Developing a Training Program: Discrimination and Diversity Issues

This project details the design of a training program focused on addressing discrimination and promoting diversity within a multinational organization. It begins by highlighting the significance of managing diversity in modern workplaces and the detrimental effects of discrimination on employee morale and turnover. The case scenario involves a toy company, Doll House, facing declining sales due to communication issues among its diverse workforce, particularly between Australian and Ghanaian employees. A needs assessment identifies the necessity for improved communication and collaboration, involving stakeholders like employees, shareholders, and customers. The program objectives, aligned with Bloom’s Taxonomy, aim to enhance communication skills, cultural understanding, teamwork, and continuous improvement. Delivery methods emphasize language training, employee engagement activities, and cultural immersion to foster a more inclusive and effective work environment.

Running head: EMPLOYEE LEARNING AND DEVELOPMENT
Employee Learning and Development
Name of the Student
Name of the Assignment
Name of the Instructor
Date of Submission
Name of the University
Author Note

1EMPLOYEE LEARNING AND DEVELOPMENT
Introduction:
The chosen topic for the training program is the discrimination and diversity. The
impact of the diversification in the workforces of the modern organization is seen to be
significant. The concept of recruitment and the selection of the employees in the modern
business context is seen to be different. The only parameter that the modern organizations
consider in recruiting employees is the level of competency and the availability of the
required skills in the employees. Under such case, the modern organizations are seen to
recruit individuals of different culture and the societal values only on the basis of the qualities
and the skills. However, the concept of diversification of the employees is seen to face the
impact of the discrimination where the certain sections of the workforces are partially judged
(Lawson, 2016). The basis of the discrimination among the members of the organization is
usually seen to be the urge of a section of the authority who are involved in unethical
business conduction and in favouring a section of the employees partially (Baert, 2018). The
discrimination among the members of the organizations is seen to significant in demoralizing
the employees and is a crucial responsible for the increment in the turnover rates of the
employees (Flint & Snook, 2014). As the organizations are focused in retaining the
employees who are capable of producing the desired quality in their services, the impact of
the discrimination is seen to be notable and is in need to be addressed as well. Hence it
becomes significantly important for the HR professionals to deal with it in order to provide a
better working environment to the employees of the organizations.
Case Scenario:
The modern business organizations are observed to face notable amount of difficulties
in managing the employees of different culture, values and societal beliefs. Specifically the
communication with the other members of the organizations and the customers of the

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organizations become vulnerable in cases where the employee serving the customers is not
from the host nation culture. Hence it is pretty evident that the confusion amongst the
members of the organization or between the employees of the organization and the customers
has the possibility to affect the organization and the sales of it in a detrimental manner. The
importance of the issue for the HR managers is pretty visible in terms of developing
normalcy inside the organization.
One such case happened with a toy company named Doll House. The company was
based in Brisbane, Australia. As the company was a multinational organization and a global
market leader of the doll manufacturing industry, the workforce was observed to experience
notable amount of representation of the employees belonging to different countries. At the
same time, the company’s aim of retaining and recruiting quality employees was a key
triggering factor in the recruitment of the employees of different cultures as their skill were
the main criteria for consideration. However it is seen that the company was starting to lose a
major share of the market from the start of the 2017 and in the midterm of the year, the
decrement in the sales of the company were pretty evident. During that time, a small section
of employees belonging to African country, Ghana were also present in the workforce. 65 of
the Ghanaians were considered to be the minority section in the Australian workforce and
were seen to face notable amount of issues in communicating with the other sections of the
workforces and the customers of the company owing to the differences of the culture and the
language. However it is seen that 12 out of the 65 Ghanaians who worked in Australia
before were communicating in a notably efficient manner. In spite of that the line
managers of the organization reported to the higher level management of the
organization that the absence in effective communication from the part of the Ghanaian
workforce was the major reason of such significant decrement of sales. However, it is
seen that majority of the Australian workforce were also unable to communicate in an

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effective manner and that contributed to the generation of the dissatisfaction as well.
But the line managers of the organization were seen to blame the minority section of the
workforces only in their report to the senior level management. Hence it portrays an
attitude of discrimination towards the African unit. The company conducted a divisional
evaluation that cleared the picture for them and contributed to the decision of them of
conducting a training session for the improvement of the employee engagement and the
effective collaboration between the minority and the majority section of the organization.
Needs Assessment:
As mentioned above, the change that is much required in the organization is the
effective communication amongst the various sections of the organization so that the
collaborative work of employees earn larger profits for the organization. Adding to this, the
development of the communication and interaction of the employees who belongs to the
different cultures, with the customers of the organization was much required as well to make
sure that the wide range of queries of the customers are met effectively. The change was also
much required to make sure that the customers of the organization are satisfied with the
performances of the employees of the organization. The participants or the learners of the
programme will be the employees of the organization including both the African and
the Australian unit. The employees of both the section who are unable to perform
efficiently owing to the differences of the culture and the language are the participants
of the training programme. The possible causes of the gap between the current situation
and the desired outcome is the lack of interest of the employees in cooperating with the other
sets of employees along with that, the level of dissatisfaction that is generated between both
sets of employees owing to the issue of the cultural differences and the diversity was seen to
be key factor as well.

