7-1 Final Project: Submission OL-211

Final Project Milestone Two OL-211 1

Final Project Milestone Two OL-211 2

Final Project Milestone Two

OL-211

Jennifer Moore

Southern New Hampshire University

Final Project Milestone Two HRM

In an organizational setting, training employees plays an important for organizational development and success. Organizational managers should have a way to meet and satisfy employee training needs because they are paramount and relevant in organizations. More so, Organizations should create SNART aspects in their organizations for effective training plans. Based on the case study provided for the Maersk organization, incorporating adult learning principles and methods plays a key role in ensuring positive organizational outcomes.

There is value in training needs assessment in organizations. They help HRMs to know and picture essential methods to improve production and performance. These aspects help companies be stronger and competitive in the current business environment (Snell & Morris, 2019). Assessing the right training ensures that the company recruits and retains good talents essential in creating a strong competitive advantage and successful companies. Therefore, HRMs look at the training needs within the organization assesses the areas that need training, the type of training needed, and the people in need of the training. After carrying out all the assessments, the HRMs plan on how to implement and execute the training.

For a business partner at Maersk, there are various components of a needs assessment vital in determining a Customer Service-CARE training requirements. The first is identifying specific activities to be performed in given organizational tasks. This is where the HRMs and responsible managers must understand and assess the employees' knowledge, skills, attributes, and abilities because they are essential in the perfect performance of the specific jobs. That implies that Maersk had a chance to conduct a task analysis and highlight Customer Service-CARE business partners (Snell & Morris, 2019). More so, carrying out a personal analysis helps HRMs to establish whether an employee needs training. Based on the job posting at Customer Service-CARE business partner, there are personal attributes required by employees to handle their job responsibilities. Some of the attributes include handling direct calls, skills in conflict resolution, effective communication skills, and 1-2 years of experience.

Creating SMART objectives for a training program is essential in organizations. Developed by Peter Drucker, the SMART objectives help managers to ensure that employee training needs align with organizational goals to effectively utilize organizational resources. That implies that Maersk should have utilized SMART objectives in its training needs to ensure that the hired employees possessed the right skills for their job positions (Groysberg & Abott, 2013). According to the case study, the group HR changed its primary functions from administrators to strategic management. This led to downsizing in the organization. More so, it led to a shift in talent management within the organization.

It is important to develop learning activities for Maersk Customer Service-CARE Business Partner training program because its position in Maersk Company is paramount for its success. Having key responsibilities and required talents within Maersk would have been a primary consideration for the assessment. For instance, for the job description of direct call handling, the required talent should possess effective communication skills because this is a paramount position in the Customer Service Company (Groysberg & Abott, 2013). Experiential learning methods play a crucial role in a company's training process since currently, many organizations are resolving towards the use of technology. Technology is ever-changing; therefore, companies should also expect that the training methods will also change. Therefore, HRMs and organizations should help their employees quickly learn and adapt to the changes to ensure they perform optimally and effectively.

Incorporating adult learning and experiential learning methods into Maersk Customer Service-CARE business partner training program is essential for the success of Maersk. With the current shifts in technology, job positions and responsibilities are also changing. Therefore, to incorporate adult learning into the Maersk Customer Service-CARE, I intend to tailor the materials for learning into the learning style available to ensure that the audience learns and applies the concepts as quickly as possible (Groysberg & Abott, 2013). This means that it is primary to learn how to engage workers. In adult learning, the attention span is shorter since their technological influence comes from smartphones, among other devices.

In conclusion, having a training assessment at Maersk helps identify the areas of need for the employees or the employees who need help to optimally perform. Therefore, the company should conduct a training assessment, implement the SMART objectives, consider employees' learning styles, and develop training methods that benefit the company and the employees.

References

Snell, S. A., & Morris, S. S. (2019). Managing Human Resources 18th ed.

Groysberg, B., & Abott, S. (2013). A.P. Moller - Maersk Group: Evaluating Strategic Talent Management Initiatives. Harvard Business School, 1-20.