The study is related to the proposal of a training and development module for Opal Mart in order to mention all the issues faced by the company in terms of both achievements of communication goals as well as the organizational issues of Opal Mart. The understanding of the need of the communication is to be done by the training company so that the productivity of the company will increase in order to meet the competitive nature of the market as well as the customer needs. The report describes about the rationale for the communication training along with its scope in details. Apart from that, the purpose of providing training to the employees along with the value proposition is explained in a detailed way so that they can fulfil the purpose of the training of the employees in order to increase the profitability and the productivity of the employees at Opal Mart.
The proposed training for the improvement of communication among the different levels of employees of Opal Mart has a rationale while addressing the operational issue faced by the company in the competitive market. The strategic issue of Opal Mart lies in the fact that the company is trying to overcome the problems both in the internal environment as well as in the external environment (Asim 2013). The aim of the communication training is to resolve the issues that are occurring between the employees of the senior management and the junior level of employees. Several issues are being pointed out from the case study of Opal Mart in the communication culture of the organization (Liu et al. 2014). There are number of operational issues that are facing by the groups of the employees such as misunderstandings of the employees, issues of intercultural communication among the staffs of all categories regarding the issues like running the stores, tensions between merchandisers and buyers of the company. On the other hand, it can be pointed out from the case study that the officials of the senior management of Opal Mart are not efficient enough or have the proper skills while resolving the conflict between them while facilitating them a proper dialogic communication (Cheng and Lunn 2016).
The scope of the communication training in the premises of Opal Mart is immense. In the earlier paragraph of describing the rationale of providing training to the employees, there are many issues relating to the communication culture in the organizational perspectives of the different strategic implications of the company. The scope of the communication training is regarding the change in the communication culture of the organization, which is tailored to the needs of the target audience as well as the company (Boadu et al. 2014). The target audience of this communication-training program are the employees of Opal Mart in its all types of management levels viz. senior management, middle level management and junior level of employees. Apart from that, customers will also have to get involved in the communication-training program for their feedback regarding their expectations from the products and service served by the company to the Australian customers (Asfaw, Argaw and Bayissa 2015).
The areas of operations that will be involved in the training program are the employees who are providing client’s service as well as to the senior management officials of the strategic management department of the company. The cross cultural employees who are present in the store front as well as in the management of different operations of the company are to be included in the training program while improving the level of communication by removing the barriers that leads to unproductive debates. The skills of the managers needs to be improved while controlling the teams working in Opal Mart in the customer care department as well as in the storefront (Ford 2014).
The purpose of formulating the training to the employees of Opal Mart by the training company is to increase the reputation of Opal Mart in the Australian market while increase in the sales of the company. The case study illustrates many factors of losing customers of Opal Mart such as irregular response to the customers, lack of understanding of the consumer’s latent needs, etc. The purpose of the training can be categorized into few groups such as:
The value proposition of the proposed training is to provide the employees of Opal Mart the best training. It includes the skills that help them to provide best customer service at the stores of Opal Mart. Apart from that, the communication training will requires a total 6 months of time in order to give training to all the categories of employees of Opal Mart. The outcomes that are expected after the completion of the training program are the purposes that are mentioned above. The expected outcomes will definitely improve the present condition of the company in terms of company reputation, improved profitability, and increased customer satisfaction (Falola, Osibanjo and Ojo 2014).
The philosophy of the company that is providing training to the employees of Opal Mart is to incorporate suitable training program for the different employees of the company. The aim of the company is to understand the requirement of Opal Mart while improving their employee relations. The company has found out the fact that Opal Mart has many issues in the management levels as well as the operational department of the company. The training philosophy will incorporate the different issues that the employees are facing with the customer complaints and the employees of the company. The company will formulate the training in a way so that they can help Opal Mart in their respective communication gaps found in the various levels of strategic management within the company (Tahir et al. 2014). Customer satisfaction as well as increasing the brand awareness of the company in the training and developmental program are the main aspect of the development of the brand.
The contents of the training are focused with the purpose and the rationale stated in the report. The training and developmental program will be conducted for six months. During the six months, all the employees of the three management levels of Opal Mart such as higher management level, middle level management, and the lower level management. The delivery mode of the training is in the form of digital technology with the human aid. Individual feedback are taken from the employees that are related to issues faced by them in the company. The training program will also constitute the different types of considerations of the internal and external environment of Opal Mart in the Australian market. The training program will be divided into two months for each level of employees in the company (Bandura and Lyons 2015).
It can be said that the target audiences i.e. the employee groups of Opal Mart at different managerial levels will be benefited in their respective job designations. They will be able to deal with the issues with the employees as well as the customer while delivering best service to the Australian customers. Apart from that, the company as a whole will develop an improved and enriched organizational excellence with improved employee relations. It can be said that if Opal Mart increase their productivity of the employees as well as the organizational performance if they will follow the proposed training and development program for the employees. The target of the company is to identify the problems and issues of the Opal Mart in the Australian market. However, it can be pointed out that the training program will also incorporate the factors of external environmental analysis i.e. the ability of the employees while identifying the latent needs of the customers from the products and services provided by Opal Mart to the Australian consumers. The benefits that the company will gain are increased brand reputation while increasing the profitability of Opal Mart in the Australian market (Jehanzeb and Bashir 2013).
