BSBHRM512: Employee Training Performance and Renegotiation Report

This report, written from the perspective of the Human Resources General Manager at Australian Hardware, evaluates the effectiveness of an employee training program delivered by an external provider, TYWU. The initial agreement with TYWU, costing $35,000 to train 4,000 personnel, aimed to achieve high customer awareness and experience rates, as well as provide sustainability and sales model training. However, the evaluation reveals significant shortcomings, with TYWU failing to meet its targets across all key performance indicators, including customer awareness and experience rates, and the number of employees trained in sustainability and sales models. The report concludes that TYWU breached the agreement due to its poor performance and recommends renegotiating the contract. The HR General Manager demands a new training schedule, ensuring that the training aligns with the initial goals and benefits the organization. The report emphasizes the importance of employee training in the Human Resources Management strategies and its role in the organization's prosperity. The report also highlights the need for Australian Hardware to get value for its money by rescheduling the training.

Running head: EMPLOYEE TRAINING 1
Employee Training at the Australian Hardware
Name
Institution

EMPLOYEE TRAINING 2
Employee Training at the Australian Hardware
As the Human Resources General Manager for the Australian Hardware, I would like to begin by
acknowledging that as an organization, we are committed to the building of the capacity of our
personnel. That is why we do spend huge sums of money to offer training to all our personnel.
The deal that we had signed with the Train Your Way Up (TYWU) is an example of our
commitments. After agreeing to spend $35,000 to train a total of 4,000 personnel, I would lie to
report that the training was not effectively done as per the agreement.
According to the assessment done by my office, the training was not effectively done. It
was ineffective from the word go. Although the consultant had made a commitment and pledged
to train 4,000 staff, achieve customer awareness and experience rates of 95% and 95%
respectively, it had failed to do so. Instead, it attained the customer awareness and experience
rates of only 68% and 67% respectively. At the same time, its pledge to provide sustainability
training to 4,000 failed. Instead, it only managed to train 270 employees. Worse still, TYWU
failed to meet its target of providing sales model training to 4,000 workers because it only
managed to train 367 employees. All these clearly indicate that was not up to the task or had
deliberately failed to discharge its mandate as agreed. If it were committed, TYWU would have
done everything within its capacity to deliver as agreed.
Based on this shoddy performance, I would lie to agree that the TYWU had not
performed as agreed. Failing to perform as expected is a clear indication that TYWU had
breached the terms of the agreement. In this regard, I want it to renegotiate another contract with
it. In my capacity as the Human Resources General Manager, I have a feeling that TYWU owes
us an explanation. So, what I demand of it is to accept to renegotiate he contract and begin

EMPLOYEE TRAINING 3
training one more time in accordance with the previous agreement. TYWU should agree to train
the employees and accomplish all the goals that had been set at the beginning. Meaning, it should
ensure that it trains 4,000 personnel and equip them with the right skills that can build their
capacity, make them more competent, and make them more valuable for the organization.
However, to achieve this, a new training schedule should be designed and strictly adhered to by
the trainer.
In conclusion, employee training is an important activity that the management of
Australian Hardware has to include in its Human Resources Management strategies. It has an
important role to play in as far as the prosperity of the organization is concerned. Although
TYWU was subcontracted to provide training to the company’s staff, it never performed well.
The evaluation revealed that it did a shoddy job. So, since it had formally signed an agreement,
TYWU has no choice, but to retrain the personnel. The deal should, therefore, be renegotiated
and rescheduled to ensure that Australian Hardware gets value for its money.