Developing A Training And Development Program For Comfort Delgro

Analysis Phase

Question:

Discuss about the Growth and Development of Comfort Delgro.

The growth and development of an organization depends of constant training and development of the employees to suit the needs of the present market. The purpose of this report is to develop a training and development program Comfort Delgro so that they can compete with influx Uber and GrabCar (Hamari, Sjöklint & Ukkonen, 2016). The market survey shows The main reason of the shift of the consumers are easy availability, affordable pricing and flexible pricing. Based on the data available from the analysis, a training and development plan needs to be developed for upgrading its organizational structure.

Comfort Delgro needs to change its business strategy in the market to compete with the upcoming cab companies like Uber and GrabCar (Lee, Wu & Sun, 2013). The sharing economy has led to the growth of issues like reduced consumer base, competitive fares and excessive market competition (Wu & Zhi, 2016). For implementing this change in the organization, they need to device training and development for the organizational employees as well as the drivers in the organization (Sung & Choi, 2014).The ADDIE model is used in the training and development. ADDIE, which stands for the different stages to be employed in the Training and development of the employee.

Analysis Phase is the first phase which analyses the requirement of the market based on which the organization needs to understand the market needs and the areas to focus on while implementing changes (Battou, Baz & Mammass, 2017). Based on the previous research The analysis should focus on the areas of constraints to the training along with planning the training process. From the previous assignment, it is seen that Comfort Delgro needs to analyze and understand the areas it needs to develop to compete in the market and thereby device strategies for training of its employees. It needs to focus developing its technological infrastructure and train its employees to use them for maintaining the company’s stronghold in the market (Elnaga & Imran, 2013). The training program should focus on the training of the drivers and making the employees acquainted with the working process of the online cab running business. The training should enable employees to understand the needs of the consumers and provide better facilities. If the consumer is satisfied Comfort Delgro will maintain its stronghold in the Singapore cab market.

Designing Phase

The designing phase is the process dealing with the learning objectives of the organization. In this phase, the organization chooses and devises measures to train its employees (Hodell, 2015). The designing phase takes into account the various information gathered during the analysis conducted for the organization. The training process is to be developed based on the SOLO Taxonomy (Biggs & Collis 2014). In the development phase, the organization develops the required strategies and the plans needed for the training and development of the employees (Jones, 2014). The design and development of the training process will focus on the different on achieving the intended learning outcomes of training its employees through the processes of Gamification, Role-Play and Workplace learning.

In the case of Gamification, Comfort Delgro has to train its employees in the real time scenarios taking measures to train the employees through real time simulation of the situations they will face with the technological upgrades (Economou, et al., 2016). The Role-play process will allow the trainees to show their reactions in the real time scenarios and their behavior while facing them. This will help in understanding the areas to be focused on during the individual training. The Workplace Learning focuses on on-the-job training process for the employees where they are told to perform in the real scenarios. In this case, the drivers and coordinators of Comfort Delgro will work in the real environment with a mentor helping them to perform in these environments. The training process will be tested ion the Solo taxonomy to evaluate the individual trainee’s prowess and modify the training process accordingly. This a very reliable training methodology for the transport industry as in these methods the workers is operating in the real time environment. In such cases they can focus on the problems that may arise and develop possible solutions.

The measurement of the training and learning plan is understood in five levels under SOLO Taxonomy. Pre-structural level is where the trainee has little or no knowledge of the topic, which means that the employees have the basic ideas of how the cab service should be operated online. Unistructural and Multistructural are where the trainee has minimal surface knowledge. Relational Level is reached when trainee has understood the topic and the all the subsequent level, which means the employee, has learnt to use the technology. Extended abstract level is reached when the trainee has understood the concepts and can use them in realtime situations, like a Comfort Delgro employee can operate the online service well and solve minor glitches.          

Development Phase

The stage in which the strategies planned and devised by the organization is put to use in the training and development of the employees of the organization (Levac, et al., 2015). The different plans and strategies developed ate enforced in the organization and the employees are trained to adjust to the new work culture of the organization. In the case of the Comfort Delgro the training cannot be implemented across the whole organization at once. It needs to phase in the new work environment and train the employees accordingly. The implementation of the training process will need a number of phases to be enforced across the whole organization and it needs to be done in such a way that the losses do not run to high during these phases. The evaluation phase of the ADDIE model stands for the evaluation of the model for its effective implementation and the feedback of the implementation of the model (West, et al., 2017). It is of two types, the formative evaluation which takes place throughout the evaluation proves and the subjective evaluation, which collects the consumers feedback on the effectiveness of the training process in the organization.

