Question:
Discuss about the Training and Development for Consumer Needs.
The changes in the needs and the preferences of the consumers have resulted to the changes in the organizational structure of the multinationals. The service-rendering sector has developed rapidly in the recent years based on the consumer needs. The transportation industry also contributed to the change depending on the consumer habits. The most important consideration undertaken by the sector is to provide comfortable journey experience to the clients.
The report focuses on the issues faced by Comfort Delgro Corporation, while operating in the market of Singapore. The issue faced by the company is due to the lower retention rate of the clients. It is due to the higher availability of the private car services available in the region. Determining the goal of the organization and formulation of the strategies in order to achieve the goal is the basic step that must be undertaken by the organization to make its progress in the market (Young, Birrell & Stanton, 2012). Training is an important factor undertaken by the industry in order to enhance the efficiency of the functions undertaken by the organizations. Training helps in the development process of the organization. It helps in creating skilled work force for the organization, which adds to the progress of the organization.
The purpose of this report is to understand the steps undertaken by the organization to improve the market conditions. The report enumerates the steps that the company must take in order to sustain their services in the given region and manage the risks faced by the industry. The training of the employees and the efficient management undertaken by the organization helps in maintaining the brand loyalty among the consumers (Rolim et al., 2012). The analysis discusses the needs of the company to undertake training and thereby formulate procedures to undertake the same.
The goals of the company are based on the requirement of change that the company faces in the present market. The major goal of the company is to retain the potential clients through the proper training of the staff working in the internal and the external departments of the company (Tolley & Turton, 2014). Training helps in maintaining the skilled work force of the organization and thereby helps in modifying the systems based on the changes in the taste and preferences of the clients. The services that are being offered by the organization is again based on the resources of the company, which helps in providing the expected service to the clients.
In order to understand the goal formulated by the company, proper training must be undertaken by the company to demonstrate the goal to the employees. The demonstration will help in making the employees understand the goal and the issues faced buy the organization and thereby formulate their individual course of action to achieve the goal. The needs of the organization are based on the issues faced by the organization (Chang & Hung, 2013). The issues that are being addressed in the previous part of the analysis are addressed through the training of the employees. The organization takes several steps to commemorate the changes in the organizational structure and its subsequent functions.
The need of the employees to adopt themselves to the evolving technologies and the proper usage of the portal or the interface that is used to track the clients helps the employees in managing the systems efficiently (Khisty & Lall, 2017). Therefore, training is to be induced by the organization in order to make significant progress. On the other hand, proper language training must be induced in order to make the drivers awre of the different tongues of the client and thereby assist the clients depending on their requirements. The varied requirements of the clients can be addressed through the proper training that the organization reaches out to the employees.
The organization performs its actions based on the functionality of the internal and the external departments. The integrated functions of the departments help the organization to take the decisions and implement them for the effectiveness of the business. In order to improve the functioning of the organization, the company must undertake steps to train both the internal and the external departments of the organization.
The organization must understand the requirement of the training based on the functions undertaken by the departments. Understanding the requirements of the training helps the organization to enumerate the ways in which the efficient training can be undertaken. The training will be helping the organization to make its market improvements. The internal department of the organization comprises of the employees who search for the potential clients and the requirements of the clients (Phillips & Phillips, 2016). Then they transfer the data to the external department, which manages the requirement of the clients through the functions of the skilled drivers of the organization. in order to make improvements, the company must take steps to make the people working in the internal departments aware of the languages used by the various clients and the tourist visiting the region. This will enhance the retention rate of the clients. on the other hand, training must be undertaken by the organization for the external departments as well. it comprises of the drivers. The drivers must be able to use their personal interface. It will be helping them to reach out to the clients. The drivers must be proficient in utilizing the interface, which will be helping them to reach to the clients and adhere to the requirements of the clients. It will be helping the organization in retaining the market.
The training of the individuals is an important aspect undertaken by the organization in order to ensure that the organizational goals are being achieved. The performance of the individuals determines the organizational performance and therefore the organization takes steps to enhance the performance of the individuals (Cummings & Worley, 2014). The individual learning needs can be due to certain factors that the company must focus on. It helps in enhancing the capabilities of the individuals. The different factors supporting the needs are being discussed in this section of the report:
Technical knowledge of the individuals play an important role in this organization, as the functions are being undertaken through the user interface (Esser et al., 2013). The proper usage of the interface might prove to be beneficial for the organization.
The language used by the people and the clients can be a barrier in the efficiency of the services that are being provided by the organization. The language helps in determining the most common objective of the organization. Communication is an important consideration that the company must undertake in order to raise the efficiency of the performance of the organization in the market structure (McCarthy & Milner, 2013).
The individual attitudes of the employees are again a concern that the company must undertake. The professional approach of the employees is to be taught to the employees based on the individual’s characteristics (Asawasakulsorn, 2015). The individual attitude towards the performance of the job profile is an important consideration undertaken by the organization.
The learning outcomes are based on the training that the company is planning to take in order to enhance the capabilities of the employees. It will be helping the company in retaining the clients. The learning outcomes are a set of expected outcomes that the employees might gain after the training is undertaken. The outcomes are being enumerated in this section of the analysis.
References
Asawasakulsorn, A. (2015). Transportation Collaboration: Partner Selection Criteria and Interorganizational System Design Issues for Supporting Trust. International Journal of Business and Information, 4(2).
Chang, L. Y., & Hung, S. C. (2013). Adoption and loyalty toward low cost carriers: The case of Taipei–Singapore passengers. Transportation Research Part E: Logistics and Transportation Review, 50, 29-36.
Cummings, T. G., & Worley, C. G. (2014). Organization development and change. Cengage learning.
Esser, K., Hillebrand, W., Messner, D., & Meyer-Stamer, J. (2013). Systemic competitiveness: new governance patterns for industrial development. Routledge.
Khisty, C. J., & Lall, B. K. (2017). Transportation engineering. Pearson Education India.
McCarthy, G., & Milner, J. (2013). Managerial coaching: challenges, opportunities and training. Journal of Management Development, 32(7), 768-779.
Phillips, J. J., & Phillips, P. P. (2016). Handbook of training evaluation and measurement methods. Routledge.
Rolim, C. C., Gonçalves, G. N., Farias, T. L., & Rodrigues, Ó. (2012). Impacts of electric vehicle adoption on driver behavior and environmental performance. Procedia-Social and Behavioral Sciences, 54, 706-715.
Tolley, R., & Turton, B. J. (2014). Transport systems, policy and planning: a geographical approach. Routledge.
Young, M. S., Birrell, S. A., & Stanton, N. A. (2012). Safe driving in a green world: A review of driver performance benchmarks and technologies to support ‘smart’driving. Applied ergonomics, 42(4), 533-539.
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