Training and Development | Case Study Report

TRAINING AND DEVELOPMENT
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Table of Contents
Introduction......................................................................................................................................3
Needs Analysis................................................................................................................................3
Design of Program...........................................................................................................................5
Implementation and Delivery of Program.......................................................................................6
Evaluation of Training transfer........................................................................................................7
Conclusion.......................................................................................................................................8
Reference List..................................................................................................................................9
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Introduction
Training and development is one of the most important functions of human resource
management department in an institution. The training refers to a systematic setup in an
organization where employees are given instructions for various technical methods and are given
training on developing their skills of personal talents. This study sheds light on training,
development and most importantly the gap between the processes of training that is being
provided to employees. This process can be stated as training need analysis and is the first step to
implement a development program among employees. Training process needs to be analyzed and
proper training would help in maintaining quality of employees. This has been rightly discussed
under ISO10015:1999, which is being followed by SNG Logistics Ltd.
Needs Analysis
The SNG Logistics Ltd is an extensive business of operating large fleet of vehicles for road
transportation purpose and it maintains the privacy of buyers and sellers and (sng-logistics.co.uk,
2019). The logistics organization is engaged in buying, selling and shipping of products. The
company provides training to employees and it is highly concerned about issues regarding
training and development of employees in the market. The company does Training Needs
Analysis and this process helps them to identify gaps in training and areas where development is
needed (Bell et al. 2017). Training needs analysis is the first and foremost step in training
process and it involves series of steps that would reveal how training would solve problems that
have been identified.
Training Needs Analysis at an individual level involves the training gap resolution within an
individual and this is mainly focused on individual employees. This help to acquisition of skills
and concepts of employees and result in improved performance of an individual (Sundstrom et
al. 2016).
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Figure 1: Training Needs Analysis
(Source: Bell et al. 2017)
Training Needs Analysis can benefit an organization or a unit of an organization through proper
training of teams engaged in performing in that particular institution. This can be a challenge to
pick up right team and provide them training according to their skills. Providing proper training,
understanding needs of teams in an organisation, knowing current abilities and core
competencies of concerned organisation is main target of human resource department (Hugos,
2018). As derived from the above figure, training needs analysis can be focused on little main
purpose that would include the ways to close training gaps in a successful manner, formulate
individual and company training plans, and understanding what is the needs of company in near
future. This need might include need for skills in accordance to production of the company.
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There are many benefits of Training Needs Analysis for SNG Logistics Ltd. This will decide on
the skill set and help in understanding level of seniority. This will evaluate skills of staffs and
company would understand how to allocate employees based on their proficiencies.
Design of Program
The training program can be designed in such a way that would include some effective element
of human resource. The training and development is the main target to improve the quality of
logistics department or an organization. The ISO10015:1999 is maintained by SNG Logistics Ltd
that help the company to design the program of training and development. The ISO10015:1999
is quality management guidelines for training. The Quality Management principles of
ISO10015:1999 emphasizes on importance of development of skills and human resource
management (iso.org, 2019). This also includes need for appropriate training of employees. The
effective elements of program, designed to train individuals in the organization includes
identification for need of training, assessing the need, defining objectives and development of the
training.
Identification of need for training: For an organization, it is very important to talk to their
employees to understand the area where they are lacking in throwing completion to others and
giving their best. Organization must be aware of areas of improvement and reason of training.
They need to observe whether learners or employees are actually doing their job and there is a
need for reviewing the training program.
Assessing need for training: It is very important to assess the need for training and the best
strategies must be addressed (Monczka et al. 2015). The alternatives to instructor-led training
can be assignment readings. The readings might help trainees to understand need for training and
the ways to develop them.
Defining Training Objectives: The program, in order to get designed, must have defined
objectives. Defined goals and elements will help an individual to stay focused and avoid
covering too much of elements at one time. It must be analysed thoroughly what the employees
can do and what are they able to understand. As opined by Berman et al. (2019) this review is
done after the training is performed. The questions are identified and training sessions are there
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to answer the questions. Training objectives provide basis for provision of training goals and
need for achievement.
Implementation and Delivery of Program
Human Capital Theory is one of the most important processes to implement training of
employees as it deals with knowledge and experience of business owners. They are capable of
transferring their experience and knowledge to their junior employees. Training is provided and
knowledge is deciphered so that supply chain can be managed properly. Supply Chain
management is the cross-functional approach that engages managing of raw materials and
handling of internal processes to tackling end customers (Snyder et al. 2016). This whole
procedure needs rigorous training for development and bringing talents out of employees.
The training process can be implemented through Human Capital Theory. This theory is a
general assumption that human capital is founder of improvement in small firms and logistics
companies like SNG logistics Ltd. This company provides survival means to employees and in
order to keep the capital income generation ongoing, employees need to adopt knowledge
quickly. Through human Capital theory, it is understood that length of managerial factors and
education is not only the support system to develop a company. The training is implemented
through practice of human capital theory and supply chain management. In implementing these
training delivery programs, knowledge must be transferred and skill must be squeezed out from
employees (Sparrow et al. 2016). In assessing needs of training, implementation process must be
such that it can predict success. Employees must be given time to adjust to environment of new
rules and their review must be taken about their experience.
