Weeks five

2

Training Program

Destiny Hill

BSCOM/485

Michael Turner

May 17, 2021

The Need Analysis

A training need analysis is a process that Berry bug blaster company's business process can undertake to evaluate the training that requires to be completed within a specific time to enable the staff to complete their tasks effectively as they learn and grow. The analysis involves three main steps that ensure that the company business is making profiting from the process and these steps include deciding the skill sets, evaluating the current staff skills, and identifying the skills gap to enable the staff to be at the expected level. In developing a training program for Berry bug bluster company, the need analysis would assist in identifying the knowledge gap before that the employees experience before they it becomes an issue (Vučković, 2017). The training needs analysis will enable the company to take a proactive strategy rather than waiting until the problem is noted. The need analysis will assist the company in planning their training for the whole year which is a huge benefit since it becomes even easier to plan the training for the upcoming years. Once the company identifies the skills gap exiting in their business and the staff members that need additional training it becomes easier to establish a training plan that covers all the skills gaps. Additionally, the training need analysis makes sure that the training is focused on the areas that need more attention since it will enable the company to identify exactly what they need to focus on while highlighting the teams that require further training.

Organizational Communication Obstacles

The company experiences various communication obstacles such as technical, emotional, and language communication obstacles that bring about various challenges in the training process. Technical obstacles are the physical, social and informational circumstances that distract the transfer of the information regarding training programs from one level to another. Emotional obstacles are the psychological factors that make individuals be receptive or rejective towards the information they receive. The language communication obstacles involve the wrong use of words, wrong interpretation, and jargons of the person sending the message as well as the one receiving it. One of the challenges that these communication barriers establish in the organization is having some information gaps since complete information is not transmitted. Some of the information been transmitted is retained at various levels which distort the intended message and the wrong or different message is received (Banaeianjahromi & Smolander, 2019). The communication obstacles also make the training program in the company experience faulty planning since there wrong delivery of messages and sometimes the messages are not even delivered to the intended individuals. Moreover, these communication obstacles lead to the loss of the main focus and purpose of the training program since the messages are delivered poorly and this can change the focus of the training program in the company.

Research Methodologies to Assess organizations Training Needs

Different research methodologies can be used to assess Berry bug blaster company to gather and analyze the information which relates to job function and job performed by the staff who are in need of training. One of the research methodologies is that can be applied is the questionnaire which gathers the basic personal information as well as assesses the staff knowledge and needs for training in the company. The staff members in the company will be presented with questions where they will be required to answer the questions based on the level of skills and knowledge that they possess and how important the skills and knowledge are to their current jobs. Another research methodology that can be applied to assess the organization's training needs is conducting interviews where the information been gathered is more detailed with qualitative information. The interviews are conducted on high-ranking officials in the company who are in charge of departments, sections, or divisions and they supervise various staff members. Through the questionnaire and interviews, the company will be able to recognize the major stakeholders, clarify essential behaviors required to achieve the needed results, set objectives for the training plan, and identify staff performance problems. Through the information gathered in the two research methodologies, the company will be able to set the training objectives.

Justifying the Cost of the Training Program

One of the best ways to justify the cost of the training program is through prioritizing and restructuring talent development since you will be able to ensure that the learning development program goes in line with the companies' objectives. The company's management will be able to identify the tangible and intangible costs of training that are involved with the business results. If the company fails to operate within their targeted budget, then they are required to revise their training program methods. The company should analyze the training events to identify where they could apply current technologies that assist in the training process to reduce costs. When the training program is enabling the company to develop organizational capabilities then the program is an essential investment (Chassoux et al 2018). The return on investment of the Berry bug blaster company will be based on employee’s improvement and advancement in the company that leads to increased pay, rewards as well as reduction of the employee turnover. This means that the company's business monetary value outcome is to be compared to the revenue spent on the training program. Through assessing the employee’s satisfaction with the training program and the amount of time saved to implement the training process in the company can show if the employees are using the training program in an effective way that improves the company.

Internal Training Facilitator

The communication training program in the company is internal where the training sessions are conducted by an individual who already works in the organization. One of the advantages of this facilitator is that the internal training is easy to set up since all the requirements are available and this makes it quicker and cheap to organize. Through internal training, the senior employees offering the training can build relationships with the trainee to form team dynamics (Damanpour, Sanchez‐Henriquez & Chiu, 2018). Moreover, the internal training improves the tutor's knowledge which assists them in recognizing available business gaps which improves the sales pitch. One of the disadvantages of internal training is that it limits the training knowledge to that of the organization which can make the company be isolated or stuck on how it does its things.

Tools to Measure Training Effectiveness

Training effectiveness is the evaluation of the extent to which employees’ performance is enhanced due to learning from the conducted training. Some of the tools that can be applied to evaluate the effectiveness of the training in the company are surveys and self-assessment questionnaires (Kodwani, 2017). A survey is where a professional is hired to analyze how the trained employees are performing especially in the areas that they undertook training to find if there is any improvement. A self-assessment questionnaire is where the employees who have been through the training process are provided with a questionnaire to provide answers to the personal questions provided regarding the training process.

Short-Term and Long-Term Outcome of Training Program

The training program will have both short-term and long-term outcomes in the Berry bug blaster company. One of the short-term outcomes is that it leads to fast skills development in the company. When the employees develop new skills, the company will experience performance improvement which also improves the revenue income in the company. Some of the long-term outcomes of the training program are that the company will experience a high return on investments and reduced costs, reduce the number of accidents in the company, increased workplace productivity, and improves the employee’s engagement among other outcomes (Ibarrarán, Kluve, Ripani & Rosas Shady, 2019).

Reference

Banaeianjahromi, N., & Smolander, K. (2019). Lack of communication and collaboration in enterprise architecture development. Information Systems Frontiers, 21(4), 877-908.

Chassoux, F., Navarro, V., Catenoix, H., Valton, L., & Vignal, J. P. (2018). Planning and management of SEEG. Neurophysiologie Clinique, 48(1), 25-37.

Damanpour, F., Sanchez‐Henriquez, F., & Chiu, H. H. (2018). Internal and external sources and the adoption of innovations in organizations. British Journal of Management, 29(4), 712-730.

Ibarrarán, P., Kluve, J., Ripani, L., & Rosas Shady, D. (2019). Experimental evidence on the long-term effects of a youth training program. ILR Review, 72(1), 185-222.

Kodwani, A. D. (2017). Decoding training effectiveness: the role of organizational factors. Journal of Workplace Learning.

Vučković, J. (2017). Needs analysis of employees of different educational levels in the function of creating an adequate motivation system in tourism industry organizations. Turističko poslovanje, (20), 7-18.