Organizational issues prevent the ultimate success level of the organization. Organizational management must take effective decisions for immediately resolving the organizational issues (Litrico & David, 2017). The study will analyze current training issues in Dare Foods of Canada. Dare Foods is a popular food company in Canada, which offers delicious crackers, candy, bread and others. The study will analyze the details of current training issues in the organization. Moreover, Furthermore, the study will also provide effective recommendation for resolving the current training issues faced by the employees.
Dare Foods is a highly famous food processing organization in Canada. The organization is mostly popular for its cookies, crackers, candy, fine breads and others. Over the years, the high quality of the foods has made this organization to stand out unique in the market (Darefoods, 2017). However, for the past few years, the organization is facing some issues in terms of providing quality to the products and communicating the brand image to the customers.
The organization has identified training issue in behind such problems. Moreover, the employees are mostly unaware of the changing taste and preferences of the customers. Therefore, they are not capable of modifying their product taste as per the changing taste of the customers. On the other hand, the employees of marketing and sales are also having lack of proper skills for communicating the unique value of the products to the customers (Robertson et al., 2015). In such situation, the organization provides very less frequent training session to the employees. Such less frequent training session is not adequate enough towards enhancing the skills level of the employees as per changing business requirement. Therefore, the organization is gradually loosing the customer base, which is in turn affecting its sales volume.
Secondary Data
Lack of Frequent Training Session
Dare Foods Organization is very less concerned for the skills development of the employees. Moreover, the organization conducts employee training program very less frequently. Such less frequent training sessions are not up to the adequate training needs of the employees. Lack of frequent training programs is actually creates gaps in proper skills development of the employees (Stroud, 2015).
Lack of Highly Professional Trainer
Effective training session and proper employee development needs highly talented and professional trainer. However, Dare Foods is having lack of highly talented and professional trainers, who can guide and train the employees properly as per the changing business needs. The existing trainers of the organization are incapable of providing training to the employees as per the organizational standard (Manuti et al., 2015). Therefore, lack of highly talented and professional trainers is creating inefficiencies in the training programs of the organization.
Limited Budget for Training Courses
The organization is not much concerned about proper development of the employees as per the changing needs of the business and customer preferences. Moreover, the human resource managers get very less budget from higher authority for arranging effective training programs towards employee development (Percival et al., 2013). Therefore, the human resource managers are incapable of arranging effective training programs with standard training materials. It is actually hindering the training effectiveness and proper development of the employees of the organization.
Indifferent Behavior of Higher Authority
Higher Authority of the organization is only concerned about the productivity of the employees. They are not much concerned about the issues of the employees. Therefore, they give less concern in the skills development of the employees. In this way, the indifferent behavior and lack of involvement of higher authority is preventing the arrangement of successful training programs in the organization (Croce et al., 2016).
Primary Data
How far do you agree that you get adequate training materials and support of professional trainer in your workplace?
Table 1: Effectiveness of Training
(Source: Created by Author)
From the primary data collection method conducted with the 150employees of Dare Foods, it can be seen that 23.33% employees have slightly disagreed with the training effectiveness of the organization. Moreover, they have claimed that they do not get adequate training materials as per the changing organizational needs. On the other hand, from the mode value, it can be seen that 33.33% employees disagreed moderately with the training effectiveness of the organization. Moreover, such employees have claimed that they never get training from professional trainer. Therefore, it is evident that training issue is an important issue in this organization, which can severely impact its productivity. However, the organization has scope of enhancing the training effectiveness through hiring professional trainers.
Figure 1: Effectiveness of Training
(Source: Created by Author)
Secondary Data
Low Production
The organization has changed its business process with the changing customer taste and preferences. However, as per the new business process, the employees need to develop their skills as per the changing business requirements. In such situation, the organization has lack of proper training facilities for the employees. Therefore, the employees face huge complexities in performing at their peak with the changing business process. In this way, the productivity of the employees is gradually decreasing, which is ultimately decreasing the overall productivity of the organization Mohd (Said et al., 2016). On the other hand, lack of proper training programs is reducing the confidence level of the employees in performing their new job roles. It is reducing the quality of performance of the employees, which is impacting the quality of the product of the organization.
Loss of Customers
Untrained employees of Dare Foods are incapable of producing high-quality foods. Furthermore, the employees also have lack of knowledge and skills towards providing satisfactory customer service. In this way, the combination of low quality products and unsatisfactory customer service leads to customer dissatisfaction. Moreover, the organization is experiencing decline in their sales with high level of customer dissatisfaction (Cleveland-Innes & Ally, 2013). The customers are more likely to shift in other organizations, which are providing high quality foods.
Unhappy Employees
With lack of training, employees are becoming uninterested in performing their job roles well for organizational success. Moreover, due to lack of training, employees are incapable of understanding their new job roles with new business process (Brightwell & Grant, 2013). Such situation is actually leading to low morale in the organization, which can increase its turnover rate.
Primary Data
How far do you agree that lack of training is hampering the quality of your job performance?
