The taxi companies of Singapore have been facing massive problems in their businesses. It can be seen that there are some major reasons that are contributing towards the occurrence of problems for the taxi companies in Singapore. Some of the major negative effects of these problems in their business are the decrease in the revenues and profits for the taxi companies; decrease in the number of commuters for these taxi companies; the continuous rise in the costs of their business operations; the increase in the number of idle taxis and many others (Auyong, 2017). Apart from this, there is another major reason that can be considered as the lead reason behind the problems of the taxi companies in Singapore; that is the entrants of the rise sharing services like Uber and Grab in the market of Singapore. This process creates immense competition in the taxi market of Singapore that used to be missing due to the oligopolistic business effects of some major companies like ComfortDelGro and others. Apart from this, the new ride sharing service companies of Singapore are using as their major weapons to grab the most amount of business in the country. At the same time; the drivers of the taxi companies of Singapore are not using technology for the various purposes of their businesses (Auyong, 2017). These are the major reason of the disruption of the taxi companies in Singapore.
One of such taxi companies in Singapore is ComfortDelGro Corporation Limited. ComfortDelGro iis considered as the market leader in the taxi transportation service in Singapore. Apart from this, ComfortDelGro is one of the major land transport companies all over the world with the presence of a global workforce and they have their shareholders all over the world. ComfortDelGro was established in the year of 2003 with an effect of the mergers between two major companies named Comfort Group and Delgro Transportation. After the process of merger, there has been significant expansion of the business of ComfortDelGro. At present, the business operation of the country is spread over seven countries and ComfortDelGro has over 45,300 vehicles. ComfortDelGro is considered as the market leader in their respective business filed in Singapore. However, as per the above discussion, it can be seen that ComfortDelGro has been facing some major problems in the taxi transpiration business. In order to overcome all the above-discussed business problems, some major business goals are set for the company. They are as follows:
These are the major business goals for ComfortDelGro as well as for the whole taxi transportation industry of Singapore. All these goals are SMART goals. It implies that are they are specific, measurable, achievable, relevant and time bound.
There are several steps of the training need analysis of ComfortDelGro. The first step is to determine the desired outcome from the training and the outcome is to solve the problems of ComfortDelGro. In the second stage, it is determined that the employees and drivers of the company need to possess special skills to achieve the set goals like technological skill and financial skills (Kotamena, 2012). The third step is the gap analysis that states that the employees and drivers of ComfortDelGro lack required skills. In the next stage, it has been prioritized that the drivers of the company need training regarding technological development. It has been decided that that there will be different kinds of training programs like on the job training, conference training, mentoring and coaching, web-based training (Goestsch & Stanley, 2014). The next step is the cost benefit analysis that states that the adopted training program will address all the current issues in ComfortDelGro. The last step is the evaluation of the training program. From the evaluation, it has been seen that the training program is effective as the employees and drivers are learning on a quick basis (Abbad & Ferreira, 2013).
Task analysis also has some specific steps. In the first step, the targeted skills are identified like the technological skill and others. In the next step, it has been determined the learners posses the perquisite skills that are needed for the training program. In addition, it is also determined that the required materials or training is present (Green, 2012). In the next step, the required skills are broken in many components for the drivers so that they can learn easily. Based on the analysis, it is confirmed in the next step that the training for the drivers of ComfortDelGro is analyzed completely (Rosenbusch, Rauch, & Bausch, 2013). As per finding, it can be seen that the training program for ComfortDelGro has effectively analyzed.
As per the analysis of individual learning need, it can be seen that the drivers of ComfortDelGro need to learn the use of advanced technologies for their business. With the help of advanced technologies, they will be able to create more business for ComfortDelGro (Grabowski & Jonassen, 2012). For example, with the help of smart phone, they can avail the technology for advanced booking of their rises in a reasonable fare. In this way, more customers will be attracted towards ComfortDelGro’s rides. With the help of effective training program, this can be achieved (Salas, Tannenbaum, Kraiger, & Kimberly, 2012).
There are many learning outcomes for the whole training and development program of ComfortDelGro. The first learning outcome is that ComfortDelGro will get the solution of the problems they are facing. The second learning outcome is that the drivers of the company will be able to use the advanced technologies for the rides. This process will be helpful to increase their revenues. Apart from this, it can expect that the problems of the taxi industry of Singapore can be solved with this training and development program.
References:
Auyong, H. (2017, July 7). Coping with technological disruption in the taxi industry. Singapore. Retrieved from Coping with technological disruption in the taxi industry
Auyong, H. (2017, February 8). What next for ride-sharing services and the taxi industry? Singapore. Retrieved from https://news.nus.edu.sg/sites/default/files/resources/news/2017/2017-02/2017-02-08/TAXI-tdy-8feb-p26-27.pdf
Ferreira, R. R., & Abbad, G. (n.d.). Training needs assessment: where we are and where we should go. Retrieved from https://www.scielo.br/scielo.php?pid=S1807-76922013000100006&script=sci_arttext&tlng=pt
Goestsch, D. L., & Stanley, D. B. (2014). Quality management for organizational excellence. Retrieved from https://abufara.com/abufara.net/images/abook_file/back/Ch1.pdf
Grabowski, B. L., & Jonassen, D. H. (2012). Handbook of individual differences, learning, and instruction. Routedge. Retrieved from https://steinhardtapps.es.its.nyu.edu/create/courses/2175/reading/Jonassen.pdf
Green, F. (2012). Employee Involvement, Technology And Evolution In Job Skills: A Task-Based Analysis. Industrial and Labor Relations Review, 65 (1), 35-66. Retrieved from https://www.llakes.ac.uk/sites/default/files/Green–ILRR2012_accepted.pdf
Kotamena, F. (2012). Training Needs Analysis. Retrieved from https://webcache.googleusercontent.com/search?q=cache:https://dspace.library.uph.edu:8080/bitstream/123456789/130/2/Fredson%2520Kotamena.Training%2520Needs%2520Analysis.pdf&gws_rd=cr&ei=TvVlWY7iNYvPvgSpmJuACw
Rosenbusch, N., Rauch, A., & Bausch, A. (2013). THE MEDIATING ROLE OF ENTREPRENEURIAL ORIENTATION IN THE TASK ENVIRONMENT-PERFORMANCE RELATIONSHIP: A META-ANALYSIS. Journal of Management, 39(3), 633-659. Retrieved from https://ore.exeter.ac.uk/repository/bitstream/handle/10036/4315/Rosenbusch_Rauch_Bausch.pdf?sequence=5
Salas, E., Tannenbaum, S. I., Kraiger, K., & Kimberly, S.-J. A. (2012). The Science of Training and Development in Organizations: What Matters in Practice. Psychological Science in the Public Interest, 13(2) 74–101. Retrieved from https://www.researchgate.net/profile/Kurt_Kraiger/publication/260178378_The_Science_of_Training_and_Development_in_Organizations_What_Matters_in_Practice/links/55614ba208ae6f4dcc93c47d.pdf
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