Leadership Capacity Development Training - Essay Example

?Leadership Capa Development Training Proposal Table of Contents Leadership Capa Development Training Proposal Table of Contents 2 Executive Summary 3 Overview Statement 4 SABK Trainers 4 (SABK) Clients 5 Importance of Training Programs 5 Etisalat 6 Organization’s HRD needs assessment 6 General Education Approach 8 Learning Theory 8 Learning Style 8 Proposed Program Design 9 Detailed Workshop Plan 10 Evaluation Component 13 Learning Materials and Handouts 17 Sample Materials: 17 Reference 19 Bibliography 20 Executive Summary Leadership skill is the core of the management development program for an organization. To face new challenges in the modern business pattern and cope with the critical situation in an effective way the leaders are required to adapt the changes and act accordingly with the rapid changes in the system. Gaining experience from the past experience and implementation into the new world strategies is a very important aspect for any leader in the making. They need to influence others to follow their way of working and being innovative and standing out of the crowd should be the most desirable character of a leader. Thus Leadership Capability Development Training program for the 40 newly hired mid-level managers of Etisalat has been proposed in this report by SABK, the largest training and development consultancy and HRD service provider to different business sectors of the industry of Middle East. Leadership comprises of several qualities of which the core qualities being motivator, creative mind and team building capability are most significant which are taken into consideration for the training program by SABK. Proper communication skills and building a strong team are the vital activities of a leader which are needed to be developed amongst the managers. The training program will also focus on the leadership styles of the Middle East and the HRD issues faced by managers in their work. This training program will help the managers to cope with different critical issues and act professionally to those problems. The advanced evolution technique of SABK is committed to deliver excellent training program for the managers customized to the need of the organization and business processes and the company is confident that Etisalat will be highly satisfied with the training program from SABK for development of leadership skills for the newly hired 40 managers in their organization. Overview Statement SABK is considered as one of the greatest international institutes providing consulting and training services to clients all over the globe. The Company is located in more than 44 locations in different parts of the world and specializes in the provision of training in the fields like human resource, management consulting and other services. The company has gained immense reputation for providing training to the large private organizations located in the Middle East accounts for one of the leading telecom operators in the Middle East and Africa. It is also known for offering great leadership development programs especially designed to enhance the skills and expertise of leaders in organizations. The company uses the best infrastructure and equipments for conducting such programs which also accounts for one of the main reasons for tremendous success and reputation all across the world. The company has been seeking to provide leadership training programs to the companies in the Middle East. Presently the company targets to offer its services to the great telecom company called Etisalat which is headquartered at UAE. SABK Trainers A comprehensive development plan is incorporated for training the UAE national for the handling of critical works and responsibilities. Also they are provided with the right kind of training is areas of finance, HR, technical and commercial fields. The program is conducted by eminent international trainers coming from Dubai, and also functional experts. At the end of the program trainees are sent to Dubai for attainment of specialized training. At the completion of the training programs the candidates are placed in regional offices in the country to carry out practical responsibilities. The company tries to develop leadership skills of its staff through the provision of dedicated training programs having the highest international standards both for leadership as well as administrative roles. (SABK) Clients SABK is considered as one of the largest provider of training and development solutions in the Middle East region. For more than thirty years the company has been providing human capital development and consultancy services to the telecom sector, oil & gas companies, government agencies, financial institutions and other organizations in various business and industrial sectors. The company’s solutions start from the different training and development services in technology, business, leadership, and also includes consultancy services in the fields of recruitment, performance management, team building, career development and assessment centers). Importance of Training Programs Training is referred to as the primary vehicle for the reinforcement of existing and planned practices reflecting the goals of an organization’s leadership. With regards to policing, the effectiveness of training is decisive because of the fact that it has been effective in both implementing as well as thwarting progressive policies (Buzawa & Buzawa, 2003, p.155). Training, according to the