Question

Background

You are the Training & Development Manager of a large corporation (2000 staff). You have recently been charged with the task of completing a training & development audit. From your research, you are expected to make recommendations to the directors on future training & development requirements.

The training department currently offers programs to staff through a catalogue that it produces each year. You have been receiving feedback from staff & managers alike that the programs are not necessarily meeting today's needs for skill development and just-in-time training. Also there were complaints of favouritism towards some staff who always seem to get to go to training, consequently the perception you face is that there is an inequitable access to training. Managers also raised issues about leadership skills in the workplace.

Another challenge for you is that the directors have also indicated that there is a budget squeeze and there are no more available resources for training & development at this time.

From the needs assessment you identified four options to put forward to the directors:

1. Training & development programs to remain the same.

2. Training and development to remain essentially the same, however, a review of the accessibility to training be undertaken to ensure fairness in opportunities and accessibility.

3. To create a formal training and development plan that supports organizational goals to achieve organizational effectiveness and Human Resource effectiveness through the adoption and implementation of several strategies.

4. Eliminate training and development all together

Exercise

For this exercise marry both the exercise criteria and your own organization. Utilize your current organization's training and development policies within the context of this assignment (your organization just grew if it doesn't already have 2000 people!) Consider your organization's current training programs, entry and registration process. Use this as a basis for completing the following.

1. Utilize your own company as a basis for your response.
2. Outline the training & development activities and issues within your organization. Add in the additional issues listed in this case.
3. Outline the audit process you would undertake; include any questionnaires etc that you might utilize.
4. Discuss the merits and gaps of your training and development programs as measured against your readings in the text book and in the Lecture Notes of Week 6.
5. Pick one of the 4 options as described above, to recommend to your directors. Defend your recommendation by including in your report a description of the benefits the organization might receive as well any potential drawbacks.

Answer 1

Existing training method includes:
A formal joining of the candidates.
Formal presentation listing out the details about the company, the departments, and various functions.
Detailed conduct by the department head who states about the work you would be performing.
A formal training program conducted for each department.
The audit procedure for it would be:
Analyzing the actual output of the employees with the forecasted one.
Asking the managers which skills they think their employees lack. Also finding the issues in each department.
Interviewing employees about their induction and what all they expected would happen and did not.
Asking ways for the betterment of the entire induction procedure of the employees and why they think it is necessary.
The merits of the above system were that the employees were given an overview of the entire company and got training from their respective departments. The con of this method was that the employees did not have any practical training and did not interact with people of the other departments.

The option chosen for improving the system will be creating a formal training and development plan that supports organizational goals through the adoption and implementation of several strategies. The drawback of it would be that it would raise the budget but the benefits will be that it will formally ready the employees with practical training; through this, the people will learn to manage in a real scenario and interact with people of other departments.

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