The different stages of the implementation of the Model will include different stages of first introduce the structure and its operations through Gamification. In the second stage the trainees practice their learned strategies in the Role-play phase. In the third phase of work place learning the trainees are pushed to work in the real scenario initially with help so that they can understand the working of the organization. The setting of the organizational goals and their induction to the employees is equally important as the upgrading of the technologies. The upgrading of the technologies should help in the development of proper communication channels through which the employees can communicate with each other.

To put the training process into operations Comfort Delgro needs to device a budgeting structure for its training plan. The management also needs to be ready to face initial losses while training the employees. The training process will need a number of items to upgrade the services to provide it online. The various things needed will be upgrading of the infrastructure with modern technological devices and high speed net connections for quick operation. The app development team also needs to be employed for providing online services. The drivers have to be given new mobile phones and taught to use the application as the service provider. The other investments will include the advertising and marketing costs to inform the general population of the up gradation process in the organization inviting them to use the online services.

Implementation Phase

Moreover, Comfort Delgro needs to develop a new pricing plan for the sharing cab and the normal cabs to compete with Uber and GrabCar.

Conclusion

Thus in the analysis the different phases are analyzed which has caused a shift in consumer base of Comfort Delgro. The different training and development program needs to be devised based on the ADDIE approach to understand their problems and regain its postion against Uber and GrabCar. The training and development program in Comfort Delgro focuses on devising strategies and upgrading itself to meet the demands of the modern consumers who want their services on demand and flexibly.

References

Battou, A., Baz, O., & Mammass, D. (2017). Toward a Framework for Designing Adaptive Educational Hypermedia System Based on Agile Learning Design Approach. In Europe and MENA Cooperation Advances in Information and Communication Technologies (pp. 113-123). Springer International Publishing.

Biggs, J. B., & Collis, K. F. (2014). Evaluating the quality of learning: The SOLO taxonomy (Structure of the Observed Learning Outcome). Academic Press.

Economou, D., Doumanis, I., Pedersen, F. S., Kathrani, P., Mentzelopoulos, M., Bouki, V., & Georgalas, N. (2016). Westminster Serious Games Platform (wmin-SGP) a tool for real-time authoring of roleplay simulations for learning. EAI Endorsed Transactions on Future Intelligent Educational Environments, 16(6), e5.

Elnaga, A., & Imran, A. (2013). The effect of training on employee performance. European Journal of Business and Management, 5(4), 137-147.

Hamari, J., Sjöklint, M., & Ukkonen, A. (2016). The sharing economy: Why people participate in collaborative consumption. Journal of the Association for Information Science and Technology, 67(9), 2047-2059.

Hodell, C. (2015). ISD from the ground up: A no-nonsense approach to instructional design. American Society for Training and Development.

Jones, B. A. (2014). ADDIE Model (Instructional Design).

Lee, D. H., Wu, X., & Sun, L. (2013). Limited information-sharing strategy for taxi-customer searching problem in nonbooking taxi service. Transportation Research Record: Journal of the Transportation Research Board, (2333), 46-54.

Levac, D., Clegg, S., Camden, C., Rivard, L. M., & Missiuna, C. (2015). Knowledge Translation and Implementation Special Series. Best Practice Recommendations or the Development, Implementation, and Evaluation of Online Knowledge Translation Resources in Rehabilitation. Physical Therapy, 95(4).

Sung, S. Y., & Choi, J. N. (2014). Do organizations spend wisely on employees? Effects of training and development investments on learning and innovation in organizations. Journal of organizational behavior, 35(3), 393-412.

West, R. E., Thomas, R. A., Bodily, R., Wright, C., & Borup, J. (2017). An analysis of instructional design and technology departments. Educational Technology Research and Development, 65(4), 869-888.

Wu, X., & Zhi, Q. (2016). Impact of Shared Economy on Urban Sustainability: From the Perspective of Social, Economic, and Environmental Sustainability. Energy Procedia, 104, 191-196.