Impact of Training and Development on Employees

This assignment requires a thorough analysis of the impact of training and development programs on employees within an organization. It necessitates examining how these programs influence various aspects such as employee performance, job satisfaction, skills acquisition, and overall organizational success. Students are expected to utilize the provided research articles to support their arguments and provide evidence-based insights into the crucial role of training and development in fostering a thriving work environment.

Running head: TRAINING AND DEVELOPMENT IN COMFORT
TRANSPORT
TRAINING AND DEVELOPMENT IN COMFORT TRANSPORT
Name of the Student
Name of the University
Author Note

1TRAINING AND DEVELOPMENT IN COMFORT TRANSPORT
Executive Summary
The discussion in this report is based on the analysis of a training and development
program and its effect on the organization. The company that is taken into
consideration for this report is ComfortDelGro. This is a taxi company in Singapore
and it is suffering losses in the recent years due to the problems in the taxi industry
of Singapore. The training is therefore required to train the drivers regarding the
aspects related to the late night driving and the handling of congestion on the road.
The report has been concluded by saying the training program is necessary in the
organization to improve the operations of the company.

2TRAINING AND DEVELOPMENT IN COMFORT TRANSPORT
Table of Contents
Introduction.......................................................................................................3
Review the needs of training and development................................................3
Justifying the choice of the methods of training................................................4
Validation and the reliability of the methods of assessment.............................4
Awareness regarding the requirement of resource and investment.................5
Conclusion........................................................................................................6
References.......................................................................................................7
1.0

3TRAINING AND DEVELOPMENT IN COMFORT TRANSPORT
Introduction
The analysis in the report is based on the discussion about the needs of
training and development in ComfortDelGro Corporation. It is a famous transport
company in Singapore. The company was founded in the year 2003. The company
was formed by the merger of two companies namely Comfort and DelGro. The taxi
industry in Singapore has been on the fall in the last few years. ComfortDelGro
operates the largest number of taxis in Singapore (Bruun & Stage, 2012). The
training need has been identified in the organization for the modification of the
business structure of ComfortDelGro.
Survey of the business environment
Fig 1. (Grohmann & Kauffeldn, 2013)

4TRAINING AND DEVELOPMENT IN COMFORT TRANSPORT
Fig. 2 (Sung & Choi, 2014)
Review the needs of training and development
The training and development program is required in the organization for the
modification of the structure. Training needs to be given to the management level
employees so that they can calculate the fee related to booking of taxis. The drivers
must be trained to handle the delays on the road due to excess traffic. The most
important need of the program is to train the drivers to work in midnight shifts to
increase the availability of the cabs (Pollock, Wick & Jefferson, 2015). The learning
outcomes of the training program relates to the innovation that is required at the
different levels of the management to deal with the competition. The pricing strategy
of the company needs to be reasonable and should attract the riders. The availability
of the cabs at the oddest times of the day is required to attract more and more riders
(Coetzer, Redmond & Sharafizad, 2012). The training provided to the drivers and the
professionals of the management should be adequate so that they make the
experience of the drivers more enjoyable. The goals of the company include the
control over the high rates of the rental fees of the cabs and increase the business.
The other goal of the company is related to the unavailability of the clarity regarding
the break-up of the cost related to the booking of the cabs (Punia & Kant, 2013). The
high pick-up fee of the company due to the congestion in the road should also be

