Success of any organization depends on numerous factors that should be considered due to competitive business environment and technical advances. Contemporary researchers agree that it is a matter of great importance to work with trained and professional employees, contributions and enthusiasm of which directly affects financial well-being of the company. Many organizations are interested in the increase of employees’ productivity that is achieved by trainings and educational programs. This paper is aimed to explore the training methods that are used to improve the workers’ proficiency and productivity. The principles, weakness and strengths of certain training approaches as well as exemplification of contemporary theorists demonstrate the need for holistic approach to training with consideration of the employees’ feedback.
The purpose of an environmental analysis is to identify any threats or weaknesses that may put your company at risk. This would typically cover the overall and operating environments on company functions. The analysis classifies a SWOTT analysis for the business environment. For example, if you want to consider children transportation, you wouldn’t market yourself for an adult transit. This would create some controversial issues, unless the business is created on separate entities. After the external factors are considered, organization’s features and strategies should be explored.
The purpose of an organizational analysis is to review the company’s progress, work setting, staff and its operations. Conducting an analysis will allow you to be efficient and identify any inefficiency’s. Once those problems have been targeted you can then strategize on how to handle the outcome for future progression. Also, in an organizational analysis we can look at a few areas that would include productivity, efficiency, team building, and communication. Here we can determine if the company productivity is delivering the overall outcome of service. We can also identify whether or not the company is functioning efficiently and lean as possible. Team building and communication are other important aspects considering the organization will be working as a team so communication will have to be a strong foundation. Demographical analysis allows identifying features of the company’s communication features.
According to Ciasco, “Demographic analysis is helpful in determining the special needs of a particular group, such as older workers, women, or managers at different levels. Those needs may be specified at the organizational level, the business-unit level, or at the individual level”. Demographical analysis allows you to measure different areas of the overall human population such as age, sex and gender. This will allow you to see the target areas that you may want to target for transit. For example, since you want to build a high class limousine service, you would want to know where higher-income individuals may live. Or private events such as clubs, bars, auditoriums that may request frequent service. We can also determine on a hiring aspect what type of drivers you would want to employee. Some areas may feel more comfortable with a different class of service then other areas. Next, transition to identification of training’s content via operational analysis is to be conducted.
On the operational analysis aspect we want to target four main areas that would include the customer results, strategic and business results, financial outcomes, and innovation. According to Ciasco, “Operational analysis attempts to identify the content of training – what an employee must do in order to perform competently”. When consulting to customer results we can see where to invest more attention to. Getting constrictive feedback will be critical, here you can focus on what can be changed or improved. On the strategic and business aspects, you’ll be able target different goals and other directions you may want to take the company. On a financial stand point you can determine if the company is operating to large or to lean and what can be addressed so that you’re measuring on the right business scale. Innovation can be used as a day to day action. As employees are working ask them for new ideas for transit or faster transits. They will be the ones on the road and face to face with customers. The final step of preparation to training is selection of employees and their purposes, which demands individual stage of analysis.
According to Ciasco, “Individual analysis focused on identifying employees who need training, and the types of training they need”. Here you can determine what type of training that’s best suitable for the employees. This training should be motivating, educating, and memorable. As we have spoken before pre-employment training programs are very critical when aligning the job needs and training. The specific training methods as well as their advantages and disadvantages will be discussed below.
Once training an assessment analysis is completed, Mr.Stonefield will now need information as to which training methods should be used for his new employees. By carefully selecting the correct type of training that best fits his employees will ultimately improve their on the job performance. Training also improves an employee’s skill, knowledge and attitudes towards the work that they perform. Worldwide, businesses devote a large amount of the operation budget on training, so it is important to make sure the correct methods are both cost effective and accomplish the goal of being efficient training for the employees. There are several aspects to consider when formulating effective training methods. Mr. Stonefield will be presented with four criteria to implement for use as the company’s training methods.
Types of training media
To enhance effectiveness of training methods, the first recommendation is selection of the type of training media that should be used during training. Selection of the proper type of training media such as class room, on-line, job shadowing or combination of the three represent the beginning stage of how the training will be presented. The recommendation for training drivers is to utilize both class room and on-line training. Classroom training will consist of instructor lead training with white board, videos and reading material. The on-line portion of the training would include simulation methods, of virtual driving courses where each driver’s skills and knowledge can be enhanced. Training media for office staff will consist of class room training and on-line tutorials.
The objective of any training is to ensure that an employee can take the material that has been covered and apply it on the job. Therefore, the training that is recommended will cover several main points that can immediately be demonstrated by the end of training. These main points will cover topics that include review of company policy for drivers, operation of vehicles in the company fleet, safety regulations, defensive driving, CPR and emergency training.
Learning principles for office staff will include also include company policy, taking reservations, customer service, process and handling payments, utilizing Microsoft office, Word, Excel and PowerPoint.