simplest definition, is referred to as an activity which changes people’s behavior. Enhanced productivity is said to be the most crucial reasons for training. But this accounts for only one benefit. It is essential not only for increasing productivity but also for motivating and inspiring the workers by providing them with the knowledge about the importance of their jobs and giving them all the knowhow they require for performing those jobs. Some of the benefits that can be achieved through the training programs are increasing in job satisfaction and employee morale, increased motivation, increased efficiencies in the functional processes, increased and improved financial gains and finally increased capacity (McClelland, n.d., p.7). Etisalat Etisalat happens to be one of the largest telecom companies in the world which has its headquarters in the UAE. The enormous strength of the company gets revealed through the fact that it is located across 18 different countries across the Middle East, Africa and Asia serving a total of more than 100 million customers out of a total of 9 billion people (Etisalat, 2011). All strategies of the company are based on the fact that the nationals of UAE accounts for the main driving force behind running of the organization. Harnessing the talents of the workforce accounts for a strategic decision on the part of the employer, and this has a substantial impact on sustainable development of the company. The company makes significant investments in the company’s recruitment and training policies. The training of UAE nationals is considered to be a future investment which provides the sector with such qualified and experienced personnel which harnesses development and progress of the nation (Teletimes International, 2011). Organization’s HRD needs assessment At the organizational level the raining need analysis emphasizes on the strategic planning and the goals and needs of the business. It begins with internal assessment of the organization’s environment like its structures, procedures, strengths, weaknesses, policies and also the external assessment based on the company’s opportunities and threats. This requires conducting SWOT analysis for the organizations. The weaknesses are dealt with training interventions, whereas the company’s’ strengths are further strengthened using continued training programs. Threats can be reduced by identifying the areas where training is required. And, opportunities can be exploited by balancing it against costs. For attainment of success in the approach Human Resource departments in organizations need to be involved in the strategic planning process. In the planning process, they are required to develop strategies such as to ensure that the organization’s employees have successfully acquired the required knowledge, skills and attributes as per their requirement at each level. The training needs analysis at the individual level lays emphasis on each of the individuals in the company. This is the level in which the organization is required to check whether employees are performing at the desired level or whether their performance is not up to expectation. In case the difference between the actual and the expected performance appears to be positive in that case the need for training is found to be certain. The individual assessment can be conducted through performance and appraisal reviews, peer appraisal, competency assessments, subordinate assessments, and feedback from clients, feedback from customers and finally self appraisal or self assessments (Peterson, 1998, p.10). At the operational level the assessment is done based on the assignments which are provided to the clients. Information is gathered as to whether the information is rightly understood by employees, which is done using technical interviews, observations, technical tests, psychological tests and by the questionnaire method using both open and close ended questions (Barbazette, 2006, p.111). General Education Approach Learning Theory Since the training programs would be aimed at employees aged between 25 and 35 years of age, the training module would be based in the adult learning theory. This particular theory has been chosen for the development of the training module because it befits the following characteristics. Firstly the trainees aged between 25 and 35 years of age would be mature enough to be self directed during the program. Also they would have multiple experiences because of which they would be efficient in providing support in the learning program and this would be effective in fetching favorable outcomes. The trainees would be prepared for encountering problems and handling them efficiently in order to be able to achieve the objectives of the program. The trainees would be motivated and encouraged to learn both by intrinsic as well as extrinsic motivators. The trainees would also know the overview of the program and recognize the importance of the program for the organization. Learning Style SABK would deliver the program based on the different aspects of learning styles, namely assimilator, diverge, converge and accommodators. The reason is that Etisalat has been planning to provide training to a large group of employees which includes, managers at the middle and senior level, who already have different kinds of learning styles such as learning by experiencing, doing, theorizing or contemplating. Thus SABK would emphasize on the various aspects which have been challenging human resource development in the