Table 2: Impact of Training Inefficiency
(Source: Created by Author)
From the primary data collected from 150 employees of Dare Foods, it has been found that 16.66% employees have agreed slightly that training inefficiency actually hamper the quality of their performance. From the mode value, it has been found that 34.66% employees have agreed very much that training inefficiency actually lowering the quality of their performance. Therefore, it is evident that lack of training is lowering the quality of product of this organization, which is lowering its sales volume.
Figure 2: Impact of Training Inefficiency
(Source: Created by Author)
The business processes of Dare Foods are changing frequently with the changing taste and preferences of the customers. The employees are facing extreme complexities in performing their job roles as per the changing business requirements. However, the organization organizes very less frequent training session for upgrading the skills levels of the employees towards aligning them with changing business requirements. Moreover, the training sessions are also not much organized for aligning the skills level of the employees with organizational standard. In such situation, the organization should arrange frequent training session for the employees towards bridging the gaps between the changing business requirements and employee skills. Moreover, the training session should also be organized enough towards maintaining the organizational standards in the skills level of the employees.
Dare Foods is having lack of highly talented and professional trainer for providing standard training programs to the employees. Therefore, the employees are not getting proper training for upgrading their skills level as per the new business requirements. The existing trainers of the organization have limited knowledge and skills, which prevent the ultimate skill development of the employees. In such situation, the organization should hire highly professional and talented trainers, who will have adequate knowledge about the changing business needs. Such highly talented and professional trainers would be capable for enhancing the skill levels of the employees as per the dynamic needs of the business.
The higher authority of the organization is less concerned about the skills development of the employees. Moreover, they mostly allocate less amount of money for arranging training session for the employees. Therefore, the human resource managers are incapable of arranging frequent and organized training sessions. In this way, low budget for training session is actually limiting proper skill development of the employees. Therefore, the higher authority of the organization should be concerned about the proper development of the employees. Moreover, they should allocate more budgets in the training purpose so that the human resource managers can arrange frequent training session and hire professional trainer for the employees.
The organization should provide standard training materials to the employees for their proper skills development. Such standard training programs will provide adequate knowledge and skills about the changing business needs. Moreover, the standard training materials will align the skill levels of the employees with the organizational standard. In this way, the employees will be able to perform their job role as per the standard organizational goals and changing business requirements.
Conclusion
While concluding the study, it can be said that the business process of Dare Foods has been changed with the changing taste and preferences of the customers. However, the employees are facing extreme complexities in performing their job roles effectively with the changing business process. Moreover, the organization has very less frequent training session for developing and upgrading the skills level of the employees as per the changing business requirements. From the secondary data, it has been seen that the organization has lack of professional trainer and very less frequent training session for upgrading the skills level of the employees. Furthermore, the higher authority of the organization allocates inadequate budget for arranging proper training session. Therefore, it is not possible to arrange proper training session for upgrading employee skill levels. From the primary data, it has been found that employees are not getting adequate support of professional trainers. Such inefficient training sessions are actually decreasing the quality of performance of the employees, which is reducing the quality of food of this organization. In this way, low qualities foods are creating lose of customers, which are declining the sales volume of the organization.
References
Brightwell, A., & Grant, J. (2013). Competency-based training: who benefits?. Postgraduate medical journal, 89(1048), 107-110.
Cleveland-Innes, M., & Ally, M. (2013). Affective learning outcomes in workplace training: A test of synchronous vs. asynchronous online learning environments. Canadian Journal of University Continuing Education, 30(1).
Croce, G., di Porto, E., Ghignoni, E., & Ricci, A. (2016). Agglomeration and workplace training: knowledge spillovers versus poaching. Regional Studies, 1-17.
Darefoods. (2017). Darefoods. Retrieved 4 August 2017, from https://www.darefoods.com/ca_en
Litrico, J. B., & David, R. J. (2017). The Evolution of Issue Interpretation within Organizational Fields: Actor Positions, Framing Trajectories, and Field Settlement. Academy of Management Journal, 60(3), 986-1015.
Manuti, A., Pastore, S., Scardigno, A. F., Giancaspro, M. L., & Morciano, D. (2015). Formal and informal learning in the workplace: a research review. International Journal of Training and Development, 19(1), 1-17.
Mohd Said, N. S., Jahya, N. S., Mazlan, N. A., Ali, O., Rapidah, S., Yusof, M., & Sakina, H. (2016). Workplace training: reinforcing effective job performance. e-Academia Journal, 5(1), 1-15.
Percival, J. C., Cozzarin, B. P., & Formaneck, S. D. (2013). Return on investment for workplace training: the Canadian experience. International Journal of Training and Development, 17(1), 20-32.
Robertson, I. T., Cooper, C. L., Sarkar, M., & Curran, T. (2015). Resilience training in the workplace from 2003 to 2014: A systematic review. Journal of Occupational and Organizational Psychology, 88(3), 533-562.
Stroud, K. (2015). Once upon a time at work: discovering the stories in workplace training. Industrial and Commercial Training, 47(1), 31-35.
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