Enhancing skills through training
At the completion of the training course, employees should be able to effectively demonstrate the skills they have learned in training and be able to apply what they have learned. Therefore, employees should actively participate during training, which can be done by using questions and answers sessions and working on exercises together. The instructor should use plenty of examples when reviewing lessons that are relatable to the student. Employees should also be able to clearly demonstrate new skills by role play and by having ample time to practice. Training manuals and visual aids should be utilized and practice test should be given. Constructive feedback should also be given during this time to address any areas where the employee is not applying the training material properly or does not demonstrate the learned skill in a correct manner.
Effectiveness of the training method
Once an employee has completed training, feedback should be obtained regarding the effectiveness of both the training material and the training presentation. Obtaining this information can be done in several ways. The first way is by having each employee fill out a training survey. The survey will include getting the employee’s feedback on questions such as; was the material presented in an understandable fashion, rating the presentation of the instructor, asking if they can immediately apply what they have learned on the job and would they recommend this training for other employee’s.
The second way to receive feedback is from observations from the managers. Employees who have returned from training should have improved job performance and improved knowledge and skills. The manager would want to observe if the change has occurred and is this change due to the training the employee has received. Has this training helped the employee be in alignment with the overall goals of the company? And lastly, would positive changes occur if this training was taken by other employee’s. Both methods of colleting feedback can be useful in determining if the implemented training methods have meet their intended goals of improving employee performance and are in alignment with the overall objective of meeting company goals.
Landslide Limousine Criteria
The training evaluation criteria for Landslide Limousine are a bench mark that allows the employer and employee to view and measure the performances after training is performed. Initially, the assessment phase will determine the needs for area improvements for the employee, which in turns to the specific training to accomplish the meeting of standards for the company. The training criteria for the employees is to pass successfully all mandated state, local written and driving test. Also, criteria will consist of the certifications and documents of Chuafeers licenses for which the state of Texas operates under, a more depth’s vision test from the organizations specifically picked optimology clinic and customer service assessment.
The pretest for Landslide Limousine is to determine if the employee performance and skills are aligned with the standards of the company prior to the final evaluation. Mr. Stonfield, the consultant at Atwood recommends that the pretest focuses on two specific areas. These areas are Efficient and sufficient driving, (customer service). A driver or chauffeur main responsibility is to transport clients from pick up to destination without care, concern, or complaint. The pretest for efficient driving is the act of performing services without wasting time, gas and ultimately money. Certain questions on the written pretest will include scenarios about effective time management skills. For example, once the driver receives the information about a client’s pick up and destination location, do the driver A) GPS the location the day before) B. GPS At the point of arrival .C, ask the client what’s the best way to take? Ultimately the main goal is to reach the bottom line and establish a reputable limousine company. By ensuring that efficient workers are developed this pretest is essential to employing employees that can increase the number of ointments per day. The sufficiency part of the pretest is based on Quality customer service of the organization. Sufficiency is based on a quality of a job being performed. Interpersonal skills are required to be considered with hiring. So going forth the pretest will consist of testing with one on one interaction with the client. For the most part, there will be local clients that are familiar with the area but there will come a time when the clients are from out of town and may not be familiar. The trainer will ask a serious of questions that will ensure the most suitable drivers response to informal or formal conversation, suggestions of local activities and pure privacy standards.
Monitoring & Observation
It is imperative that the organization of Landslide Limousine closely monitor and observe the training and monitoring of the employees. The advantage of monitoring can view the potential of the employee. Monitoring and observation ensure the organization the most effective areas of training that is needed. This can decrease the amount of money that’s needed on unnecessary training the employee is not in need of. Observation of theses training will also serve as an advantage for the employers need to upgrade implements and enforce to the employee to make the company competitive with other organizations alike. In an example there may be something that’s not on the current pretest that comes up, the organization will be able to conduct a contingency plan in the event of a normal service.
Collecting & Implementing Feedback
It’s no secret that the number one resource is human resources, with this been said the collection of feedback is imperative to the organizations bottom line. If you go on line and view or buy a product, it is more likely the customer is offered a survey to rate the aspects of the product or company. This is no different from an employee an opportunity to let the organization become aware of additional training they may need to help reach the standards of the job, or maybe just have an open door policy to suggest or modify certain criteria that were once assumed of importance or ranked highly essential. The organization will then conduct additional research of the employee feedback if it’s sound and cost effective, management will implement such training in relations to customer service, effective and efficient training.
This paper contains the analysis of employees training methods, including assessment and classification of these methods. Before developing training programs for the employees, it is worth determining the needs and priorities of the company. For instance, environmental analysis allows articulating the key strategies and risk factors via SWOTT analysis. Next, organizational, demographical, operational and individual analyses were conducted to recognize particular aspects and dimensions of employees’ work that should be improved by training. First of all, it is necessary to determine the weaknesses and strengths of the employees, relate them to raising purposes and challenges and based on the results, identify the appropriate media, form of training, key points and activities that should be emphasized during training. Further, the paper contains the examples of existing training methods, including Landslide Limousine’s criteria. To increase the efficiency of certain training, the employees’ perception should be observes and monitored, if possible. An important aspect of training includes implementation of employees’ feedback that allows making conclusions concerning the strengths and weaknesses of the training process. Combination of the above-mentioned aspects will promote effective training of organization’s employees, which results in company’s flourishing.