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Comfort Transport Pte Ltd Case Study

   

Added on  2020-04-15

8 Pages2048 Words41 Views
Training1TrainingStudent NameModule CodeSubmission Date

Training21.IntroductionComfort Transport Pte Ltd is a Singapore cab services established in 1970 and the motivebehind this cab service was to provide the drivers with a better lifestyle and enhancing the job opportunities within the company. Management now understand a need for designing an appropriate training session that targets all employees (Burdina, Hiller & Metz, 2017). The rationale of any training purposes is to equip employees with skills, knowledge and capability to perform well. However, the company has at some point, failed to achieve the outcome of its training. This paper seeks to cover four major areas. First, state the three learning outcomes. Second, prepare training methods. Three, justify the requirements. 2.Three Learning Outcomes2.1.Outcome 1: organizational The organizational outcome grained from the training session seeks to assist the companydevelop and accept different dynamisms that occurs at the place of work. The goal is to ensure that employees can gain new skills and knowledge on ways to adapt to competitive environment and any external changes. The organizational training is supported by multistructural element of SOLO taxonomy. Trainers will introduce learners to two or more aspects to understand them serially. 2.2.Outcome 2: Functional The outcome of functional training seeks to increase the fitness and creation of health consciousness. The goal of such training is to ensure that employees gain knowledge, skills, and abilities that the person possesses. The learning is supported by extended abstract where employees not develop an entire coherence to a higher level of abstraction.

Training32.3.Outcome 3: IndividualThe goal of training is to make employees improve their individual activities and ensure that they groom any hidden talent. In order to achieve this, employees monitor the activities of their peers. The learning process is supported by relational element of SOLO taxonomy. 3.Proposed Training Methods3.1.Role play The management can use this strategy to train newly recruited employees. They will find it easier to think about a case study as it happens lively (Mitri, Cole & Atkins, 2017). It also relate to stimulation where the newly recruited employees could start to act different scenario as they come up. Learners will benefit from a safe learning environment that do not require management follow-up and punishment on those that commit mistakes (Chan, et al. 2017 Yide, Nicholson & Nicholson, 2015). The fact that they are still new, they can only learn two or more aspects not relating to the task ahead of them. Checklist would be appropriate assessment method. A formative strategy monitors specific behaviors and skills among learners. Trainers will understand clear criteria to focus on specific learning outcomes. The measurement of learning is reliable because it will indicate the consistency of scores across a number of evaluators. The results should be identical regardless ofthe type of a trainer, the time of marking, and when the assessment will occur (Venkateshwarlu, Sharma & Agarwal, 2016). Second, the assessment is also valid on the basis that it will indicate how well the measures of an assessment. Most importantly, the areas of measurements will include tasks, consequences, and any form of interference.

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