Evaluation and Recommendations for Flotation Ltd's Training Program

This report analyzes the training and development programs at Flotation Ltd, focusing on the effectiveness of current practices and providing recommendations for improvement. The report evaluates the approach of the existing training manager, Sam, highlighting his comfort-zone preference and the need for updated, innovative training methods to meet industry demands. It also addresses the importance of training programs for marketing Flotation Ltd's products, emphasizing the need for strategic changes and the integration of technical knowledge sharing. The report suggests that the company should prioritize practical training programs and leverage the expertise of the newly appointed Vice President of HR to enhance training effectiveness, ultimately aiming to improve revenue and market share through well-equipped employees who can represent the organization effectively.

Training and Development
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Answer to Question No. 1
Approach of Sam’s module of training ensures that the attendants must feel
happy and comfortable with his training program. This approach of Sam will
maintain his track record of training personnel in Flotation Ltd clean. He
could be in the comfort zone for his remaining part of service.
Basic objectives of corporate training program are multi- folded. They include
confidence and job satisfaction of employees, increment of self motivation
and efficiencies, ability to capture new technological introduction in the
respective field and self cultivation of innovative power. Training program
can make employees feel their worth as valuable resource to the
organization. This can promote the feeling of excelled deliverance level to
the organization. The training program conducted by Sam is old and not
upgraded in regular manner. (Petryni, 2017)
The introduction of new technology is obvious in every segment of industry
and Flotation is no exception to this. With mere continuation of existing
training program, the purpose of training may not be met without the
introduction of new concepts. Sam’s approach towards trainees are more
stereo-type with minor changes in training manual. Although he presents
himself very friendly to the trainees and obviously they would like it, but the
demand of the industry may attract more from his training program. To
comply with these demands, he must be ready to upgrade himself and
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present his training program in new package which can meet the demand of
the organization and the industry. (R, 2014)
In this context, I would not like to make him part of my organization as
training manager. This is due to his preference of comfort zone preference
without projecting any proactive innovative approach, as required by the
industry and the organization. End of the day, training program ensures
better return from the employees with technological knowledge sharing and
proper application of the same for the benefit of the organization- be it
industry-wise in macro level or financial position of the organization in micro
level.
Benefits of his training program to the employees are to share the basic
knowledge of the organization and industry. Expectation of training program
demands creation of well equipped human resource for the organization. An
upgraded training program can ensure better use of knowledge with
subsequent deliverance.
Answer to Question no. 2
The products of Flotation Ltd are life jackets and other flotation materials.
The company has to market these products for sale. This activity needs good
training program as the trainees are representing the organization and its
products to make the target audience understand the utility of those and
how they can add value to their requirements. (Saks & Haccoun, 2016)
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The objective of training is also fixing the strategies of training. Basic
purposes of extending training programs to the employees are multi-folded.
Training program strategies can ensure to maintain a competitive
opportunity in the industry. The organizations are focusing on training
programs to ensure proper deliverance of targets and development of skills
for future assignments. Training programs are not only meant for trainees,
but should include training for supervisors to facilitate the purposes of
customer service, with emphasis on risk management and performance
management by coaching to ensure career building. (Zaineb, 2011)
So far the training program of Floatation Ltd is concerned; it is more a
routine performance. This program is not meant for latest technical
knowledge sharing; instead it is insisting more on the continued process of
basic training. This program is based on the basic strategies of training
program which is continued for last decades. Now it is the time for change of
strategic outlook to ensure better market share. For this purpose, new Vice
President, HR has been introduced to bring the fresh blood in the HR
department, which includes training performance as well.
Suggestions for more strategic training programs may prioritize the need of
practical training program of the products with the technical knowledge
sharing of the products. These features can add more competitive edge for
the organization under the supervision of the newly recruited Vice President
of HR department. Ultimately, all businesses are looking for more revenue
and subsequent profit resulting to sustainable market share, and these can
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be ensured through strategic training program for the employees, who
represent the organization to the target audience.
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