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Improving Performance through Learning,coaching and development - Essay Example

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Improving Performance through Learning, Coaching & Development Content Content 2 Introduction 3 Identification of training and development needs 4 Training needs and analysis 6 Introduction In the last two decades there have been a significant growth of the global economy which has led to the creation and innovation of new technologies, besides uncovering to us a mass of new products…
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Download file to see previous pages As a response to the need for better, bigger, quicker and cost effective communication, call centres are continually introducing improved infrastructures and more advanced technologies. This has resulted to an environment where the call length is measured in seconds, and overt and covert monitoring systems that make certain compliance of employees to precise operating procedures (Holdsworth & Cartwright, 2003, p. 131). Such a setting is what Endeavour communication firm in the UK is trying to adopt. The paper will discuss the firm’s transformation from a phone based call centre to a multichannel service offering centre. This requires coming up with a comprehensive training and development framework. The paper will highlight the basic skills and competencies that will form the basis of the new programme, where the training managers and their team have an assignment of designing and delivering a 4-week training and intervention, which will make sure all the front line staff are fully competent with the new systems and procedures before the launch of the new multi-channel call centre. It will further outline a proposal for training intervention, a description of how the programme would be implemented to meet the specific requirements, and lastly, discuss how reinforcement of the initiative would be done and evaluation of the programme to make sure that the learning outcomes have been realised. Identification of training and development needs Endeavour is an outsourcing provider operating customer contact centres both in the UK and abroad. It has three contact centres, two in the UK and one situated in India. Approximately half of the UK’s front line staffs are situated in one modern call centre. The firm does its recruitment and selection from the local labour pool. Consequently, the firm strives to embark on a major challenge of altering the business model from that of a predominantly phone based call centre to a multichannel service offering. As a consequence, the core drivers of a training and development program for an outsourcing firm like Endeavour include: shifts in customer tastes and preferences, new and challenging business opportunities, technology advancements, and management planning (Garavan, Hogan, & O’Donnell, 2003, p.21-23). The firm required to train and develop its employees because clients have numerous channels for communication. Therefore, it was crucial for the contact centre to provide them with a wide range of options to match their requirements, with the major aim being to enhance customer satisfaction. The range of channels consisted of the following: phone, web chat, fax, email, social media, internet, call queuing, and call back. Consequently, the front-line staffs of Endeavour needed to be trained on key board entry skills, call handling and product knowledge to be fully competent in these areas. Since the firm was launching a new product, this signifies that it was targeting a new market. This new market consisted of customers who were fond of using the phone, email, social media, and internet among many others. This would result to issues coming up such as mismatch of skills. Therefore, this need for additional training and development was as result of taking up new business opportunities. The refurbishment of the on-site classrooms and training resources led to the installation of special technology system that ...Download file to see next pagesRead More
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