L&D Program for Line Managers at BHG Singapore

This presentation discusses the L&D program for line managers at BHG Singapore, including the organizational context, structure and culture, L&D programs and budget plan. BHG is a departmental store dealing in toys, toiletries, and more, with a gross revenue of over 86,000 dollars. The company abides by ethics and engages in international trade. The L&D program includes coaching, performance appraisal, motivation, and conflict resolution.

L&D program for
line managers
BHG, Singapore

Introduction
 Line managers in BHG Singapore is the selected scenario.
BHG is a departmental store, deals in toys, toiletries and
many more. The ownership units are segregated into unit
holders, trustee, property manager and holding
companies. The company secures a gross revenue of over
86,000 dollars.
 The company abides by ethics and engages in
international trade. About 5 properties in retail industry
comprise the company’s portfolio. The trainees have
experience in merchandizing, inventory and
advertisement.
 The roles and responsibilities of L & D include coaching,
performance appraisal, motivation, conflict resolution,

Organizational context
 Organizing a L &D scenario is equivalent to company’s gesture of
looking forward for new ways to support the organizational objectives
and benefits.
 HR department imposes this as strategically to increase the
effectiveness of employees and managers in order to ensure
excellence in company performance.
 In case of BHG, Singapore; the learning and development needs
require to be explored through a strategic viewpoint.

Organisational context : BHG,
Singapore
 Mission
 The company mission is to
deliver professional and
excellent customer experience
by a consistence process of
fulfilling promises, maintaining
brand value and price.
 Ambience has to be customer
friendly and promotional
activities are market oriented
on a large scale.
 Vision
 BHG aims to achieve the
position of most preferred
departmental store for the
national population through
maintaining a consistent
promise of providing friendly
ambience, quality service, wide
range of offerings and
customer engagement
activities.

Organisational context : BHG,
Singapore
 Business-led
 The culture of the organisation, which is e-
commerce site in this case, the overview of HR
functions and view of the shareholders depends
as political factors of training and development
scenario.
 As per the rules of e-commerce sites the stock
must be loaded because the customer demand
cannot be predicted. Due to increasing
complaints economic losses have been common.
 Social factors are changing consumer
behaviour for which a need of training has
emerged.
 Technological dependence is another reason
for the requirement of learning and development
of managers.
 Horizontal integration
 Horizontal integration strategy is when an
organisation acquires or collaborate with a
company with same kind of production or
area of operation.
 In this case of difficulties, BHG can
collaborate with other e-commerce site deals
in departmental products in order to ensure
excellent service. It will work as a learning
session for line managers for future
challenges.

Structure and culture of BHG :
L&D scenario
 In order to serve the requirements of the customers
who are opting for online shopping, the structure has
been divided in terms of varied operations.
 In order to handle the virtual stores, managers must
be developed accordingly by giving them sessions on
shipment, logistics managements, measurement of
supply and demand and many more.
 The culture is customer oriented, therefore there is a
strong demand of learning the process as soon as
possible.

L&D programs and its budget
 Adding value to the training
programme is synonymous to adding
value to the business operations
because efficient human resource is
another name of efficient delivery od
services.
 Weekly meetings will be arranged
both in virtual and physical modes.
Technological help is important in
order to connect with the managers
of distant stores.
 Weekly evaluation process will help
to have an idea about their efficiency
and newly developed skills.
 In this era of globalization it is
more important to invest on
human capital if the motive is
consistent growth.
 Investment is required in the
field of technology and digital
marketing as e-commerce site
is entirely operated with the
help of technological leverage.
 IT infrastructure, corporate
trainer are some of the areas to
invest on.

Budget plan
Training Budget
Organization: BHS, Singapore Year: 2018
Department: Submitted by:
Annual training allotment:
1Q Budget: $10,000 3Q Budget: $0 Total Budget: $10,000
2Q Budget: $0 4Q Budget: $0
1st Quarter Training Budget
Line Item Description/Justification Qty. Unit Cost/Rate Total
1 Courseware development $200
2 Courseware purchase $250
3 Certification $150
4 Train-the-trainer $400
5 Hardware purchase $400
6 Facility rental $500
7 Instructional materials $600
8 Technical equipment $500
9 Consulting fees $3000
10 Instructor fees $3000
11 Content acquisition 0
12 Travel $1000
13 Per diem 0
14 0
15 0
Grand Total $10000

Bibliography
 Barham 1988.
 Handy 1985.

Thank you.