Training Program of Fabrics Inc - Case Study Example

Training Program of the of the Background of Fabrics Inc Fabrics, Inc is a small organization that has showed phenomenal growth in the period of the just two years. Its owner is its supervisors who supervised the team of 40 employees only. But today approximately 200 employees work at Fabrics, inc. There are also nine supervisor working at Fabrics Inc. The company is losing mold makers and some other key employees due to the behaviour of its supervisors. Similarly, the there is also growing dissatisfaction among the suppliers due to the behaviour of the supervisors. The supervisors have not received any proper training of supervising and they just have been promoted on the basis of their performance at work. Now, the owner of the company thinks that the supervisors should be provided appropriate training. Needs Analysis The purpose of the training needs analysis is to assess the training needs of the organization. The basic element of the needs analysis is the gap analysis (Armstrong & Taylor, 2014). In the gap analysis, the gap between the existing skills and knowledge that people in the organization possesses and the skills and knowledge that the people require to meet the objectives of the organization is determined (Armstrong & Taylor, 2014). Furthermore, in the needs analysis, it is identified that who needs the training and how many new skills need to taught to the trainees. Similarly, the educational background along with the competencies of the trainees is also taken into consideration (Armstrong & Taylor, 2014). The needs analysis of the Fabrics indicates that the supervisors lack many of the skills which a supervisor should possess. The supervisors are well versed with their work but they lack management skills. Similarly, the interviews with the supervisors reveal that they lack communication skills. They have also flawed understanding of their work. They think that their job is just to get the work the done by hook or crook. Furthermore, in the need analysis one thing also came forward that there is no mission of the company. Also, there are no guidelines for the supervisors. They follow no rules and regulations as there is not a set direction for the supervisors. The company has also no certain goals and objectives which the supervisors should try to achieve. Furthermore, when any employee is promoted to the position of a supervisor he is not provided any training. The supervisors lack negotiation skills which results in constant yelling between the supervisors and the workers. Similarly, it is also due to the weak negotiation skills of the supervisor that the conflict arises between them and the customers. Furthermore, instead of motivating the employees the supervisors behave with the employees in inappropriate manner which results in their termination. The need analysis also reveals that the listening skills of the supervisors were not up to the mark. Most of them are weak listeners and only consider conveying their point of view instead of listening to the point of view of others. It was also identified during the interviews with the supervisor and with the owner of the company that there was no standard way of measuring the performance of the employees. The supervisors had no knowledge of measuring the performance of the employees which often created tension among the employees because they saw no chances of growth and promotion. Moreover, in the training needs analysis it was also identified that the system of effective feedback was missing. Training Design This training will be divided into three distinct phases and in each phase two important skills will be taught to the supervisors. The total time of the training will be thirty days and three supervisors will be given training in each ten days. This means that initially the three supervisors will be provided complete training during the first ten days. After that the other three supervisors will be provided training and then last three supervisors. This is done so that the work of the company is not affected. First Phase of Training In the first phase of the training the communication and the listening skills will be taught to the supervisors. In order to improve their communicate skills, they will be first provided a presentation on the effective communication. After this presentation, the trainer will specifically tell them how they should speak in the different scenarios. Similarly, the trainer will also work on their interpersonal skills. The trainer will create a hypothetical situation and ask the group to communicate with each other (Robbins et al., 2013). Furthermore, they will also be trained to make effective use of their gestures and facial expressions including the eye contact. The supervisors will also be shown a documentary on the importance of effective communication skills. Moreover, they will also be taught about the use of ethical language during the communication and the disadvantages of using the slang language with the workers. After the complete training on the communication skills, the supervisors will be asked to fill the questionnaire in which the trainer will check their understanding related to the communication skills. Once the supervisors attain mastery over the communication skills, the next task of the trainer will be to improve their listening skills. The listening skills of the supervisors can be improved with the help of variety of tasks. The supervisor can show them a movie or a record and ask them what they listened (Rue et al., 2012). Similarly, a presentation would be delivered to the supervisors in which the trainer will tell them that how they can improve their listening skills and the importance of the listening skills. The listening skills are considered to be very important for the effective communication. If you do not understand what the other person intends to say you cannot resolve his query. Thus, there is a direct link between the communication skills and the listening skills and that is the reason that both of these skills are placed together in the first phase of the training. Second Phase of training In the second phase of the training the focus will on improving the conflict resolution and effective feedback. The training about conflict resolution is very important for the supervisors because they have failed miserably in resolving the conflicts with both the customers as well as with the workers. Therefore, the trainer will give much focus on the conflict resolution techniques. Initially, the supervisors will be informed about the different conflict resolution techniques