Part 4
To address the training and development needs in the organization, a proper intervention strategy has to develop. Various training and development strategies are appropriate for the company to address the needs and help equip the employees and prepare them for their job better at the company. Thus, the techniques listed below are the most effective options to fit the Reliance Communication Lt employee’s with transferable skills and accommodate different learning environment. Moreover, it’s critical to keep the workers included and occupied with a request to energize that they hold new data. For better results, specialists suggest utilizing some gentler preparing strategies that are not expected to pass on any data, but rather are viable in making getting information or directions a pleasant ordeal. They incorporate the utilization of cleverness, usage of appealing learning materials, empowering support, and building self-regard. These strategies make a win-win environment by building the members certainty and making the preparation additionally intriguing (Clark, 2010).
Computer –Based Training Techniques
First, the company needs to incorporate career management systems such as self-assessment programs, action planning, and mentoring programs. Programmed learning is a step by step process of self-learning method, which provides questions, facts, and problems to the learner and allowing the learner to respond promptly at his or her pace and then giving feedback on the accuracy of the employee’s answer (Boon et al., 2013).
Second, the company should use audio-visual based training and development. This method includes tools like powerpoint presentation, audiotapes, online video conferencing, and videotapes.
Training via the internet. Although the company had already started implementing this method of training in the organization, it is vital to ensure that it is effectively utilized to improve the productivity of the employees. Training via the internet involves letting the employees of the company take online courses provided by the company or any other course providers in line with the company’s training and development objectives.
Classroom or Instructor-Led Training
The method remains one of the most popular amongst the most well-known employees training and development plans, even with the many innovative advances in the training business. There are diverse sorts of this training method which can be used by the company. Chalkboard or whiteboard is one of the most established training techniques where you ask for input from the trainees on what you have written on the board. Another method is instructor-led learning. This method is fun and intelligent as employees get the chance to think about results and share their thoughts with the instructor. These methods are one of the oldest training methods but remain one of the effective in training and development.
Interactive Training Techniques
This technique ensures that the company employees remain engaged, which makes them more receptive to new information. It consists of group discussions, which is one of the ideal methods for more educated employees to pass their aptitudes onto new workers (Boon et al., 2013). As such, the discussion gives extensive correspondence among the learners and with the mentor. Conceptualizing is incorporated, and any disarray is dressed. Besides, it uses demonstration, which involves the use of tools and equipment to showcase the learning procedure. This training strategy makes training fun and more pleasant as the employees associate openly while absorbing essential aptitudes necessary for their performance.
Hands-on Training Techniques
This method is sometimes referred to as experiential training, which offers various purposes such as coaching, which concentrates on the individual needs of an employee (Clark, 2010). Apprenticeships fundamentally give the company the chance to shape new and inexperienced employees with the end goal for them to fit very well for exist and future employment opportunities. Drills are likewise compelling for the company to improve its employees’ performance abilities. Besides, this method is valid for new business procedures.
E-Learning or Online-based Training Techniques
With the many mechanical advances, numerous organizations, for the most part, depend on online assets to convey preparing (Clark, 2010). Therefore, the company should use this training method to meet its training needs. This strategy for training is turning out to be more predominant because of the way that the world wide web is progressively open. One case of this sort of training, which the company can use to meet the needs is WalkMe, the direction and engagement stage that gives quick and direct preparing to employees at the time of need.
Part 5
In training and development, it is critical to assess the cost and benefits of the practice. Training and development in the company come at a price, and therefore, it is essential to determine the return on the investment. There are various methods to evaluate the benefit of training and development at Reliance Communication. The technique utilized in the cost-benefit analysis utility analysis. There are many costs associated with training and development in the company apart from the direct and apparent expenses. The expenses incurred in the training and development are those costs which are incurred towards the training needs analysis, procurement of the training materials, compensation of the training and development program designers and other costs such as cost for handouts, -audio-visuals and computers Besides, there is another type of costs accompanying the training sessions such as rental and trainers salaries.
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Cost-benefit analysis of the company based on utility analysis is a way of reflecting upon the usefulness of training program (Boon et al., 2013). Thus, the utility is a function of duration taken to the point that the training and development leaves an impact upon the employees of the organization, the relative importance of the training program and the position or profile that received training and the cost of conducting the training. Therefore, utility analysis is driving the effectiveness of the training and development from analyzing the change in the behavior of the employees and the financial implication of the same.
Therefore utility analysis of the company to determine the training or intervention cost and quantify expected results shows that the intervention strategies proposed have more benefits to the organization than the costs incurred. First, the company will increase its revenue through effective and efficient utilization of the company resources. Besides, effective use of resources will reduce costs incurred in wasting much time in service delivery to the customers. Second, the training intervention strategy will increase customers satisfaction, which will result in the creation of customer loyalty to the company. Increased customer loyalty enhances customer retention and thus increasing its market share and sales. Lastly, the implementation of the intervention strategies will reduce employees turn over, thus reducing recruitment costs and training costs of the new employee in the company. These cost reductions will, in the end, lead to an increase in profit in the company. Thus, benefits accrued due to the implementation of the strategy are more than the training and development costs.
