how to develop the TNA form for determining the actual areas of training required within Wal-Mart. The suggested primary research methodologies to validate the analysis are questionnaires, surveys, polls, interviews, and focus Group (Kaufman, 2002). Considering the procurement and shipping of a product, all primary research methodologies will revolve around the employee perspective about the shipping and procurement strategy. Please note that only those methodologies should be used that are most relevant. For Wal-Mart, the most relevant methodologies are focus Groups, questionnaires and interviews. Focus groups to get insight of a certain department towards the strategy being used to procure and ship, interviews with the managers or the secondary staff to obtain their input on the same problem in focus and Questionnaires for all the team members or all the employees to get a generalized solution to the problem and to assess where the employees are lacking in terms of their performance (Kaufman, 2002). This research method will form basis of TNA and will highlight what is to be included in the TNA form in order to identify the right training for the problem highlighted. This is a very crucial phase and it needs to be carried out with care as when the right needs are identified for training then only the improvements in productivity can be observed accordingly. 3. Development of the TNA Guidelines “TNA guidelines” is a formality to start TNA. This will clear the purpose of TNA and the process through which TNA will be conducted. An important point to note here is that Analysis and Research are a part of TNA process and TNA development. 4. Development of TNA Form TNA form is a simple instrument through which training needs are assessed. It simply identifies where training is needed and thus eventually makes easier for managers to identify what type of training is suitable for a certain type of training need. A sample form can be seen in the Appendices section. Traditional Training Methods & Methods suitable for Wal-Mart The traditional training methods for any organization are: Presentation Methods The presentation methods focus on training the employees via lectures and audio or visual techniques. This basically involves educating the employees via giving them information about a certain problem by providing them with facts and letting them know about the solution. It also might provide them information about how to enhance upon a certain skill (Noe, 2002). Hands on Methods The Hands on Methods include all the traditional methods such as on the job training, case studies, simulations, business games, role plays and behavior modeling. These are interactive ways of training (Noe, 2002). Group Building Methods These are the training methods that enhance the performance of a group, team or a department. These methods include, adventure learning, team training and action learning (Noe, 2002). The methods that are applicable to Wal-Mart are some of the sub-methods from each traditional method. From Presentation method, audio and visual techniques are applicable, from Hands on methods, OJT, case studies, simulations and business games are applicable and from Group Building methods, team training and action learning are applicable. However using all of these training methods can be very costly thus only most suitable, beneficial and cost effective methods should be used. Computer Based Training for Wal-Mart and Recommendations Yes, Computer based training will be useful for Wal-Mart to enhance upon its customer service department and also to provide employees with the flexible option of training so that they do not take training as an obligation but as a self motivating step towards achieving the optimum learning regarding a certain skill. Computer based training can reduce training costs, motivate employees, and is flexible in time. Hence for Wal-Mart to cut down its costs, computer based training is an excellent options Since computer based training (CBT) is a contemporary method of training it is most likely to face resistance by the employees and the managers specially the senior ones. To avoid such obstacles, the following recommendations should be considered (Brown, 2002): Audio and visual techniques should be used to grasp the employee and manager interest in the CBT. Usage of CBT should be explained as an instruction manual so that the employees do not find it difficult to use. The benefits of CBT for the organization and for the employees should be highlighted. Conclusion Training needs and Analysis is important for all organizations as it helps them to build upon their talent and also allows them to gain competitive advantage in the industry through proper training needs and analysis evaluation. If organizations realize the need of training at the right time, they can have the opportunity of becoming highly profitable with their trained competent employees this way. As discussed above in the case, Wal-Mart has a number of options from which they can plan out their training programs for their valuable employees. Proper planning of the training programs can lead to fruitful results. The training program needs to undergo a training needs analysis so that the right employees can be trained for the right skills. Computer based training can be a useful tool for Wal-Mart and their employees can learn how to perform effectively and efficiently through computer based training programs. Appendix References Barbazette, Jean (2006). Training Needs Assessment: Methods, Tools, and Technique. San Francisco: Pfeiffer Publishers. Brown, J. (2002). Training Needs Assessment: A must for developing an effective training program. Public Personnel Management. Vol 31, No. 4, pp 569-579. Miller, J. A., & Osinski, D. M. (2002). Training Needs Assessment. SHRM, Training and Development Committee. Kaufman, R. (2000), “Mega Planning: Practical Tools for Organizational Success”, Thousand Oaks, California: Sage Publications. Noe, R. A. (2002). Employee Training & Development. Cornell University. Mc Graw Hill, Irwin. Read More