Training Activity - Coursework Example

?TNA Massive Computer, after taking over ABC Computers, will have always brought on their culture to the organization. Employees of ABC computers will find it extremely hard to understand and adjust into the new environment. Therefore employees need to be acquainted with this change. There is also a need here to convey to the employee what the company plans to do in the future, its goals and plan of action so that the level of uncertainty is reduced. Motivation levels are low in the company. One of the training needs should be to improve the level of employee motivation so as to improve productivity. The employee turnover is rising because the employees feel that they can lose their jobs any second. There is a need to reduce the level of turnover in the company by focusing on a more people-oriented approach and trying to retain the best talent. Training Activity Program 1 – General Staff The general staff needs to be trained to follow the policies and procedures of the new company, Massive Computers. Each organization has a different culture and the new company’s culture and way of doing things must be communicated across to the employees so that they may adjust to the new environment and feel a part of the group. Of course, the new management needs to filter out candidates who they feel are not going to be part of the new regime. These employees can be made redundant based on age, qualifications, work experience with the company and a number of other criteria including, but not limited to, ability to adapt to surroundings. The remaining ones should then be notified of their job security so that they will be motivated and be willing to co-operate and be a part of the new training program. Whatever the management has planned for the long-term future of the company should be communicated to the employees so as to avoid ambiguity, apprehensiveness and make them feel a part of the group. Short-term operational planning decisions should also be communicated here. Employees can be trained by their supervisors and should be fully trained and motivated for work, preferably in under a month. Program 2 – Middle Management The middle management should be given training regarding the tactical side of things and be communicated the medium term objectives so that they may be able to handle their subordinates. They should also be trained to keep employees motivated and aligned with the organizational goals so as to ensure that nobody falls off-track. Middle-level managers can be provided training in areas which were previously not under their control but would now be under the new management. The training division, in collaboration with the local HR department should provide this training to the middle-management and the entire process should be concluded in a matter of two weeks. Program 3 – Senior Management The senior management should be provided training pertaining to the strategic aspects of conducting business. The surviving members of the old management should be brought up to date with the methods being used by their American colleagues. Empowerment techniques should also be taught so as to help these members of the senior management feel comfortable when delegating authority and learning to trust their subordinates. Since most of the senior management comprises of Americans, they should be trained to learn aspects of the Australian culture that are relevant to conducting business here so as to better understand their employees and the working environment. This program should be conducted in an informal, off-the-job setting such as at a hotel suite, where the new and old members can get to know each other in a relaxed atmosphere and exchange ideas. The local executives can teach their American counterparts about the Australian culture whereas the Americans can teach the locals about how they want things to work and what direction they expect the company to be heading in. The duration of the meeting should be kept short and must be concluded in under one week at best. Training Evaluation Evaluation is a very important element of the training program. To evaluate the effectiveness of the training, we will need to make sure tha all the stakeholders are on board, such as supervisors, colleagues and the trainee himself. For the general training, the major chunk of the training is based on improving motivation and the dissemination of culture, values, norms and policies of the company. Therefore to test the training effectiveness, we can send out questionnaires to the employees to check how well they have understood the teachings of the training program. The second training is related to the middle management and shall be evaluated in the following way. The middle management have been trained in effective management and control of the employees. This also includes keeping the employees motivated. To test the effectiveness of this training, a suitable indicator would be to measure employee turnover, since it is representative of employee motivation and good management. Another indicator could the level of control the middle management has on the employees. If the employees feel that they are being managed and communicated to well from the middle management, then we can conclude that the training has been effective. One way would be through the use of questionnaires. Again, here, all the stakeholders need to be involved in the evaluation process. The third training evaluation technique is to allow the Australian counterparts a chance to learn the strategic process and allow them to familiarize with the American way of going about things. This process can be easily evaluated during the discussion and interviews. The old top management can sit in one to one interviews with the trainers and let them know how well they have understood the American methods and techniques and how willing are they to adapt to these methods. Monitoring the training plan The training program would be evaluated throughout the duration of the training. One way to evaluate would be to try and get constant feedback on the training programs. Once a training session has been completed the employees will be asked to sign an evaluation form in order to enable the trainer to assess the impact of the training. If the employees feel that there are some improvements which can be made they will be inculcated into the program in the future. Employees will also be constantly asked to provide their feedback at the conclusion of each session so as to evaluate the pros and cons of the training activity. To test for middle term objectives, we can test the employee turnover and motivation level of the employees. If the results are satisfactory, we can assume that the training plan has been effective. The middle term objectives would be evaluated between the end of the training program and the start of the new program so that the employees have a chance to absorb the lessons learnt in training and become more experienced in how to do things. Read More