ISO10015:1999 is very important in implementing the process of quality management and
training guidelines (iso.org, 2019). This has been helpful in understanding and providing training
to employees to understand customers as they are most valuable in the company. Employees
need to respect customers. Training is given on morality that value of commitment in
organization is of utmost importance (Stevens and Johnson, 2016). There must be training of
personnel at all levels and they must be trained to meet supply of products of a proper
maintained quality that is required by customers in the competitive market.
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Figure 2: Improving quality by training
(Source: Stevens and Johnson, 2016)
Evaluation of Training transfer
Training transfer is the effect of knowledge and abilities that is acquired in one area and have
problem in getting solved in other areas. Transfer of training is mainly based on transfer of
learning. This implies the ability to understand the behavior of an employee, their capability to
present themselves in the current situation of the organization, their knowledge and their capacity
to learn something new in a tough situation (Noe et al. 2017). This has immense impact in an
organization as this helps an organization to understand and evaluate, which employee is able to
take new challenges and who are unable to fight in the competitive market. As opined by Cascio,
(2015), human resource department channelizes works for different employees and they are
capable to understand the capabilities of employees.
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As can be stated in words of Cascio, (2015) training transfer is mainly applicable for new
employees as the organisation need to understand the trend of them. The training sessions are
conducted to understand by human resource department, who are main training providers and
onboard holders of an organization. Training transfer is seldom specified and process resonates
with theory of learning. HRM needs to understand whether an employee would be able to
manage scalable infrastructure of supply chain management and they allocate jobs according to
their proficiencies.
Conclusion
The study concludes that training and development is the most important part of an organization
as this helps to bring out skills and hidden talent of employees. Thus it can be inferred, training is
given immense valuation in organizations like SNG Logistics Ltd. as this allows employees to
acquire new skills. This will help them sharpen their existing talents and perform better. The
study concludes that training and development is best performed in SNG Logistics Ltd as they
deal with shipping of products and they need to provide satisfaction to customers. Thus they
take help of ISO10015:1999 and this has helped them understand that organizational
commitments are to be valued. This also provides them important information like emphasizing
human resource is very important and the ability of strategies to demonstrate the possibility to
improve the competencies of personnel is very high. The supply chain management has been
discussed that has helped the researcher to understand that this is also linked to make the human
capital theory fruitful. This is possible as human capital theory states it deals with transferring is
skills and knowledge from senior employees to juniors and supply chain involves raw material
management to tackling of customers, thus it can help them to understand the need for human
resource and proper training.
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Reference List
Bell, B.S., Tannenbaum, S.I., Ford, J.K., Noe, R.A. and Kraiger, K., (2017). 100 years of training
and development research: What we know and where we should go. Journal of Applied
Psychology, 102(3), p.305.
Berman, E.M., Bowman, J.S., West, J.P. and Van Wart, M.R., (2019). Human resource
management in public service: Paradoxes, processes, and problems.United States: CQ Press.
Cascio, W.F., (2015). Costing human resources. Wiley Encyclopedia of Management, 1(1)pp.1-1.
Cascio, W.F., (2015). Managing human resources. New York : McGraw-Hill.
Hugos, M.H., (2018). Essentials of supply chain management. New Jersey: John Wiley & Sons.
iso.org (2019), Quality Management Available at https://www.iso.org/standard/21231.html
[Accessed on 1st September, 2019]
Monczka, R.M., Handfield, R.B., Giunipero, L.C. and Patterson, J.L., (2015). Purchasing and
supply chain management. Australia: Cengage Learning.
Noe, R.A., Hollenbeck, J.R., Gerhart, B. and Wright, P.M., (2017). Human resource
management: Gaining a competitive advantage. New York, NY: McGraw-Hill Education.
sng-logistics.co.uk (2019), SNG Logistics Ltd Consignment, Available at https://sng-
logistics.co.uk/ [Accessed on 1st September, 2019]
Snyder, L.V., Atan, Z., Peng, P., Rong, Y., Schmitt, A.J. and Sinsoysal, B., (2016). OR/MS
models for supply chain disruptions: A review. Iie Transactions, 48(2), pp.89-109.
Sparrow, P., Brewster, C. and Chung, C., (2016). Globalizing human resource management.
Abingdon: Routledge.
Stevens, G.C. and Johnson, M., (2016). Integrating the supply chain… 25 years on. International
Journal of Physical Distribution & Logistics Management, 46(1), pp.19-42.
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Sundstrom, E.D., Lounsbury, J.W., Gibson, L.W. and Huang, J.L., (2016). Personality traits and
career satisfaction in training and development occupations: Toward a distinctive T&D
personality profile. Human Resource Development Quarterly, 27(1), pp.13-40.
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