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Developing Appropriate Training - Case Study Example

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This case study "Developing Appropriate Training" focuses on the importance of training in the modern organizational setup that can be realized from the fact that all the organizations, whether small or large, allocate a considerable percentage of their annual budget for the purpose of training and development…
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Developing Appropriate Training
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Download file to see previous pages As the scenario indicates, the staff working in the organization keeps on ignoring the instructions given by Jim Delaney, the president of Apex Doors. They always try to do the task their own way and ignore their president's instructions that aim to make the business processes more effective and efficient. As a result of this, the organization has to face a number of problems. The first one as highlighted by this scenario is the nonsynchronous working. This also results in the development of the product different from the one desired. Moreover, failing to follow the guidelines of the design department, an additional cost on each unit produced is also an additional burden to the organization, reducing their profit margin.
The scenario further reveals that there are a number of loopholes in the training process of the organization. For example, the job descriptions are, in most cases, missing, the training manuals simply do not exist, there are no formal procedures of training the new inductees, etc.
ANALYSIS OF THE PROBLEM
After a thorough analysis of the situation, the main problem that is identified is the lack of proper training. The proper training processes in the organizations should be organized in order to bridge the gap between what the President wants his staff to do and what the staff currently does. What actually Jim wants, in this case, is to impart the organizational culture and the best practices of the organization to the staff of the organization, especially the new inductees, so that consistency can be ensured across all the departments, across different periods of time and regardless of the fact that who is working and who is leaving. The training will, therefore, help in achieving these objectives. Although, there does exist a so-called 'training' system in the organization, yet it is not very effective on account of its number of weaknesses. First of all:
There are no training manuals
The process of handing over is not so well
No fixed procedure for the training of the new Inductees
No Job Description available
OVERVIEW OF INTERVENTION
The recommended solution to this problem is as follows:
Introduce a formal and organized training program for new inductees, which every new inductee should undergo.
Develop a training manual for each of the designations
Provide separate skill-based training to all the employees, according to their jobs ...Download file to see next pagesRead More
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