Training and Development Report: Accenture Australia Employees

This report focuses on the training design process for Accenture employees in Australia, identifying the need for skill development due to globalization and technological advancements. The report details the steps involved in the training process, including identifying needs and goals, identifying staff members requiring development, finding training resources and trainers, developing a training schedule, and staff induction and follow-up. The training program aims to address weaknesses in technological adaptation, customer service, and employee talent retention. The proposed training schedule covers topics such as the impact of globalization, organizational strategies, talent retention, customer service, technological implementation, and economic changes. The report concludes that evaluating the training process is crucial for Accenture to implement updated technologies and improve the production process, ultimately benefiting both the employees and the organization.

Running head: TRAINING AND DEVELOPMENT
TRAINING AND DEVELOPMENT
Name of the Student
Name of the University
Author note

1TRAINING AND DEVELOPMENT
Executive summary
Accenture is considered as different leading company in Australia. As a worldwide leader in
innovative and effective learning solutions, the business provides a blended, interactive and
highly engaging learning environment that is tailored to your organization's needs. The business
are able to identify the training requirements and goals. Therefore this study involves the training
design process for the employees of Accenture.

2TRAINING AND DEVELOPMENT
Table of Contents
Introduction......................................................................................................................................3
Training design process...................................................................................................................3
Conclusion.......................................................................................................................................6
References........................................................................................................................................7

3TRAINING AND DEVELOPMENT
Introduction
Accenture found that the business process will determine the factors on which the
organization is lacking behind. The organization identified that the employees are lacking behind
in understanding the requirements and the organizational goals. Accenture offers the training
program for the professionals for improving their skills, the business operation and the
strategically thinking of the business operation process (Konings& Vanormelingen, 2015). This
study includes the training design process in which Accenture will be offering to their staff
member for the better business operation process.
Training design process
In the organization, Accenture in Australia, the workplace requires the training process
requires for the employees for focusing on the technological sector that they are lacking.
The training process will be designed in the following ways:
Identification of the needs and goals: The organization will identify the needs and goals that is
at first the organization is required to find out the weakness of the organization that is due to the
globalization the organization has to face increase competition and the competition involves the
product, service cost, price, target market, technological adaptation, quick response, and quick
production by the organization (Hanaysha, 2016). The organization is found out to be lacking in
attracting and retaining the talent of the employees. The organization found out that they needs to
focus on the implementation of updated technologyfor competing in the business market.
Identification of staffs: The manager of Accenture is required to identify the staff members,
those who require skill developments. The manger is required to identify the sustainability skills
that the members are required to go through. The manger is required to identify the staff
members those are losing their talents or are not getting the favourable task as per their talents.
The staff members are required to identified, those who are lacking to provide the effective
customer services due to technological issues and are unable to focus on the quality emphasis.
There are staff members those who are unable to rely on the updated technology are required to
be identified by the manager by the performance evaluation process (Fletcher,Alfes & Robinson,
2018).

4TRAINING AND DEVELOPMENT
Finding training resources: The identification of the training resources are required to be done
by the evaluation of the business standard textbooks, software and the online courses. The
organization is required to identify the resources like the software, the online courses and other.
Finding trainer: The manager of the organization is required to identify the leaders who will be
able to make the employee understand about the sustainable value and the effect of globalization
to the employees. The IT staffs are required to train the employees the implementation of
technology in the production process. The business is required to identify the marketing
professional those who will train the employees to retain the targeted customers by providing the
effective customer services that is by implementing the marketing technologies through SEO,
social media and other (Asfaw, Argaw & Bayissa, 2015).
Developing a training schedule: On the first day of the training process, the employees will be
given the presentation the effect of globalization on the business. The employees on that day will
go through the evaluation test that is what they requires to do and what not.
On the second day, the trainer will provide the organizational strategies and the targets for the
employees that they require achieving for implementing the updated technology.
On the third day, the trainer will mention the effective ways of retaining talents. The employees
will learn how they are going to retain their talent and would apply in the business process.
On the fourth day, the trainer will provide the effective strategies of retaining customers and
maintaining the effective method of customer services. This training process will involve the
effective ways of communication and interactions that the employees are required to implement
in the business process.
On the fifth day, the trainer provides the training of change in the production process and
describes the changing demographics and the diversity in the workforce. The trainer will also
describe the effect of the economic changes in the organization.
On the sixth day, the trainer is required to train the employees on how to implement the updated
technology in their tasks and will describe how that will bring the change in the business process.

5TRAINING AND DEVELOPMENT
On the seventh day, an evaluation exam will be taken based on the six days training and will be
explained the determination of high performances models of the work systems.
Staff induction:The organization is required to identify that inducting the staffs into the training
process can create huge effect on the program success. This is essential to help the employees to
understand the aims of the trainings and what they will be able to achieve from the training
process. This is also essential for the organization manager to describe how the training program
will be conducted and how it will benefit them as well as the organization.
Training follow up: The organization is required to identify the strengths and the weakness of
the training program by the regular follow-up with the staffs those have undertaken the training
program. The organization is required to take the immediate feedback from the employees after
the training program (Friday, 2019). These feedbacks will help to determine the directions of the
training program in the future process.
Conclusion
Therefore from the above discussion it can be concluded that Accenture requires
evaluating the training process for identifying the lacking that the business is facing. The training
program will help the business to understand the importance of implementing the updated
technologies in the business. The employees will be able to bring changes in the production
process after going through the training program.

6TRAINING AND DEVELOPMENT
References
Accenture | Australia | New insights. Tangible outcomes. New Applied Now. (2019). Retrieved
from https://www.accenture.com/au-en
Asfaw, A. M., Argaw, M. D., & Bayissa, L. (2015). The impact of training and development on
employee performance and effectiveness: A case study of District Five Administration
Office, Bole Sub-City, Addis Ababa, Ethiopia. Journal of Human Resource and
Sustainability Studies, 3(04), 188.
Fletcher, L., Alfes, K., & Robinson, D. (2018). The relationship between perceived training and
development and employee retention: the mediating role of work attitudes. The
International Journal of Human Resource Management, 29(18), 2701-2728.
Friday, E. O. (2019). Employee Training and Succession Planning of Selected Deposit Money
Banks in Abia State, Nigeria. SEISENSE Journal of Management, 2(1), 47-56.
Hanaysha, J. (2016). Examining the effects of employee empowerment, teamwork, and
employee training on organizational commitment. Procedia-Social and Behavioral
Sciences, 229, 298-306.
Konings, J., & Vanormelingen, S. (2015). The impact of training on productivity and wages:
firm-level evidence. Review of Economics and Statistics, 97(2), 485-497.