Jiffy Lube Employee Training and Development Program: A Report

This report analyzes a training and development program for Jiffy Lube, emphasizing the importance of employee training for skill enhancement and adaptation to technological advancements. The report recommends a training program focusing on discipline, time management, and integrity, alongside personality development for superior customer service. The suggested training method is through Massive Open Online Courses (MOOCs), offering cost-effectiveness and accessibility. The report highlights the incorporation of collaboration and professional development as key features to enhance employee engagement and motivation. By fostering collaboration and outlining career growth opportunities, the program aims to improve employee retention and productivity. The report also includes references to relevant literature supporting the training strategies.

Running head: TRAINING AND DEVELOPMENT
TRAINING AND DEVELOPMENT
Name of the Student
Name of the University
Author note

1TRAINING AND DEVELOPMENT
Having a training program for the employees of the organization helps in many ways.
Training helps in strengthening the skills of every employee that needs to be improved (Bell
et al., 2016). This helps in the removal of the weak links from the chain; thus, making the
chain reliable. Training also helps in keeping the employees updated regarding the
technological changes going on and help them in understanding and adapting it (Noe &
Kodwani, 2018).
The training conducting by Jiffy Lube must focus on developing some critical values
of the employees that include discipline, time-management and integrity. The training must
also focus on the personality development of the employees and train them to provide
extraordinary customer service ("jiffylube", 2020).
The technology training method recommended here is through MOOCs, which means
Massive Open Online Courses. This training method has the capability of enrolling masses
with free accessibility to the users through the internet. The operating cost is low, and there is
an availability of diverse topics, each engaging with short lectures within themselves
(Arthanat, Vroman & Lysack, 2016).
The two learning features that would be incorporated in the training program includes
collaboration and professional development of the employee associated with the training
program. Collaboration helps employees in interacting and form connections in the
organization. This would result in employee engagement and make them productive. The
employees must know the career growth option for them if staying in the organization. This
would help in keeping the employees motivated towards the work, and they will more likely
associate with the job for long.

2TRAINING AND DEVELOPMENT

3TRAINING AND DEVELOPMENT
References
Noe, R. A., & Kodwani, A. D. (2018). Employee Training and Development, 7e. McGraw-
Hill Education.
Bell, B. S., Tannenbaum, S. I., Ford, J. K., Noe, R. A., & Kraiger, K. (2017). 100 years of
training and development research: What we know and where we should go. Journal
of Applied Psychology, 102(3), 305.
Arthanat, S., Vroman, K. G., & Lysack, C. (2016). A home-based individualized information
communication technology training program for older adults: a demonstration of
effectiveness and value. Disability and Rehabilitation: Assistive Technology, 11(4),
316-324.
(2020). Retrieved 15 April 2020, from https://www.jiffylube.com/