Middle East, like lectures, case study analyze, group discussions, behavior modeling, business games or role play scenarios. Proposed Program Design SABK is committed in delivering quality training program for the newly hired mid-level managers of Etisalat. From this training program the managers will gain successful experiences to excel in their future and will also help the company from them to deal critical situations in their business processes. The most important consideration of the training program from SABK is developing leadership skills amongst the managers of the organization. The key factors like motivation, creativity and team building capability are the focal point of the training program which is needed to be enhanced amongst the employees to be a leader in the business. The proposed program design and the course parameters of the workshop can be described as below: Course Parameters Description 1. Title Leadership Development Program 2. Target Listeners 40 newly hired mid level managers 3. Purpose of the training program To develop leadership skills amongst the managers and enhance their creativity, motivational aspects and the team building capabilities 4. Goals of the program The training program will help the managers to cope real life problems through proper communication skills and HRD development and deal with the team members in a more effective manner. 5. Total training duration 1 day 6. Training methods Class Lectures, Role-play, Real life problem solving, Videos and course material. 7. Number of participants 40 8. Location of training SABK Headquarter, UAE 9. Language of course material and training English 10. Prerequisites of the program None 11. Instructors for the program Dr. Johnson Dean, Dr. Alex Scott, Mr. Anderson Smith, Mr. Daniel Marc, Mr. Stephen Keith, Mr. Mohammed Zakari. Detailed Workshop Plan The detailed workshop program can be described as below in the following table: Title of the Course Leadership Development Program Duration of the training 1 day Learning Objectives of the program Outcome of the program Activities Handouts and Course material Durations Inspirational program for the trainees This will develop communication skills and verbal skills of the managers. Also it will help to develop the physical attributes of the candidate. Class Lectures, Role-playing, and Question Answer session. Handout and course material discussion on leadership skills, role play and real-life problem solving 9.00 am- 10.30 am Break (15 minutes) Training on business models and HRD issues at UAE The business models and the organizational structures are described and the environmental analysis is done for UAE to understand the style and business processes at the particular market. Class Lectures, Role-play and Question Answer session. Videos and Power-point presentation. Understanding the cultural differences in the organization from handouts and materials. 10.45am- 11.45 am Break (15 minutes) Development of Teamwork skill and team building capabilities and creative idea generation from individuals Techniques will develop team building capabilities amongst the employees and subordinates. Creative idea evaluation will find the suitability with the cases in the organization. Class Lectures, Team assignments on real life situation. Demonstration and presentation of ideas based on real-life problem solving with creative approaches towards the situation and generating ideas for solving them. Team Games and Handouts on team work. 12.00 am – 1.00 pm Evaluation of the Training sessions (45 minutes) Lunch Break (45 minutes) Feedback and Comments (30 minutes) Target Listeners 40 newly hired mid-level managers Prerequisites of the program No training required Basic understanding of the leadership styles at UAE and different organizational structures at different parts of the world Understanding of the concepts of role-play, teamwork and business games Basic computer knowledge Equipments and material needed Laptop with internet connection Course material supplied to the candidates Notebook Evaluation process Evaluation of the training program conducted for the managers through assignments and feedbacks Overview of the training program Course materials and overview documents will be distributed three weeks before the training date Evaluation Component Evaluation technique is the most vital part of any training program conducted in an organization. The effectiveness of any training and the investment for it can be understood by the evaluation process. Thus designing a proper training evaluation system can measure the extent to which the managers are influenced and develop their skills on the different aspects discussed in the program. SABK keeping the importance of evaluation process in mind have designed a step-by-step framework which will help the management of Etisalat to understand the effectiveness of the invested money, time, and devoted effort for training the managers. The evaluation process can be divided into a framework of four levels based on the training evaluation model of Kirpatrick (ISTD, 2011, p. 2). These four levels are as follows- Levels Evaluation type Description and characteristics Tools used for evaluation 1 Reaction The reaction process is about the perception of the managers about the training provided and the learning experiences from the program Feedback forms and verbal reaction and questionnaire survey 2 Learning Understanding the measure of improvement in the knowledge before the training and after the program Through interviews and also assessment tests before and after the program 3 Behavior On job evaluation through implementation of the learning into real life situation It is carried out through observation process overtime to find the sustainability of the generated ideas and applied skills 4 Results The effects or changes after the application of the learning’s in the business process are evaluated to understand the result of training process conducted Measurement of the improvements of the daily work by the trainees and generating report on the same for the management of Etisalat Feedback form for the training program- No. Questions Ranks Strongly Agree Agree Neutral Disagree Strongly Disagree 1 Did you like the training? 