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In order to make sure that the training programme is effective for the employees of
the organization, the integration of the stakeholders like the employees will be much needed.
The employees of the organization are in need to be involved in the case as they are the
concerned people for whom, the training programme is designed. They are in need to be
involved as they training programme is designed to help them recover their incapability in
effective communication and the in production of strong team performances. The
shareholders of the organization are in need to be involved to make sure that they be well
aware of the techniques that is employed in the recovery of the sales of the organization and
along with that they are in need to be communicated regarding the progress of the training as
well (Konings & Vanormelingen, 2015). The customers of the organization are in need to be
involved in the process through effective marketing communication to express the company’s
awareness regarding their concern in purchasing the services of the company. This will
certainly improve the corporate image of the organization.
The methods for the collection of the data will be interviews and questionnaire as
that will be of great significance in knowing the individual incapability of the employees
both in qualitative and quantitative manner. The questionnaire has the advantage of
providing the written documentation of the concerns of the employees. However the
method might also influence the employees in not expressing the correct information
regarding the incapability owing to the issue of shyness in case of the interview. On the
other hand, the inappropriate fill up of the questionnaire by both sets of employees had
the opportunity to result in the faulty assessment of the concerns of the employees.

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Objectives:
LO1:
To identify the effective mode of communication that will eradicate the
communication gap between the both sets of employees.
LO2:
To understand the emotions, culture, societal beliefs of the employees that will
contribute to the effective communication amongst the employees.
LO3:
To implement the knowledge that is gained from the training and the developmental
activities that will contribute to the effective team work.
LO4:
To analyse the faults and positives that developed from the on job implementation of
the activities and perform the further studies that will help the individuals to improve their
skills and the competencies in communicating and interacting with the other employee and
the customers.
In accordance to the Bloom’s Taxonomy, the Learning objective 1 is in alignment
with the identification verb and level, the following learning objective satisfies the
understanding verb and level (Assaly & Smadi, 2015). Along with this, the learning objective
3 is in alignment with the applying verb and level and the final objective satisfies the
evaluation verb and level of learning.

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The order of the learning objectives is conducted in a manner which increases the ease
in the learning and the effectiveness of the process. The identification of the techniques or the
tools that can be used in the improvement of the knowledge of the trainees produces the base
for the effective understanding of the methods and the implementation of them into the on job
training sessions (Noe et al., 2017). With the formation of the second learning outcome,
the effective understanding of the emotions and the cultures of the colleagues and the
customers of the organization has significant potential for the improvement of the
diversification and the effective communication which can lead to the increased
efficiency of the organization. The third learning outcome is decorated for the
implementation of the understanding that were generated from engagement activities. In
connection to the fourth learning outcome, the analysis of the mode of implementation
enables the employees to gain the idea of the positives and the negatives associated with
their operations. The positives are the building block for the employees to achieve
further improvement. However, the negatives are needed to be effectively managed in
order to make sure that the detrimental impact of them does not lead to faulty
operations from the part of the employees.
Delivery Methods:
The training is expected to increase the competency of the employees in effective
communication with the culturally diverse sets of employees and the customers and at the
same time, is expected to mitigate the concern of the Ghanaian employees regarding the
discrimination as well. The employees are in need to learn the procedure for the effective
communication and interaction with precise consideration of the cultural values and the
beliefs of the other individuals. 55 of the Ghanaian unit and approximately 123 of the
Australian unit who were identified by the senior level management of the organization with
notable amount of inefficiency in effective communication and managing the customers,

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were in need to be trained. Primarily the program needs to be conducted twice a year and the
first occurence of the training will take place within two months’ time as the company is
expected to urgently manage the issue to recover their sales. The effective implementation of
the training is expected to increase the efficiency and the effectiveness in their team work to
generate higher levels of customer satisfaction. The required resources are the language
trainer for the employees who will be able to educate both sets of employees regarding the
language of the other employees. Along with that, the internal resources of the organization
will be sufficient to meet the needs of the employee engagement activities. Adding to this, the
access to the Ghanaian unit to participate in the cultural activities of the Australian unit will
also be a significant need of the organization.
The delivery method for the training session will be blended delivery and the chosen
option for the delivery is the on job training. The company is not in the condition to suspend
their operations for the training sessions and that is the prime reason behind the choice of the
on job training. The on job training will enable the employees to gather the knowledge of
the practical implementation however, the training will also be vital for the organization
as the consequences of the faults of the employees will significantly cost the generation
of the profit of the organization (Foster, 2014).

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References:
Assaly, I. R., & Smadi, O. M. (2015). Using Bloom's Taxonomy to Evaluate the Cognitive
Levels of Master Class Textbook's Questions. English Language Teaching, 8(5), 100-
110.
Baert, S. (2018). Hiring discrimination: an overview of (almost) all correspondence
experiments since 2005. In Audit studies: Behind the scenes with theory, method, and
nuance (pp. 63-77). Springer, Cham.
Flint, S. W., & Snook, J. (2014). Obesity and discrimination: The next ‘big issue’?.
International Journal of Discrimination and the Law, 14(3), 183-193.
Foster, J. (2014). Ready to work: Job-driven training and American opportunity.
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.
Lawson, A. (2016). European Union non-discrimination law and intersectionality:
investigating the triangle of racial, gender and disability discrimination. Routledge.
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2017). Human resource
management: Gaining a competitive advantage. New York, NY: McGraw-Hill
Education.