Training Programme Assignment Help
Objectives of training
In the era of emerging technology and competition, retailers are required to develop constantly not only in productivity in sales, but also pre-sales and post-sales quality. In order to satisfy those needs, employee (from managerial to staff level) factor is one of the most important point that acquires a certain investment, and Retail Sport Ltd. is not an exception especially when the three (3) new stores are about to open in several months in three new regional locations where there have been already other successful competitors. Thus a training programme focusing on those three stores’ staff mainly to re-skill and up-skill their capacities, meeting requirements of the company, acquiring and satisfying new customers, and gaining company’s benefits is a emergent need of the company.
Training requires learners actively or passively involving to the actions. It can only provide employees with a particular level of competence while they still have to make their own effort to convert what studied to the highest personal performance (Jacobs 2003). However, learning and training activities should be distinguished prior to further analyze an appropriate training programme. While learning is the process in which learners organize and gain their knowledges and capabilities, training is the activities of company or organization to promote the importance and efficiency of learning (Reynolds, Caley and Mason 2002). In training perspective, not everyone prefer the same method, such as on-the-job and off-the-job, external and internal, directional and self-directed… Therefore, a mix of training techniques would help the company reach its approach in getting the most effectiveness of its training programme purpose. In this proposal, off-the-job strategy with formal learning, and on-the-job ones with informal learning. Depends on company’s infrastructures and employees’ background and capacities, a programme will be designed appropriately.
“Business and commercial awareness and the ability to work collaboratively are key to success in L&D”
From the training needs analysis conducted above targeting which subjects and target group, blended learning which is a combination of a variety of strategies, methods, media and deliveries (Van Dam 2012), will be considered in order to meet below main objectives in learning and professional development:
- Increase awareness of Irish sport market throughout organization
- Build and strengthen skills and knowledges in digital to develop company online sales strategy.
- Gain and consolidate customer service and sales skills
- Reinforce organization structure and knowledge related to sport equipment.
- Improve interpersonal skills, thus improving working environment between employees, management and staff.
Off-the-job strategy corresponding with formal learning
“With the formal learning bus, the driver sets the course of travel and the passengers are simply along for the ride”
Off-the-job is a structured group-based learning way, focusing on various topics at a place different from daily working place (Jacobs 2003). It can be conducted in many forms of formal learning or planned learning (Van Dam 2012), such as physical classroom (external courses, workshops, and external placements), Self-paced web-based training and online assessment (computer-based learning), Virtual classroom and webinars (distant learning). Each learning has its own advantages and disadvantages. Nevertheless, we will offer some specific methods for Retail Sport Ltd. in this proposal in order to align with its current facilities and human resources and the three new stores in both perspectives, what and to train, and whom to train. Read more : Qualitative Research Methodology Assignment Help
|Advantages||Disadvantages||Target topics for |
|Target topics for|
|Target topics for|
|Workshop||· Activate learner’s interest and thought.|
· Learners involvement
· Experience sharing
· Require a certain practical experience from learners
· Need to be well controlled
|· Organization and product updates|
|· Irish market awareness|
|External course||· Many materials are delivered|
· Large number of participants
· Full control from trainer
· Passive learners
· Little feedbacks and interactions from learners
· Little of lectures is remembered
|· IT skills|
· Interpersonal skills
|· Customer service and sales skills|
In addition with training method, learning methods should also be considered to achieve the most efficiency of the programme. For the proposed training method, a variety of learning method can be applied, such as:
For workshop training:
- Case study: in this method, learners interact and analyze real situations.
- Discussion: learners can exchange and learn from others’ experiences.
- Brainstorming: learners are from in small or large group and encouraged to contribute suggestions.
- Role-playing: learners interact and react in many different situations that might occur in real life.
For external course training:
- Lecture: Direct introduction and transfer of information, but less interactions.
Furthermore, training topic, training materials and trainers’ role are also one of the most important factors that define a good and effective training programme.
On-the-job strategy corresponding with informal learning
Implementing training programme
In the programme implementation, two fundamental approaches need to be focus on, trainees who concentrate on learning, and trainers who control the training and transfer knowledge and information. DeSmet et al. (2010) has found the importance and necessary of “receptive mind-set for training” prior to involving employees to the programme and “supportive mindset afterward” so that the company can bring into play the effectiveness of training as well as its expected success in business.
“To improve results from training programs, executives must focus on what happens in the workplace before and after employees go to class.”
(DeSmet, McGurk and Schwartz 2010)
Training programme proposed should firstly help employees want to learn (DeSmet et al. 2010) by being appropriate to level of individuals being trained in terms of amount of time, travel, the relation to work. Moreover, minimizing the attitude of learning barrier as mentioned in DeSmet et al. (2010) research, including prisoners who are there because of company’s compulsory or vacationers who need a break from works. The goal of training programme should be clearly communicated so that employees would be encouraged to the activity, thus improving their performance as well as company’s one.
Secondly in the preparation of each training is the involvement of leaders beforehand and afterward, so that personnel who is being trained feel supportive prior to training and willing to applied what have been taught to their work knowing that their boss is interested in watching their new skills and knowledges applied to their work (DeSmet et al. 2010).
A survey, focus groups, or business management and staff interviews can be established to discover employees’ needs, skill gaps, and also their motivation in improving their performance, thus improving company’s success in business.
Off-the-job training implementation
In of-the-job training strategy, both trainees and trainers need to be focus on in order to reach the efficiency of training purpose. After the prerequisites on trainees’ assessment, including time, location, competence level and relation to work, training types and topics will be prepared respectively and relatedly. Managers and trainers will work together to close the gap in competencies, requirements versus ability, and agree on the timeframe and travel involved of training plan relating to company circumstances.
|Staff in current and new stores||Training agency||Customer service and selling skills||Less than 1 weeks||Off-site|
|Management in new stores and current store (optional)||Training agency or Company resources||Irish market awareness||Less than 1 week||Off-site|
|ALL||Current leadership team of company||Organization and Product updates||Less than 1 week||Offsite|
|Training agency||IT skills||Less than 1 weeks||Off-site|
|Training agency||Interpersonal skills||Less than 1 week||Off-site|
To be effective, besides trainees’ learning attitude and motivation, trainers should be knowledgeable and taken into account learners’ background, who they are (staff or managers) and what they are doing. In addition, they need be well prepared with a variety of teaching methods and skills so that learners do not find the training sessions so boring. Furthermore, seating in the room is also an important factor what encouraging learners and presenters or trainers in a comfortable interaction.
As mentioned earlier, the outcomes of training programme will be much better if employees are equipped with a receptive mind-set for training, and receive an appropriate support from managers beforehand and afterwards, such as surveys, interviews and focus group research. In addition, a necessary of skills reinforcement after training, along with impact measurement based on some business metric and leading-edge indicators like behavior change has also been pointed out by DeSmet et al. (2010) to help “putting a value on training” and to monitor business effect of the training programme.
CIPD 2015. Learning and development 2015. London: Chartered Institute of Personnel and Development.
Cournoyer, B. 02/23/2012. Informal vs. formal learning: What’s the difference?[Online]. Available from: http://www.brainshark.com/Ideas-Blog/2012/February/Informal-vs-Formal-Learning-Difference.aspx [Accessed 11/08 2015].
DeSmet, A., McGurk, M. and Schwartz, E. 2010. Getting more from your training programs. McKinsey Quarterly, (4), pp.101-107. Order Now