Part 6
The specific outcomes expected from the training and development program in the company is to create a learning culture within the organization, inculcate teamwork, to enhance quality and increased customer satisfaction. Well trained employees have the skills, knowledge, and ability to provide adequate services to the company’s customers. Moreover, after training and development, employees are expected to display effective decision making and problem-solving skills in the areas of work. Moreover, of course, to increase the profitability of the company. Also, the expected outcome of the training is to enhance health and safety in the company by preventing obsolescence as well as improving the company’s corporate image. Training and development lead to improved profitability and a more positive attitude towards profit orientation. Besides, training and construction are expected to increase employees loyalty, leadership skills, motivation, better moods, and other aspects that successful employees and managers are required to display.
The training and development are expected to ensure optimum utilization of resources. Training and development help in optimizing the use of resources not only human resources but also other resources such as time and money which further supports the employee to achieve the organizational goals as well as their individual goals (Boon et al., 2013).
Another expectation of the training and development is improved human resources training. The training and development helps to provide an opportunity and broad structure for the development of human resources technical and behavioral skills in the company and improvement in employees’ personal growth
Lastly, the training is expected to improve the employee’s job performance skills. Training and development help in increasing the job knowledge and skills of employees at each level tasks. Besides, it is expected to expand the horizons of the employee’s human intellect and their overall personality.
Training Evaluation Method
Once the training and development are completed, the company has to develop a method of training and development evaluation to determine whether the practice has been successful. Thus, There are a variety of ways to evaluate training and development programs in an organization. Then develop a method for assessing the effectiveness of your project
Test-retest Method
The test-retest strategy is another imperative technique for assessing training adequacy. Under this strategy, the learners are given a test before the conduction of training program to determine their current information, aptitudes, and skills (Boon et al., 2013). A similar analysis is then offered again to the employees after the training program. Then, the comparison is made between the employee’s past performance with the current production to assess the employee’s knowledge skills and aptitude before and after the test. If there is a positive change in the behavioral interaction of the employee, then the training is said to be effective.
Experimental control method.
In this strategy for assessing training effectiveness, employees are initially divided into two teams; the first is the control team while the second one is the experimental team. Employees from control team work on the job, but they do not go under any training and development. Indeed, these are the employees who do not have clear guidance at work. Then again, employees from the trial team are given the direction and instruction at work through training and development. At the last portion of the training and development program, the performance of these two teams is reconsidered. If the training and development program is active, the performance of the experimental group will have improved considerably more than the control team. Moreover, if there no any change, the training and development program is considered ineffective.
Observation Method
Observation of the training and development program considers the ideas of closely observing the training and development activities in the company during the training sessions. Under this training and evaluation method, direct or unstructured observation is used to assess the changed knowledge, aptitudes, skills, and states of mind of the members. Amid scrutiny, the blunders, errors, and missteps the employees in the actual work environment are precisely observed and recorded. At long last, the viability of the training is assessed through the response of the employees.
Pre-post Performance
It is like a pre-test strategy. However, in this method, the concentration is based on the evaluation of the actual job performance. Under this evaluation strategy, the employee’s job performance is evaluated, and then the increase in productivity of the employee is attributed to the training and development program.
Learning transfer
Learning transfers to job performance. Transfer of training is the most critical aspect of measuring the effectiveness of the training program. The removal of training to the job is one of the essential criteria for evaluating the efficacy of any formal training program.
Part 7. Conclusion
In conclusion, Reliance communication training and development needs assessment indicates that the company needs to implement various training and development strategies to utilize its human resource effectively. However, the company had already started adopting various human resources leading to its excellent performance; it still needs more and proper training and development practices for maximum support and satisfaction of its employees. Knowledgeable, skilled, motivated employees are responsible for maximum productivity and optimum utilization of the resources, thus creating a competitive advantage for the company.
References
Boon, J., Van der Klink, M., & Janssen, J. (2013). Fostering intrapreneurial competencies of employees in the education sector. International Journal of Training and Development, 17(3), 210-220. doi:10.1111/ijtd.12010
Clark, R. C. (2010). Evidence-based training methods: A guide for training professionals.
Investor Relations – Reliance Communications. (n.d.). Retrieved from http://www.rcom.co.in/Rcom/aboutus/ir/overview.html
Korpelainen, E., & Kira, M. (2010). Employees’ choices in learning how to use information and communication technology systems at work: strategies and approaches. International Journal of Training and Development, 14(1), 32-53. doi:10.1111/j.1468-2419.2009.00339.x
Latukha, M. (2016). Creating Talent Organization Via Employees’ Training and Development. Talent Management in Emerging Market Firms, 147-172. doi:10.1057/978-1-137-50606-1_7
Reliance Communications | Online Recharge | Reliance Mobile – India’s premier GSM service provider. (n.d.). Retrieved from http://www.rcom.co.in/Rcom/personal/home/index.html
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