Project Marketing: A Training and Development Program for UNICEF UK

This report analyzes the challenges faced by UNICEF UK due to its diverse workforce, particularly employees from disadvantaged backgrounds and minority groups. It identifies the need for a comprehensive training and development program to enhance emotional intelligence, self-management skills, energy management, and self-esteem among employees. The report recommends specific strategies to address these challenges and improve overall employee performance and effectiveness.

Project Marketing
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Table of Contents
Background......................................................................................................................................3
Analysis Section 1: Building Emotional Intelligence......................................................................4
Analysis Section 2: Building Specific Self-management Skills......................................................4
Analysis Section 3: Building Energy Management Skills...............................................................5
Analysis Section 4: Building Self-Esteem and Confidence............................................................6
Recommendations............................................................................................................................6
Conclusion.......................................................................................................................................6
Reference List..................................................................................................................................8
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Executive Summary
UNICEF UK, the renowned childcare organization is taken into consideration in this context.
Presently, this organization is facing several problems due to the disadvantaged backgrounds and
minority problems of their employees. It has been observed that the employees are shedding
much light on the equal opportunities for the employees in the organisation. Additionally, it has
been observed that the employees are not that efficient and skilful. Therefore, it is mandatory to
provide proper training to the employees in order to boost up their skill, so that they can grab
equal opportunities in the workplace. Proper training and development program has been
developed and adopted so that the organisation can easily overcome and handle this particular
situation effectively.
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Background
The United Kingdom Committee of UNICEF (UNICEF UK) can be taken into consideration as
one of the most renowned committee among 36 other committees that is entirely related to the
“Industrialized Nations”. For the purpose of emergency cases along with development works,
this committee started to increase its funds in an effective manner. According to the global report
of revenue, in the year of 2007, the company has successfully increased it funding near about £
42 million. This fund will help the company to provide necessary support to those children
across the globe, who really needs this (Clayton, 2017). The main motto of this organization is to
change all the governmental rules and regulations, which are detrimental for the rights of
children inside the United Kingdom as well as across the globe.
UNICEF can be considered as one of the leading organizations, which is currently reached more
than 150 less-developing nations across the globe. The organization mainly works by
coordinating with the help of local communities, companies, associations as well as governments
for providing their service at best level so that they can create a long-lasting modification into the
children’s lives (Kerzner and Kerzner, 2017). The worldwide reach of this organization will help
the management in sharing and gathering knowledge around the globe. In this current scenario,
more that 80% of the UNICEF workers are working in all the developing nations. As this
organization includes a global presence, it can get the response very quickly where their support
is required and based on that the organization started to make their strategy to perform their best.
In the present scenario, it has been observed that most of the employees are from different
cultural backgrounds and from the minority groups. The employees’ viewpoint and working
approach is not same and additionally they are not that experienced. The employees are not that
efficient and skilful in nature. Due to this particular reason, the employees are unable to provide
better services to others. The organisation is facing several problems in handling the employees
and their individual performance level. In order to manage the challenges, the organisation is
focusing much on training and development so that deliver best quality services worldwide.
The main vision of this organization is to provide food, clean water, education and health care
(the four basic needs of a child) to every child across the globe through which they can grow up.
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However, UNICEF does not get its funding from UN and the organization is based on the
voluntary donations for rising its funding as much as they can to work for every child across the
world, which describe the positive attitude to achieve the organizational goal.
UNICEF UK, the renowned childcare organization includes several employees from several
religions and castes. Therefore, sometimes most of the minority castes employees who are from
disadvantaged cultural backgrounds face some problems (e.g different cultural background,
different thought process, less skilful). Therefore, the organization needs to adopt a proper
training and development procedure in order to train all of the employees to work collaborate as
a team without judging other’s religions or castes. This is the only way for UNICEF UK to
overcome this specific problem.
Presently, UNICEF is maintained entirely through voluntary charities as well as the funding
from business partners, which are making a suitable contribution for performing its work.
Organizations that presently have a business partnership with “UNICEF UK” include easyJet,
Barclays, Marks& Spence and many others (Clayton, 2017).
