Comprehensive Training and Development Report for Comfort Delgro

This report provides a comprehensive analysis of the training and development needs of Comfort Delgro, a Singapore-based land transport company operating with a disruptive business model. The report identifies suitable WSQ and non-WSQ training systems for its employees, emphasizing the importance of skills upgrades in line with technological advancements. It includes a training needs analysis, focusing on psycho-motor, navigation, and communication skills, along with personality development and stress management. The report highlights how training can contribute to the achievement of Comfort Delgro's business goals, such as increased efficiency, brand loyalty, and competitive advantage. It recommends the Hamblin Model for training and assessment, evaluating reactions, learning, job behavior, functioning, and ultimate value. Finally, the report outlines the resources required for effective implementation of the training and development program, including financial investments, human resource management, professional trainers, and training facilities.

Running head: TRAINING AND DEVELOPMENT
Training and Development
Name of the Student:
Name of the University:
Author Note:

1TRAINING AND DEVELOPMENT
EXECUTIVE SUMMARY
The main objective of the given report is to undermine the training and development needs
for a land transport company named Comfort Delgro. The concerned company is known to be
headquartered in the region of Singapore and work under the synergy of a disruptive business
model. To fulfill the purpose of the study, the report focuses on determining the suitable form
of WSQ as well as a non-WSQ training system for the mentioned organization. Furthermore,
the report states the training needs analysis for the firm and explains the aspect of how
training would help in the achievement of the desired business goals of Comfort Delgro.
Moreover, the report also proposes the most appropriate training and assessment method that
would be needed in the evaluation of the employees. In this connection, the Hamblin Model
of evaluation is suggested to be the best one for the organization. Finally, the report ends with
the suggestion of the resources that would be required to effectively implement the training
and development program in the concerned organization of Comfort Delgro.

2TRAINING AND DEVELOPMENT
Table of Contents
Introduction................................................................................................................................3
Overview of the Company.........................................................................................................3
WSQ and Non-WSQ Training System......................................................................................3
Purpose of the Training..............................................................................................................4
Training Need Analysis..............................................................................................................5
Role of Training in the achievement of the business goals........................................................6
Training and Assessment Method..............................................................................................7
Resources needed to implement Training..................................................................................8
Conclusion..................................................................................................................................9
References................................................................................................................................10

3TRAINING AND DEVELOPMENT
Introduction
As opined by Hatch (2018), training and development is that part of a business
organization which is considered to be unavoidable as well as a vital part of any productive
business entity. This is because the synergy of training and development significantly
involves the improvement in the effectiveness of the firms as well as all the connected
individual as well as team workers to the same. In this connection, the given report is focused
on explaining the training and development needs for the transport organization named
Comfort Delgro.
Overview of the Company
Comfort Delgro is considered to be a multi-national land-based Transport Company
and is listed in the region of Singapore (Hierro, 2017). The same is known to operate around
46,010 vehicles in a rough of seven number of countries. The company is known to work
with the system of disruptive technology. In this connection, the employees connected to the
concerned company needs to be provided with prior Workforce Skill Qualifications (WSQ)
as well as non- WSQ training programs with regards to perform effectively and efficiently.
WSQ and Non-WSQ Training System
The WSQ training system is known to be a training system generated in the region of
Singapore itself (Ismail & Rasdi, 2016). This training system is known to provide education
and training to the adult workers who are recorded to complement the formal system of
education. WSQ is available for every worker interested in learning and getting trained. The
same does not require any academic qualification. In this concern, the best suitable WSQ

4TRAINING AND DEVELOPMENT
form of training for the employees of the concerned company is recognized to be training
them with the upgraded skills that are needed to work in accordance with the disruptive
technology model. This training would involve a seven-step qualification level process that
starts from getting the basic certificate and ends with the graduate diploma in the course that
would lead to the career advancement of the employees. Thus, the employees will be trained
efficiently to work with the new and advanced innovated technology of disruptive model, and
they would become a certified employee with the Statements of Attainment that states that
the gap that existed in their performance level is filled.
The non-WSQ training system is that system of training which require a candidate to
have a certain qualified degree that would make the same capable enough to indulge into the
training program of the non-WSQ system (Battiste et al., 2016). In this connection, the
employees connected to the organization of Comfort Delgro can opt for the course training
related to the Guest Service Interactive Skills. This is because the concerned company is
recognized as a transport company, and the guests here desires to be served well by the
drivers they are traveling with.
Purpose of the Training
As opined by Hughes et al., (2019), the synergy of providing training to the employees
in any business entity is taken into consideration in the connection that the employees are
motivated and made aware about their required course of action and responsibilities. In this
context, the purpose of training the employees with the WSQ and non-WSQ form of training
connected to the organization of Comfort Delgro are specified as below.

5TRAINING AND DEVELOPMENT
 The WQS form of training system will help in the motivation of the employees who
are not highly educated. They would feel a sense of confidence in themselves to work
with the greater zeal.
 When the employees would have an idea of what activities and how the same are to
be performed, they would sustain themselves longer in the particularly concerned
organization.
 The non-WQS form of training would help in the personal development and skills of
the higher level of employees working in the organization.
 The non-WQS training would also help the drivers in the synergy of getting trained
about the guest service aspects.
 The training and development program will also help in the effective evaluation and
productivity of the employees.
Training Need Analysis
As critically opined by Parkman and Peeling (2017), training need analysis is the
ideology that helps in the identification of the gap that lies between the training that has been
provided to the employees and the needs of training the employees at the current situation.
The training needs analysis is determined to be the initial stage of the process that is
connected to the training and development scenario. The training need in connection with the
concerned organization under discussion here in the paper is specified below.
 The needs of the employees concerning the psycho-motor skills in the concern of
ensuring safe driving.
 Improving the navigation skills of the drivers in the concern of reaching to their
clients as well as navigating the desired destination of the client to avoid confusions.
 Improving communication skills with the passengers.