2 Do you like the venue and style of training process? 3 You have learned what you are intended to be taught 4 This learning will help us to understand real life business problems and act accordingly 5 I have used the learning into my job and helped me a lot to cope different situations 6 Changes within me are massive in my work process after the learning program 7 Changes in organization performance also improved a lot 8 I will recommend this training program to others 9 Any suggestion about the training program 10 Other Comments Learning Materials and Handouts This section of the report consists of the sample handouts to give an overview of the materials which will be provided during the course. The material will provide an idea for the newly hired mid-level managers about the topics which will be discussed during the training process and prior learning and basic knowledge of the topic will facilitate the process of learning and quicker perceptive of the training concepts. The sample provided in this report is just an outline of the materials for the different topics like leadership skill and teamwork which will be studied in depth during the training process and also describes some of the training activities or techniques which will be carried out for the training program. Sample Materials: Who are the leaders? Managers of an organization are mainly concerned with carrying out the activities that are set by the organization and aims for achieving that only but on the other hand a leader is responsible for creating their own aim and act accordingly to achieve in their own way of working. Leaders can influence others to work like them and influence others to work harder and also adapt themselves with the changes required for the situation (Caroselli, 2002, p. 3). Teamwork skill for leaders Team building is an important quality of a leader. Managing a workgroup and motivating them for achieving the goal of the organization is very required from a manager to be a leader. Understanding the behavior of each and every team member and handling them according to their traits and behavior can help the manager to communicate and build an effective workforce (Boller, 2005, p. 33). Role-play techniques This is a technique used to understand the solving ability of a person in the real life scenario. Here the candidates are given with a problem of the business world and their solving ability are evaluated by the mentors to suggestions for more improvement and more realistic approached are discussed with the managers for an effective learning process (Teed, 2010). Video learning process Short video clips will be displayed on projector on several cases like team building and creative ideas and business strategies at different parts of the world, and then follows an interactive question answer session on the viewed cases for a proper situational analysis and learning process. Reference Barbazette, J. (2006). Training needs assessment: methods, tools, and techniques, Volume 1. John Wiley and Sons. Boller, S. (2005). Teamwork Training. American Society for Training and Development. Buzawa, E. S. & Buzawa, C. G. (2003). Domestic violence: the criminal justice response. SAGE. Caroselli, M. (2002). Leadership Skills for Managers. Tata McGraw-Hill Education. Etisalat. (2011). Corporate Profile. [Online]. Available at: http://www.etisalat.ae/index.jsp?lang=en&type=channel¤tid=a79a8e621187b010VgnVCM1000000c24a8c0____&parentid=ed38800d1f52a010VgnVCM1000000a0a0a0a____. [Accessed on July 01, 2011]. ISTD. (2011). Kirkpatrick's four levels of training evaluation. [Pdf]. Available at: http://istdkochi.org/pdf/kirkpatrick-learning.pdf. [Accessed on July 02, 2011]. McClelland, S. D. (No Date). A training needs assessment for the united way of dunn county wisconsin. [Pdf]. Available at: http://www2.uwstout.edu/content/lib/thesis/2002/2002mcclellands.pdf. [Accessed on July 01, 2011]. Peterson, R. (1998). Training needs assessment: meeting the training needs for quality performance. Kogan Page Publishers. Teed, R. (2010). Role-Playing Exercises. [Online]. Available at: http://serc.carleton.edu/introgeo/roleplaying/. [Accessed on July 01, 2011]. Teletimes International. (2011). Etisalat to Attract Local Talent at Al Ain Education and Career Fair. [Online]. Available at: http://teletimesinternational.com/middleeast/3973/etisalat-to-attract-local-talent-at-al-ain-education-and-career-fair. [Accessed on July 01, 2011]. Bibliography Etisalat Academy. (2010). Welcome to Etisalat Academy. [Online]. Available at: http://www.eacademy.ae/. [Accessed on July 01, 2011]. Outlook Afghanistan. (2011). MoLSA Appreciates Etisalat for Investing in the Human Capital of Afghanistan. Available at: http://outlookafghanistan.net/news?post_id=988. [Accessed on July 01, 2011]. Read More