W4A2

Organizational Training Program

Student Name

Institution Affiliation

Organizational Training Program

The success and high performance of organizations greatly depend on the skills and abilities employees and other stakeholders have. The skills and abilities involve various operations and functions that employee provide that include operating technological equipment. To ensure stakeholders especially employees provide efficient and high quality human services to clients and customers, organizations should develop an appropriate training to employees. Other stakeholders including management, some sections of clients and customers. This paper will explain the various training skills that organizations provide to employees and other stakeholders to improve their skills and techniques. The learning management systems (LMS) the paper will talk about include open access and proprietary learning systems.

To begin with, the organization involved in this case is a large business organization with different departments. This organization deals with production of electronic and software products that it produces and sale to clients. The employees of the organization through efficient marketing systems do the selling of these products and services. The organization provides different educational programs to the different stakeholders. First, the employees are provided with basic and complex training skills and knowledge on various aspects. The organization provides technical training to employees in different departments to induct them to operate machines and equipment. This is done mainly in new employees who do not have enough skills and experience of dealing with the machines in the organization (Beall, 2015). Beside this, employees receive training on customer interaction and relations. This is to equip the employees with appropriate skills of communication and persuasions to convince employees in purchasing products and services from the organization. This training helps employees to use appropriate language to customers and clients. This is aimed at attracting more customers to the organization. In addition, employees also are trained and educated on safe work relations and practices. This includes knowledge on solving and handling of disputes in their places of work.

Nevertheless, managers and customers are other stakeholders that receive training in the organization. The human resource department of this organization organizes training programs to the management and clients. The management receives training skills that are related to leadership and management. This includes equipping them with good leadership skills that include steps and ways of solving conflicts, financial management and motivational methods. The organization uses external tutors in such educational programs. This is to enable the management to deal appropriately with difficult disputes among employs, difficult financial budgeting and other leadership skills. Beside this, several customers receive training skills at a fee that involve use of the electronic and software products they purchase from the organization (Atchison & Bull, 2015). The training includes safety measures of handling the electronic equipments and the installation of the software programs they purchase. This is to help increase their trust to the organization and provide them with technical knowledge of handling the electronic equipments.

The current system used to provide training and education in the organization is the open access training system. The organization employs use of open software training programs to help provide this educational training. This method is most appropriate for the organization since most organization and individuals use open access system. This system provides many features of training that can serve large number of employees in a given time. The open access system used by the organization is cheaper as compared to proprietary learning management since it is free to install and has some several free update features (Bloom, Ganley & Winker, 2014). This is appropriate for the organization to use since the training involves large number of employees, leaders and clients. External trainers use the open access features to train these individuals. The method also provides for many individuals to be trained faster and in a one particular moment something that saves time and resources as compared to proprietary method.

The key internal administrative and educational stakeholders that will access this leaning management system include the employees, managers and departmental heads. The training for these stakeholders will involve their specific roles. The human resource department will have the role of organizing the training programs and therefore human resource departmental heads will have training on this role. The open access learning management system will provide training depending on the role of the human resource heads. The employees on the other hand will receive training that involve production and selling of the electronic products (Silberman & Biech, 2015). They will also access the LMS training that involve the operational and technical skills to operate and maintain the machines in the organization. Employees in the marketing department have the role of selling and providing sufficient information to clients and hence they will receive marketing and communication skills from the open access system.

The organization needs of the organization that will benefit from the roles of the stakeholders include customer interaction and production. Beside this, other needs of the organization include maintaining and safety use of technological equipment and machines as well as increasing the selling of the organizational products. The final need of the organization is the need to have a developed and well-established training system for the future of the organization. These needs will best be served by the training of the stakeholders in their various roles. Stakeholders such as employees being training on safe practices of handling machines and customers will provide for fulfilling the need to increase good customer interaction and production in the organization. This will also provide for increasing the selling of the organizational products and services (Sitzmann & Weinhardt, 2015). In addition, this training program will be maintained for future training of new stakeholders.

The needs above have different priorities. The most important need to be fulfilled by this LMS training program is the equipping the stakeholders with appropriate production and technical skills. These are two main needs that should be fulfilled since they determine the quality of products and services to provide by employees. The other most important need after these two is the need to increase the sales volume and profit of the organization through training the employees on efficient marketing skills such as persuasion. Beside this, having a well-established training program for future stakeholders of the organization is the other important need to be prioritized in the organization. In addition, safety of machine and equipments of the organization is the other final important need the training should fulfill (Beall, 2015). The most appropriate training system for fulfilling these needs is the open access system. This is because the system has several features that help to train, equip stakeholders, and fulfill these needs. In addition, open access system is cheaper to use for the large number of stakeholders as compared to other LMS methods such as proprietary training system.

The assessing strategy for the open access system implemented in the organization includes evaluating the change of behavior among employees. The management needs to record the customer feedbacks that display their satisfaction levels and ratings of their services. This is before and after the training is done in the organization. Employees should be given critical questions to apply in real life situations such as operating the machines and solving disputes (Kroll & Moynihan, 2015). The trainers will assess the answers from the employees and evaluate the progress of the training methods. In addition, the management will record the sales record before and after the training is done to help determine the result from the open access training system.

References

Beall, J. (2015). Criteria for determining predatory open-access publishers. Unpublished document.

Bloom, T., Ganley, E., & Winker, M. (2014). Data access for the open access literature: PLOS's data policy. PLoS biology, 12(2), e1001797.

Atchison, A., & Bull, J. (2015). Will open access get me cited? An analysis of the efficacy of open access publishing in political science. PS: Political Science & Politics, 48(1), 129-137.

Silberman, M. L., & Biech, E. (2015). Active training: A handbook of techniques, designs, case examples and tips. John Wiley & Sons.

Sitzmann, T., & Weinhardt, J. M. (2015). Training engagement theory: A multilevel perspective on the effectiveness of work-related training. Journal of Management, 0149206315574596.

Kroll, A., & Moynihan, D. P. (2015). Does training matter? Evidence from performance management reforms. Public Administration Review, 75(3), 411-420.