5TRAINING AND DEVELOPMENT IN COMFORT TRANSPORT
removed. The extra prices that are charged by the company due to midnight pick-
ups should be removed as well. The business goals of the company are related to
the training needs that are identified by the analysis (Gallagher, D., Costal, J., &
Ford, 2012). The training is related to the needs of the management level employees
to be trained regarding all the aspects of the business, so that the break-up of the
fees charged by the company can be understood by them. The training of the drivers
is also necessary to meet the requirements of the riders (Nilsson & Ellström, 2012).
Justifying the choice of the methods of training
The formative assessment method of training is implemented by the
ComfortDelGro group to meet the training needs. The formative assessment method
involves some steps as discussed further (McGrath, 2012). The task for the
assessment of the group is designed, following this step the appropriate learning
outcomes of the task are identified. The decision regarding the success of the
achievement is taken and the criteria of the assessment and the performance
standards are discussed. The response of the learners towards the task for
assessment is reviewed and the gaps in the performance or learning is detected
(Grohmann & Kauffeld, 2013). The feedback is then provided to the learner so that
they can improve their performance and finally the skills of the training are acquired
by the learner.
The training and the method of assessment of the employee should be
aligned to the learning outcomes of the program. The SOLO Taxonomy model is
used to understand the alignment of the learning program with the outcomes of
learning. The model five steps (Sheehan, 2014). The pre-structural part of the model
is related to the point of time when the task is not understood properly by the student
and the it is done in quite a simple manner. The next part is uni-structural according
to which the student provides a response only related to one aspect. The next level
is the multi-structural part where the student focusses on many aspects of the
training program, however, each aspect is dealt with independently (Jayakumar &
Sulthan, 2014). The next level is the relational level where all the aspects of the
business have been integrated into a comprehensible model. This level suggests
that the student has a sufficient amount of understanding of the topic. The last level
is the extended abstract level where the whole topic is taken to the next level and a

6TRAINING AND DEVELOPMENT IN COMFORT TRANSPORT
new topic is discussed. The measurement of the learning is decided based on the
alignment of the learning with the goals of the organization. This is the best possible
measure of the learning of an employee (Jehanzeb & Bashir, 2013).
Validation and the reliability of the methods of assessment
The validity of the training program that is required for the company can be
measured in terms of the indication of the ability of the assessment to measure the
tasks of the assessment, interference caused by the external forces and the
consequences of the assessment as well (Srivastava & Dhar, 2015). The
assessment task needs to be aligned to the goals of the business as has been
discussed earlier. The goals of ComfortDelGro are to decrease the booking fees of
the cabs, to maintain clarity regarding the break-up of the cab charges, to curb the
extra fees that is charged during the peak hours (Kola-Olusanya, 2013). Finally, to
increase the availability of drivers at the odd hours of the day. The training program
that designed by the company should be able to fulfil these goals. The training
should be provided to the managerial level staffs and the drivers as well. The
reliability of the training program lies on the assessor of the program. The
consistency level of the scores given by the assessor is another factor that affects
the training program (Kulkarni, 2013).
SOP for the training program:
Step 1 – The training program is conducted to train the managers and the
drivers of ComfortDelGro regarding the goals of the company.
Step 2 – The method used for the training process is the formative
assessment method. The method is a detailed analysis of the entire training process
and the results of the process (Masadeh, 2012).
Step 3 – The method is implemented on the drivers and the managers of the
company. The drivers need to be trained regarding the process to handle situations
related to heavy congestion on the roads. The drivers need to be trained so that they
are available in the odd hours of the day. The managers need to be trained to handle

7TRAINING AND DEVELOPMENT IN COMFORT TRANSPORT
the break-up of the booking fees and making it customer friendly (Sung & Choi,
2014).
Step 4 – Assessing the results of the training of the training and thereby
implementing any changes that are required (Latif, Jan & Shaheen, 2013).
Awareness regarding the requirement of resource and investment
The budget of the training program would be approximately 1 million
Singapore dollars. The training will require around 2 months of time. The first phase
of the training will involve the drivers of the cabs, who are the main part of the
business. The next phase of the training will involve the manager level staffs of the
company (Lawrence et al., 2012) The venue of the training program will be the office
premises of ComfortDelGro and the training will be provided by the trainer who is
appointed for the specific purpose.
Conclusion
The above discussion can be concluded by saying the proper training
program is required to solve the problems faced by the ComfortDelGro cab
company. The training will be helpful for the company to increase their revenues and
profitability and also to gain the trust of the customers. The main problems of the
company that is related to the unavailability of the drivers and their inability to handle
the congestion in the road can be solved with the help of proper training.

8TRAINING AND DEVELOPMENT IN COMFORT TRANSPORT
References
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practitioners in usability testing: an assessment acceptance and prioritization.
In Proceedings of the 24th Australian Computer-Human Interaction
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Grohmann, A., & Kauffeld, S. (2013). Evaluating training programs: Development
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155.
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Lawrence Norton, A., May Coulson-Thomas, Y., Coulson-Thomas, C. J., & Ashurst,
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