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 The learning needed for being efficient in personality development as well as the
attitude learning process.
 Handling the physiological stress that is caused to the drivers due to the vigorous
driving throughout the day.
Role of Training in the achievement of the business goals
Bradley (2016), is of the viewpoint that the synergy of providing frequent training and
development to the employees not only helps in increasing the efficiency of the employees
but also in the prior achievement of the desired business goals as well as objectives. In this
connection, the role-play of training in the organization of Comfort Delgro is specified
below.
 Increase in the efficiency in the performance level of the employees will, in turn,
increase the speed of the productivity in the concerned organization and thus would
help in the attainment of better financial gains.
 The synergy of training would also help the concerned organization of Comfort
Delgro to build effective brand loyalty and reputation in the eyes of its potential
customers as well as the end market.
 The fact and factors of training help in the maintenance of the paradigm of the
competitive advantage of the company. As opined by Yunus (2017), the employees
are the ones who are known to carry up the transactions of the business effectively as
well as efficiently. Therefore, gaining a competitive advantage in the business market
as compared to the potential competitors turns out to be the accountability of the
employees at all the levels of Comfort Delgro organization. Thus, the training helps
the employees to become more enthusiastic in their work.

7TRAINING AND DEVELOPMENT
 The aspect of training helps the employees as well as its organizations to remain
focused towards the strategic business objectives, and the same even turns out to be
important in the eyes of the employees, and they work with their greatest zeal and
capabilities to achieve the success in the same.
Training and Assessment Method
Based on the disruptive business model the organization of Comfort Delgro works in,
the most appropriate Training and Assessment Method for the same is recognized as the
Hamblin Model that suggests the five different stages of evaluation of the employees
(Cassano et al., 2019).
Reaction
Measuring the reaction of the trainees during the time they are being trained in the
concern of understanding their mental state towards training. This stage also includes the
measurement of the reaction of the employees towards the content and the methods towards
the learning process they are being provided with.
Learning
The second stage, after analyzing the reaction of the trainees is to evaluate the
learning outcome of them before the training starts for the previous day and after the training
ends for the same day.
Job Behaviour

8TRAINING AND DEVELOPMENT
The third step turns out to be the job behaviour of the trainees after they are shifted to
work. To be specific, this step helps in the understanding of the learning of the trainees that
they transfer to the workplace floor.
Functioning
The functioning of the employees is to be evaluated in the concern of measuring the
effect in terms of the analysis of the cost-benefit.
Ultimate Value
The final step in the training and assessment methods turns out to be the learning of
the employees that affects the wellbeing as well as the profitability of the concerned firm.
Based on the above pieces of illustrations it can be stated that the training methods
help not only in the development of the employees but also in the measurement of the
learning obtained by the employees (Frey & Osborne, 2017). In this context, it can be
explained that this measurement of learning turns out to be valid as well as reliable in the
consideration that the internal consistency of the organization is increased along with the
earning of the cost-benefit ratio. Moreover, the goals and objectives of the organization of
Comfort Delgro would be measured, and thus, the training will help in the synergy of
measuring the validity and reliability of the learning.
Resources needed to implement Training
The process of training cannot be done without proper resources that would be needed to
carry up with the program in an effective and efficient manner (Rossi, Lipsey & Henry,
2018). The same is specified below.

9TRAINING AND DEVELOPMENT
 Investments from the financers of the company.
 Human Resource Managers to understand the needs of the trainees and the existing
employees.
 Professional Trainers.
 Training room.

10TRAINING AND DEVELOPMENT
Conclusion
Hence, to conclude, it can be stated that the concerned organization of Comfort
Delgro has to effectively implement the aspect of training and development program
frequently in the process and plans of the firm. This is because the studies show that every
employee is not learned and effective enough to work with the new and innovative disruptive
kind of business model. In order that the employees are turned effective and efficient in their
performance level, the measurement is to be done with the help of the training and
assessment method.

11TRAINING AND DEVELOPMENT
References
Battiste, V., Dao, A. Q. V., Strybel, T. Z., Boudreau, A., & Wong, Y. K. (2016). Function
allocation strategies for the unmanned aircraft system traffic management (UTM)
system, and their impact on skills and training requirements for UTM operators.
IFAC-PapersOnLine, 49(19), 42-47.
Cassano, P., Tran, A. P., Katnani, H., Bleier, B. S., Hamblin, M. R., Yuan, Y., & Fang, Q.
(2019). Selective photobiomodulation for emotion regulation: model-based dosimetry
study. Neurophotonics, 6(1), 015004.
Frey, C. B., & Osborne, M. A. (2017). The future of employment: How susceptible are jobs
to computerisation?. Technological forecasting and social change, 114, 254-280.
Hatch, M. J. (2018). Organization theory: Modern, symbolic, and postmodern perspectives.
Oxford university press.
Hierro, J. N. R. (2017). Product Design of Managed Services for a Connected Vehicles
Startup.
Hughes, C., Robert, L., Frady, K., & Arroyos, A. (2019). Managing Technology and Middle-
and Low-skilled Employees: Advances for Economic Regeneration. Emerald Group
Publishing.
Ismail, M., & Rasdi, R. M. (2016). Human Resource Development in Malaysia and
Singapore. In Global Human Resource Development (pp. 116-140). Routledge.
Parkman, T., & Peeling, G. (2017). Countering Terrorist Finance: A Training Handbook for
Financial Services. Routledge.