12.8. Training and Development Strategy

Scope

This project will focus on employee performance, career development, and the organization’s effectiveness. The training program will be geared towards solving performance issues, offering career development for the staff, improving overall organization effectiveness, and yielding a return on investments for the organization.

Key Stakeholders

• Administrative Leadership of the organization – Provide needed financial support
• Human Resources Specialists and Supervisors – Will be key stakeholders in giving suggestions and approving strategies for a better outcome
• Staff – Key receivers of the training program to improve performance
• Customers – Will be impacted directly as the end receivers of the goods and services offered by the organization

Business Case

Introducing training and development to an organization can be a difficult process. Several hurdles must be overcome, such as lack of time, money, and resources. These issues are often compounded by a lack of awareness among senior management about the value of training and development. To best set up a successful training and development program for an organization, it is important first to understand the benefits gained by implementing a training and development program.

Training and development can benefit an organization in many ways. It can increase employee productivity and performance, which in turn increases revenue growth and profits. Training and development also reduce turnover rates. It allows employees to have the opportunity to grow professionally, which in turn helps retain quality employees. Training and development also enhance the organization’s image of caring about its employees’ growth and well-being. Lastly, training and development provide a platform for organizations to learn from their mistakes through case studies or company failures so they may avoid repeating mistakes in the future.

Project Description

The significant effects of job training and training design, along with its delivery style, have a substantial influence on organizational performance. This further positively affects organizational performance (Khan et al., 2011). The Training and Development project will be used to improve the organization’s performance. This project is created with a specific purpose: to improve the performance of one department or all departments in the company.

The Training and Development project is an activity aimed at helping the company improve its operations and processes. In other words, it takes the form of workshops, seminars, lectures, or programs designed to help employees learn new skills and gain valuable knowledge about their work. It can also be thought of as a process wherein the organization identifies its training needs and creates ways to meet them.

Investing in the training and development of employees provides a competitive advantage for our organization and benefits the individual who is diligent about their career. If a company is not caring about their employees, then the employees will feel that their organization does not care about them (Garger, 1999). The Training and Development project will provide a resource for employees, supervisors, and managers to develop leadership skills, communication skills and knowledge of the new technologies necessary for success within their respective roles. Not only will our employees perform better, but they will also be more motivated and passionate about their work. This means that they will be more committed to the goals and policies of the organization.

Resources

Human Resource Specialists, Managers and Supervisor who supervise employees, Human Resources Specialists, technology, trainers, trainees (employees), budget, computers, seating hall/facility, and writing supplies.

Deliverables

1. Training plan
2. Risk plan
3. Evaluation strategy
4. Research companies
5. Budget
6. Reports

Expansion of Deliverables

Action Plan

1. Meeting with managers as they would give insights on what we are missing and will provide a rough idea of what type of training and development strategy will be most suited.
2. Create a platform where employees can share their suggestions on training and development and what is needed for better growth at the workplace.
3. Creation and selection of training and development strategies will provide the most results and help employees in career development and job growth. Proposing the strategy to the upper management for their approval.
4. Selecting the most suitable trainers to provide training and sharing with them our training and development strategy. Planning the venue and modes of training.
5. Developing a budget for training and seeking funding for the same through drafting a proposal.
6. Developing a training schedule and ensuring everything is in order at the venue and technology is error-free.
7. Posting information on the employee dashboard about the new training and development strategy like how it will be useful, how it will help the employees and business to grow, why it is necessary, what to expect and schedule, etc.
8. Implementation of the Training and Development Strategy and ensuring the process is noise-free. Providing all the required materials to the employees.
9. Gathering data on employee improvement and comparing it with the previous production.
10. Providing feedback to employees and then setting quarterly or yearly checkpoints for the most efficiency.
11. Drawing out the report on current improvement and sharing it with upper management to get feedback.

Class of 2022 Contributions: Tanaaya Sharma, Charmaine Perez, Mabel Korsah