Citigroup Bahrain: Advanced Supervisory Management Training Report

This report provides an analysis of supervisory management training methods suitable for Citigroup's new call center in Bahrain. It discusses the importance of training supervisors and explores three specific training methods: apprenticeships, coaching, and mentoring, detailing how each method can be applied to develop effective supervisors. The report further recommends the Kirkpatrick Model for evaluating the effectiveness of the training programs, emphasizing its ability to assess training impact across multiple levels. This model's implementation, both before and after training sessions, is suggested to maximize the output and ensure the training's positive impact on the trainees. The report concludes by highlighting the potential of these training methods to groom employees and improve overall management quality at Citigroup. Desklib provides access to this and other solved assignments.

Running head: ADVANCED SUPERVISORY MANAGEMENT
ADVANCED SUPERVISORY MANAGEMENT
Name of the student
Name of the university
Author Note

1ADVANCED SUPERVISORY MANAGEMENT
Executive summary
The workforce is one of the keys and crucial factors of an organization. Proper training and
grooming of the in line managers and the supervisors are essential for the successful
management of the workforce.
The report deals with the essential factors concerning the training of the managers or the
supervisors that includes job appraisal tools for any job vacancy at Citigroup. This report
further investigates three training methods appropriate for training of supervisors.
The purpose of this report is to understand and analyze the significance of training
supervisors in any organization.

2ADVANCED SUPERVISORY MANAGEMENT
Table of contents
Training methods.......................................................................................................................3
References..................................................................................................................................6

3ADVANCED SUPERVISORY MANAGEMENT
Training methods
Every business that is managed properly is closely related to the quality of the
management. The manager and supervisors are functional in mentoring and motivation of the
team members, along with overseeing the production, customer service and managing the
conflicts (Phillips & Phillips, 2016). An effective supervisor training is significant because a
bad supervising or bad decision by a good supervisor is equally catastrophic and considerable
nightmares of the employees. In order to train the supervisors, the training methods are one of
the crucial tools (Schuler, Farr & Smith, 2013).
The first training method used for supervisors are Apprenticeships. This method of
training is usually the part of the job where the apprentices are going to work. This is usually
a structured training and a formal assessment process (Ford, 2014). The employer and the
apprentice usually enter into a usual formal training contract, which set out in the rights and
responsibilities along with obligations of both the parties within a certain allotted time period.
In other words, apprenticeships are a complete formal on-job training module that is
conducted over a certain, noticeably longer period of time that is held to develop a higher
level of skills. This kind of training usually takes months or even years to complete. An
apprenticeship is taken care of under the coaching of a supervisor who usually helps and
looks after training as well as learning activities that are accomplished in the workplace. This
part of training method requires the apprentices to note down and organize their training
activities in their workplace, which is later on handed over to the assessor for evaluation. This
method is one of the effective means that help an individual gather proper experience and
knowledge to take up the role of a supervisor in the future.
The second method of training is coaching which is the method of directing,
instructing and training a person or a group with the specific objective of achieving a specific

4ADVANCED SUPERVISORY MANAGEMENT
goal or develops a certain set of skills. This method of training is beneficial since it helps the
trainees to improve their performance by focusing and directing their capability and
converting them into their skill set (Phillips & Phillips, 2016). Most of the organizations
usually deliver this method with the help of an immediate supervisor or manager. However,
some organizations hire professional external coaches to train the new employees or trainees.
In this training method, the coaches are trained to deliver specific individual coaching
sessions to the trainees in order to meet the individual needs by following of the techniques in
case of setting clarity as well as standards, in the goals. This training technique also involves
the process of learning, feedback, and evaluation (Clark, 2014). However, coaching is
significantly quite different and should not be confused with mentoring.
The third method of training is mentoring. This method of training is a more of a
general form of advice and guidance over the career development program. This training
module is about the development of the relationship between an experienced mentor and a
mentee, who is guided in order to develop their knowledge and allow progress in career
(Phillips & Phillips, 2016). A mentor is not usually an immediate supervisor or the manager
within the organization who offers the privilege of freely expressing the views and opinion
without any sort of hindrance, who in turn would be nurturing to the concerns and offer the
opportunity to vent unrestrictedly and support in achieving the goals.
With these training methods, Citigroup can hire and train its employees using these
methods as the primary tools for employee grooming. An effective model that can be
recommended to evaluate the efficiency of the training is the Kirkpatrick Model of training
evaluation. This model is a universal standard for the evaluation of the effectiveness of
training (Posavac, 2015). It considers the value of any type of training, both formal and
informal across all the four levels. The first level is the response that participant gives
towards the training with the final level of evaluation being the final conclusion if the training

5ADVANCED SUPERVISORY MANAGEMENT
had a positive impact on the trainees or not. Dr. Don Kirkpatrick created this model of
evaluation (Clark, 2014). This model of evaluation is highly effective and in order to
maximize the output, this model can be implemented both before and after the training
sessions in an organization. Therefore, considering one highly effective and efficient method
of evaluation the Kirkpatrick model is heavily recommended.

6ADVANCED SUPERVISORY MANAGEMENT
References
Clark, R. C. (2014). Evidence-based training methods: A guide for training professionals.
American Society for Training and Development.
Ford, J. K. (2014). Improving training effectiveness in work organizations. Psychology Press.
Phillips, J. J., & Phillips, P. P. (2016). Handbook of training evaluation and measurement
methods. Routledge.
Posavac, E. (2015). Program evaluation: Methods and case studies. Routledge.
Schuler, H., Farr, J. L., & Smith, M. (Eds.). (2013). Personnel selection and assessment:
Individual and organizational perspectives. Psychology Press.