Analysis Section 1: Building Emotional Intelligence
“Emotional intelligence”, can also be considered as “EI” or “EQ” (for Emotional Intelligence
Quotient), depicts an individual’s capability for recognizing the emotions, in order to gain the
understanding about their influential effect, as well as to apply that evidence for guiding one’s
thinking along with behavior (Roberts, 2016). Subsequently EI helps a person to gain better
understanding about own self as well as others, which can also be taken into consideration as a
very high “EQ” that risen the individual’s opportunities for successfully achieve the objectives
(Cherniss and Goleman, 2001).
However, the main question in this context will be “is there a way to increase the emotional
intelligence?”
In order to answer this question effectively, “The Emotionally Intelligent Manager”, D. R.
Caruso and P.Saloveycategorized four different primary skills, which are involved in the
development of “emotional intelligence” in UNICEF UK and can be described as follows:
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 Recognizing the feelings of own as well as of others
 Using moods to direct own thinking plus reasoning, accompanied by others (Belli, 2017)
 Considerate how moods might alter as well as improve the events, which are unfold
 Handling to sustain open for the “data of feelings” as well as integrate it into the
necessary decisions along with action
From the above discussion of emotional intelligence it can be identified that, UNICEF UK needs
to conduct a proper training and development procedure in order to increase the feelings and
sentiments of every employee towards others. Through proper training and development
procedure, the organization will be able to handle the problem of “work readiness”.
Analysis Section 2: Building Specific Self-management Skills
Self-management skills help an individual to increase own inter-personal skills to help an
organization or the individual own self to achieve own objective or organizational objectives.
It is not necessary that an organization just only focused on the business activities, the
organization also require to take care of its interpersonal skills as well. In case of UNICEF UK,
in order to make specific self-management skills through proper training and development
program, the followings can be taken into consideration;
The skill of self-awareness: The organization is a voluntary association and therefore, the
organization necessary to provide all the necessary support to every part of the globe where their
help is required (Dobkin, 2016). Therefore, the skill of self-awareness is very crucial for
UNICEF UK in order to make their services more effective and efficient. Through this process,
the employees of UNICEF UK will be able to increase their own self-awareness skills in an
effective manner.
The skills of commercial insight: This part implies the understanding skill of an individual or an
organization in increase own skills and knowledge. As it is the most crucial aspect of a voluntary
organization, to understand a particular situation in proper time in a proper manner, so that
according to that aspect they can operate effectively (Penaloza-Ramoset al., 2016). Besides that,
as UNICEF UK is a renowned voluntary organization which is provided proper support to the
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helpless child across the globe, and therefore, it is very necessary for the organization that they
have this skill to handle an emergency situation in a proper way.
The skill of relationship building: There can be some situation in case of under developed
countries that the people of that place may not trust the organizational activities. Therefore, the
employees of UNICEF UK should have the ability or skill to make a healthy relationship with
the local peoples. So that, they can be cable to make the local people understand about their
activities. UNICEF UK for being a voluntary childcare organization, all the employees of this
organization needs to work together to handle a particular situation. If the religion, caste related
problems are carrying on among them, then it will be a difficult situation for the organization to
maintain or motivate their employees to work together for handling a particular situation.
Therefore, this training and development program is necessary for the organization so that the
employees can break the barriers of this religion and castes in their mind as well as they can be
able to build a healthy relationship among them.
The skill of agility and adaptability: This skill of UNICEF UK will help to learn any necessary
aspects from other or from the local cultures. For example, if this organization faces some
condition where they are failed to understand the requirements of their service users, then this
skill will help them to understand about their requirements (Marzbandet al., 2016). Therefore,
through this training procedure they will be able to understand the humanity instead of caste and
religious problems very quickly.
Analysis Section 3: Building Energy Management Skills
This segment of this assignment depicts about the saving of human efforts and stamina saving. In
case of UNICEF UK, this process implies about the adoption of modern technology through
which they can be able to save workforce effectively. Basically, constructing the energy
management refers to the procedure of saving the man power in an effective manner (Zhouet al.,
2016). In case of UNICEF UK, the management of the organization needs to adopt modern
technologies so that they can save their work force. For example, in order to promote their
business and social activities they can attempt the traditional way of leaflet distribution, meeting
and many other ways, but it consumed a large amount of energy in the context of manpower
(Loehr and Schwartz, 2003). Therefore, in order to overcome this problem, the organization can
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use social media and TV shows to promote their activities through e-advertisement. Through
which it can be spread across the world very easily as all the people of modern day are using the
social media and it will be the easiest way for the organization to promote their activities as well
as to expand their actions.