Conclusion
It can be concluded that Opal Mart is a retail company that has its locations over seven hundred places in the Australian sub continent. The company deals with employees of diverse cultural background. The cross-cultural employees are facing issues in the communication with each other while seeking the process of improved feedback from the upper management to the middle management of the company. The silo culture of the company along with the tensions faced by the senior management while handling the employee related issues in the retail management issues in the cross-cultural employees issues are the core aspects of providing training. It is seen that the staffs of Opal Mart are not good enough for handling the customer complaints; hence, it is the cause of the loss of the customer base every year that is a bad issue of the implications in the perspective of brand reputation. However, the training module is formulated in a way so that they can involve all the managers in the module for achieving the set goals for the training purpose. However, the case study portrays the fact that the CEO of Opal Mart along with its other employees are eager to act on this matter quickly in order to mitigate the identified communication gap.
References
Asfaw, A.M., Argaw, M.D. and Bayissa, L., 2015. The Impact of Training and Development on Employee Performance and Effectiveness: A Case Study of District Five Administration Office, Bole Sub-City, Addis Ababa, Ethiopia. Journal of Human Resource and Sustainability Studies, 3(04), p.188.
Asim, M., 2013. Impact of Motivation on Employee Performance with effect of training: Specific to Education Sector of Pakistan. International Journal of Scientific and Research Publications, 3(9), pp.1-9.
Bandura, R.P. and Lyons, P.R., 2015. Performance Templates: An Entrepreneur’s Pathway to Employee Training and Development. Journal of Business and Entrepreneurship, 26(3), p.37.
Boadu, F., Dwomo-Fokuo, E., Boakye, J.K. and OwusuKwaning, C., 2014. Training and development: A tool for employee performance in the district assemblies in Ghana. International Journal of Education and Research, 2(5), pp.513-522.
Cheng, S.M. and Lunn, S., 2016. Training and Qualification: Employee Training at Galaxy Entertainment Group. Handbook of Human Resources Management, pp.263-275.
Falola, H.O., Osibanjo, A.O. and Ojo, S.I., 2014. EFFECTIVENESS OF TRAINING AND DEVELOPMENT ON EMPLOYEES’PERFORMANCE AND ORGANISATION COMPETITIVENESS IN THE NIGERIAN BANKING INDUSTRY. Bulletin of the Transilvania University of Brasov. Economic Sciences. Series V, 7(1), p.161.
Fischer, C., Luši?, M., Bönig, J., Hornfeck, R. and Franke, J., 2015. Shortening innovation cycles by employee training based on the integration of virtual validation into worker information systems. Procedia CIRP, 37, pp.65-70.
Ford, J.K., 2014. Improving training effectiveness in work organizations. Psychology Press.
Iqbal, N., Ahmad, N., Haider, Z., Hamad, N. and Mir, M.S., 2014. Impact of Training and Development on the Employee Performance: A Case Study From Different Banking Sectors of North Punjab. Nigerian Chapter of Arabian Journal of Business and Management Review, 2(4), pp.19-24.
Jehanzeb, K. and Bashir, N.A., 2013. Training and development program and its benefits to employee and organization: A conceptual study. Training and Development, 5(2).
Jehanzeb, K. and Bashir, N.A., 2013. Training and development program and its benefits to employee and organization: A conceptual study. Training and Development, 5(2).
Liu, Z., Li, J., Zhu, H., Cai, Z. and Wang, L., 2014. Chinese firms’ sustainable development—The role of future orientation, environmental commitment, and employee training. Asia Pacific Journal of Management, 31(1), pp.195-213.
Shinbaum, S., Crandall, P.G. and O’Bryan, C.A., 2016. Evaluating your obligations for employee training according to the Food Safety Modernization Act. Food Control, 60, pp.12-17.
Sung, S.Y. and 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), pp.393-412.
Tahir, N., Yousafzai, I.K., Jan, S. and Hashim, M., 2014. The Impact of Training and Development on Employees Performance and Productivity A case study of United Bank Limited Peshawar City, KPK, Pakistan. International Journal of Academic Research in Business and Social Sciences, 4(4), p.86.
Essay Writing Service Features
Our Experience
No matter how complex your assignment is, we can find the right professional for your specific task. Contact Essay is an essay writing company that hires only the smartest minds to help you with your projects. Our expertise allows us to provide students with high-quality academic writing, editing & proofreading services.
Free Features
Free revision policy
$10Free bibliography & reference
$8Free title page
$8Free formatting
$8How Our Essay Writing Service Works
First, you will need to complete an order form. It's not difficult but, in case there is anything you find not to be clear, you may always call us so that we can guide you through it. On the order form, you will need to include some basic information concerning your order: subject, topic, number of pages, etc. We also encourage our clients to upload any relevant information or sources that will help.
Complete the order form
Once we have all the information and instructions that we need, we select the most suitable writer for your assignment. While everything seems to be clear, the writer, who has complete knowledge of the subject, may need clarification from you. It is at that point that you would receive a call or email from us.
Writer’s assignment
As soon as the writer has finished, it will be delivered both to the website and to your email address so that you will not miss it. If your deadline is close at hand, we will place a call to you to make sure that you receive the paper on time.
Completing the order and download