with the help of the presentation. Afterwards, the trainer will create real life situations for the supervisors in which they will have to resolve certain conflicts. Furthermore, the supervisors will also be showed some short movies about how people engage in the conflicts and how small conflicts turn out to be a very big problem. Moreover, the supervisors will be given specific training to resolve the conflicts amicably with their customers as well as their customers. Moreover, the trainer will also give the supervisors from the different case studies, the hard copies of which will also be provided to them (Bititci et al., 2012). After the complete training on conflict resolution the supervisors will be given questionnaires in which their responses will be noted and their understanding level will be determined. The supervisors will also be taught about the feedback. Feedback is an essential component of the communication process and without feedback the communication cannot take place (Herzberg, 2011). The supervisors will be provided training about the feedback with the help of the presentation. The supervisors will also be assigned provided different visual and written material and they will be asked to provide their feedback. This will be done in order to increase their feedback skills. Moreover, they will be specifically provided training about taking the feedback from the workers and providing the feedback to the owner of the company. Third Phase of training In the third and last phase of the training the supervisors will be taught t the different theories of motivation with the help of which they can motivate the workers. Similarly, they will be given proper presentation about the importance of motivation and how motivation increases the productivity of the employees at the workplace (Herzberg et al., 2011). Furthermore, they will be told that how they can increase the motivation of the workers by offering them different incentives. Moreover, in this phase of training the supervisors will be taught different ways with the help of which they can measure the performance of the employees. Different performance measurement tools will be defined to them with the help of which they can improve measure the performance of the workers such as balanced scorecard (Bititci et al., 2012). Furthermore, for practical teaching of the supervisors they will be asked to measure the performance of the trainer on the balanced scorecard. After the completion of this training, all the supervisors will be asked to fill the questionnaire in which their understanding about the motivation skills and performance measurement will be checked. Development and Implementation Purpose of the training The purpose of this training program is to improve the skills of the supervisors so that the turnover of the key employees along with the complaints of the customers could be reduced. The necessary skills that will be taught to the supervisors under this training program include communication skills, conflict resolution techniques and effective listening. Moreover, the supervisors will also be taught the skills of motivating the employees and measuring their performance. Training goals and Objectives To improve the skills of the supervisors of Fabrics Inc by providing them appropriate training. By the end of this training the supervisors will be able to communicate effectively with the workers. Similarly, their negotiation skills will also enhance due to which their conflicts with the customers as well as with the workers will diminish. Furthermore, after the end of this training, the listening skills of the supervisors will also improve significantly. They will become active listeners and will take into account all the queries of the workers. Additionally after this training the employees will be able to motivate the workers and will also be able to measure the performance of their employees. Phase by Phase Implementation The training for the supervisors is designed in the different phases so it will be implemented accordingly. Similarly, the training will be divided into thirty days in which the different supervisors will receive the training. As all the supervisors cannot be available for the training, therefore, a batch of three supervisors will be provided training during the ten days. Thus the total period of the training will be ten days but since there are nine supervisors so the overall period of training will extend to the thirty days. The training will be conducted outside Fabrics and an expert trainer or more than one trainer will be selected in order to teach varying skills to the supervisors. Evaluation of training After the completion of training, the performance of each supervisor will be evaluated. All the skills of the supervisors in which they were provided training will be checked. Their communication as well as the listening skills will be analyzed. Similarly, it will also be monitored that how effectively they resolve the conflicts and whether there is any significant improvement in the behaviour of the supervisors or not. Furthermore, how they motivate the employees and measure their performance will also be analyzed. Moreover, the overall attitude of the supervisors will be analyzed after the complete training, particularly, their behaviour with the workers as well as with the customers will be carefully analyzed. The training will also considered to be useful if the turnover rate decreases and the complaints of the customers are reduced. Conclusion The training of the supervisors of the Fabrics Inc will prove to be useful for them. It will help the company in decreasing the turnover and reducing the complaints of the customers. Furthermore, due to the training the supervisors will be able to increase the productivity of the employees which will further increase the overall productivity and efficiency of the organization. Thus, the successful execution of the proposed training program will be highly favourable for Fabrics Inc. References Armstrong, M., & Taylor, S. (2014). Armstrongs handbook of human resource management practice. Kogan Page Publishers. Bititci, U., Garengo, P., Dörfler, V., & Nudurupati, S. (2012). Performance measurement: Challenges for tomorrow*. International Journal of Management Reviews, 14(3), 305-327. Herzberg, F., Mausner, B., & Snyderman, B. B. (2011). The motivation to work(Vol. 1). Transaction Publishers. Robbins, S., Judge, T. A., Millett, B., & Boyle, M. (2013). Organisational behaviour. Pearson Higher Education AU. Rue, L., Byars, L., & Ibrahim, N. (2012). Management: Skills & Application. McGraw-Hill Higher Education. Read More