Managing Performance through Training and Development - Assignment Example

Running head: Discussion Thought 2nd April Question In order to have the Great training organization, managers must be aware of the firm’s capabilities and then align them with the needs of the workers. This entails defining the eight issues as noted in this part. The first element is strategic alignment. This entails making sure that the training that is developed supports the objectives of the company. The second issue is the content development. Once the managers align the training strategy with their business, the content is then developed. This includes live training, performance support, elearning and social learning. The third aspect is delivery. Managers should evaluate themselves and determine whether they are competent to engage trainers in their organizations. Additionally, organization should adopt learning management systems that are easily used by the people. The fourth issue is diagnostics. This refers to the process of determining the needs of the business. Once the priorities of the firm are identified, managers can then figure out the areas that need to be developed in order to make a significant impact on the business (Alan and Robert, 2010). The fifth stage is reporting and analyzing. Managers need to have the ability to report on the progress of the goals that were identified during the strategic alignment phase and not just providing numbers. The sixth phase is technology integration. This involves integrating the firms learning platform with other systems such as HCM, CRM and ERP. The seventh stage is administrative services. For a great training organization, training department must be established that is responsible for offering responsive and proactive administration. The eighth phase is portfolio management. This involved determining how well resources are allocated. Similarly, managers must identify cases that require internal training and outside trainers. Question 2 In his speech at Maharishi University during the 2014 MUM graduation, Jim Carrey who enjoys quite a number of applauses from the graduates, indicates that he has no limits. This is one of the ways that depicts the extent to which we can be internally motivated. Jim seems to portray himself as a strong person who cannot be contained since he is the container. In our efforts as managers, students or employees we should design our destiny by internally motivating our self and having a strong internal perception that we can achieve our goals. Additionally, Jim Carrey indicates in his speech that there is need to seek the help of external sources. For example, he thanks the teachers and trainers for providing students with meditation. Similarly, Jim argues that in order for us to succeed and achieve our goals in life, we need the assistance of people who are more knowledgeable than us. This is an indication that Jim also supports training as a way of enhancing our skills in learning institution and in organizations. As more challenges emerge, it is our ego that makes us come out successfully. Jim indicates that it is our ego that makes us not to stop until we achieve something. Question 3 Motivation refers to the extent to which persistent effort that is directed towards a goal. Within a firm, motivation refers to the extent to which workers direct their efforts toward the objectives of the company. People are driven or motivated by various aspects that can be intrinsic or extrinsic in nature. Intrinsic aspects, which are mostly due to relationship between the worker and the task, include feeling of achievement, challenge, competence and accomplishment among others. On the other hand, extrinsic aspects which arise from external environment include high salaries, fringe benefits, and company policies among others. Children learn differently than adults. For example, adults have wide range of knowledge and work related experience. On their part, children who are mostly students keen when it comes to openness to change while adults have ingrained habits and attitudes. Children learn to absorb subject centered issues while adults are good at problem centered experiences. During their learning process, children are faced with various barriers to change including limited opportunities, lack of enough time inappropriate teaching methods while adult’s main obstacle is negative self-concept. Question 4 During the on the job training, trainees receive the instructions at their working stations from an experienced co-worker or supervisor. According to this method, which was noted to be used by most of the Canadian organization according to Conference Board of Canada, it comes with six types. These include first, job instruction training, that consists of preparation, instructions, performance, and follow up. Additionally, this form of training is done by the use of job aid which refers to the device at the job site whose duty is to help the employee perform his or her duties (Alan and Robert, 2010). Good examples of job aid are prompts like have you turned off the computer, flash cards, checklists and a long stick to measure how much gas is in a tank. Of the job training refers to the use of instructional methods to stimulate learning process. Additionally, this form of training is done through the use of games, simulations, role plays. L’Oreal Canada’s is a good example of a firm that uses various instructional training methods. Training can also be done through lecture method. This is involves extensive use of training whereby trainers are provided with unidirectional flow of information from the trainer to the trainees. Other methods used by of the job training include discussion method, case study method, case incident method, and behavior modeling among others. Given the importance of the two training methods in schools and in the organization while working, the two are of great importance and the combination of both is essential. Question 5 Given the importance of training in an organization, it is imperative to undertake regular evaluation of the training programs. The most important form of evaluation is to identify its impact on the individuals being evaluated. In my opinion, it is equally important to evaluate a training program that is for one day in duration. For example once new teams of customer care or sales executives are hired, it is essential to train them the first day in order to make them be aware of the various aspects of the organization. Feedback is important for individuals to know the way they are progressing in addition to creating a strong confidence among the learners. Once the new employees are hired, the trainers can use the on job training for example on how to close a sale or to communicate with the customers through the telephone. This can be done by the use of COMA model of evaluation that assesses the mastering the skills (C), the way the organization will help them to master the skill(O), how to apply the skills (M), and developing the attitudes that makes them to apply the new skills while working (A). Once the training is done in the morning hours for example in the board room, the instructor can then allow the workers to discuss on the covered topics for instance during the lunch break. In afternoon, the trainer can then give the new employees a written test that requires the trainee to answer question like, indicate by the use of a diagram the processes of selling a brand? How do you make a sale through the use of a phone? Once the trainer marks the tests he will not only notice the impact of the training on the new workers but the trainee will also have strong confidence and be able to deal with various issues that they face during their duties. Question 6 When developing cost and benefit analysis, a person should include various elements. It is vital to note that the effectiveness of training largely depends on its benefits and costs. First one should identify the expenditures incurred during training. This will help an individual to design a training program that covers major issues. Another notable strategy that managers must adopt is to categorize the costs according to their nature. This entails coming up with direct costs, indirect costs, development costs, trainee compensation costs and overhead costs. Direct cost refers to the cost that is directly linked to a certain training program. Indirect cost on the other hand means the costs that are not part of a particular training program. Development cost consists of the cost that is incurred during the development of a particular training program. Overhead cost on the other hand refers to the costs incurred by training department but not related with any particular training program. Training compensation refers to the cost of the benefits and salaries paid to the trainee during a training session. Another approach that individuals should utilize is undertaking the cost-effectiveness evaluation. This entails comparing the monetary cost of the training to the monetary value of training. Additionally, the cost benefit evaluation that refers to comparing the cost of training in monetary terms to the benefits of training in non monetary terms should be conducted. The major way to identify the return and benefits of a training program is undertaking doing return on investment (ROI). This can be done by the use of Cisco Systems among other ways. Question 7 In one of the case, I participated in a training program in our organization that touched on selling of advertising space. The extensive skills that were held by the advertising manager made the firm to utilize on the job training. After the training, everyone including the newly hired employees and the advertising manager who was the trainer was very happy. As the result, the performance of the sales executives lead to increased sales and revenue for the company. This trend continued for some years. However, despite the skills that the sales executives acquired, they decided to reduce their efforts as they demanded an increase on the rate of commission. This resulted to a conflict between the managing director that was solved in one day which was a great loss for the company. Even though the rate was increased, the relationship between employees and the management started to deteriorate an aspect that made our firm to be significantly overshadowed by or rivals leading to loss of jobs for a number of our employees. As a way of addressing the shortage of the workers and to regain the competitive that our firm has lost to the competitors, the company through the department of human resources initiated the process of hiring new employees. This was later followed by fresh training of the hired workers an aspect that led to increased costs for the company and decreased profits. References Alan, S and Robert, H. 2010. Managing Performance through Training and Development. Canada: Nelson Education Ltd. Read More