Analysis Section 4: Building Self-Esteem and Confidence
UNICEF UK, as this is a voluntary organization, the employees of this organization needs to be
very attentive as well as self-confident. In order to promote their activities, the employees have
to travel or communicate with other people so that they can motivate them about their purpose
and motto (Athertonet al., 2016). However, in order to make an effective communication they
should be very confident about what they are representing. Their mind should be fast enough so
that they can answer any possible questions confidently in a proper way to convince the others
about their working processes (Edison, 2016). Therefore, it is necessary for the organization to
provide an effective training program to those employees who are lacking of self-confidence and
self-esteem due to their disadvantaged backgrounds and minority groups. Through this program,
the organization will be able to create a proper confidence among those employees so that they
can cast aside these problems permanently and be able to work efficiently.
Recommendations
From the above discussion, it can be stated that UNICEF UK needs to incorporate proper
strategy in order to compete upgrade the skills and personal experience of the employees. The
following recommendation should be considered;
 The organization needs to focus much on workforce planning as well as management.
This will help the association is shed much light on the disadvantaged group and minority
group.
 UNICEF UK needs to adopt a proper long-term training and development program in an
effective manner to boost the confidence and emotional level of the disadvantaged
background’s employees in a positive way.
 The employees need to attend short time courses in order to gain proper practical
knowledge. This will help the employees to work effectively within the organisation.
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Conclusion
From the above discussion it can be stated that UNICEF UK, the famous child care organization
performs quite well across the globe in an effective manner. The organisation is facing tough
challenges in order to manage the employees who are from disadvantage backgrounds and
minority groups. In order to overcome those problems a proper recommendation is described
above as well as the procedures and analysis through which the organization performs their
activities is also discussed above. It can be concluded that UNICEF UK needs to expand their
morale and ethics all over the world so that their positive intention to help the helpless children
can be spread to every corner of the globe. And in order to do that, the organization needs to
adopt an effective training program to overcome the internal problems of their employees (e.g.
caste, religion and others). Through giving proper training the association can train the
employees in a better and improve their skills. The service as well as the performance level can
be improved.
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Reference List
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Cherniss, C and Goleman, D. 2001. The Emotionally Intelligent Workplace. San Francisco:
Jossey-Bass
Clayton, J., 2017. Passions run high at UnicefUk Baby Friendly Initiative annual conference
2016. Midirs Midwifery Digest, 27(1), pp.94-97.
Dobkin, B.H., 2016. Behavioral self-management strategies for practice and exercise should be
included in neurologic rehabilitation trials and care. Current opinion in neurology, 29(6), pp.693-
699.
Edison, S.J., 2016. Building Self Confidence and Competence.
Kerzner, H. and Kerzner, H.R., 2017. Project management: a systems approach to planning,
scheduling, and controlling.John Wiley & Sons.
Loehr, J and Schwartz, T. 2003. The power of full engagement.New York: Simon & Schuster
Marzband, M., Yousefnejad, E., Sumper, A. and Domínguez-García, J.L., 2016. Real time
experimental implementation of optimum energy management system in standalone microgrid
by using multi-layer ant colony optimization. International Journal of Electrical Power &
Energy Systems, 75, pp.265-274.
Penaloza-Ramos, M.C., Jowett, S., Mant, J., Schwartz, C., Bray, E.P., SayeedHaque, M., Richard
Hobbs, F.D., Little, P., Bryan, S., Williams, B. and McManus, R.J., 2016.Cost-effectiveness of
self-management of blood pressure in hypertensive patients over 70 years with suboptimal
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control and established cardiovascular disease or additional cardiovascular risk diseases
(TASMIN-SR). European journal of preventive cardiology, 23(9), pp.902-912.
Roberts, R.D., 2016. A synthesis of recent studies of emotional management. International
Annual Edition of Applied Psychology: Theory, Research, and Practice, (3).
Zhou, B., Li, W., Chan, K.W., Cao, Y., Kuang, Y., Liu, X. and Wang, X., 2016. Smart home
energy management systems: Concept, configurations, and scheduling strategies. Renewable and
Sustainable Energy Reviews, 61, pp.30-40.
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