Comprehensive Training and Development Program for Niru & Co.

This report provides a comprehensive analysis of a training and development program designed for Niru & Co., a company specializing in legal services. It begins with an introduction to the company's context, mission, values, and organizational structure, including its hierarchical nature. The report delves into factors affecting learning and development requirements, utilizing SWOT and PESTLE analyses to identify strengths, weaknesses, opportunities, and threats, as well as political, economic, social, technological, legal, and environmental factors. It then examines the organizational culture and its impact on the training program's success. The report also highlights the value that the program adds, such as improved employee skills and productivity, and includes a detailed cost consideration analysis. Furthermore, it discusses the learning requirements analysis, design, delivery, and evaluation of the program, concluding with a summary of its benefits and recommendations. The training program aims to enhance employee skills, knowledge, and overall organizational performance.

Table of Contents
Introduction......................................................................................................................................2
Organizational Context....................................................................................................................2
Factors affecting Learning and Development Requirements..........................................................4
Culture and Structure.......................................................................................................................6
Adding Value...................................................................................................................................8
Cost Consideration...........................................................................................................................9
Learning Requirements Analysis...................................................................................................11
Design............................................................................................................................................13
Delivery.........................................................................................................................................17
Evaluation......................................................................................................................................17
Conclusion.....................................................................................................................................19
References......................................................................................................................................20
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Introduction
In this paper, we will study about the scenario of training and development developed for the
Niru & Co. The organization wants to give training to its new recruited employees so that flow
and consistency of their work can manage effectively. The training and development program for
Niru & Co. employees is created for improve their skills and knowledge and enhance their
productivity. This has been done under the light of certain facts and development theories which
prove helpful in enhancing the quality of training program for the company. Niru & Co. is a
popular company which is established during 2011 ("Niru Pillai | Niru & Co. | ICLG ICLG -
International Comparative Legal Guides", 2017). The main motive behind the development of
training and development program for Niru & Co employees to provide the highest quality of
training in products, services, and tools that will permit the organization further to excel and stay
competitive in the market. With the help of training and development program the staff members
of Niru & Co. able to prepare the future leaders and members that prepared with the right skill
sets and tools or technologies to be self-motivated towards the achievement of greater outcomes.
The trainees that will target under this program is newly recruited individuals. On the other hand,
it is decided that the training program will finish at the cost of $ 11,600. Apart of this, the roles
and responsibilities of training program conductors will determine as per the training
requirements. Therefore, the program will prove quite beneficial for the Niru & Co. to grow
further and gain significant competitive advantages over their competitors.
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Organizational Context
Niru & Co. is a reputed organization that gains popularity due to its specialized expertise in
niche areas of the law like reinsurance, insurance, intellectual property and commercial or civil.
The main motive of the organization behind its quality services is always to offer personalized
partner level service in an affordable or effective manner. It mainly operates both litigation and
advisory work in its practice areas. It delivers the best customer experience due to which it able
to establish itself in the eyes of its customers ("Niru Pillai | Niru & Co. | ICLG ICLG -
International Comparative Legal Guides", 2017). One of the important hallmarks of the company
is that it mainly focuses more towards its original core staff members who have been with the
organization from its beginning. They served as the back bone of the company in order to get
significant success. Therefore, the training and development learning program for the company
will prove effective for retaining the new employees as well as the older ones.
Mission
The mission statement of the organization is to offer the personalized partner level services in
affordable or effective manner. The organization carry or accomplish this by organizing a large
range of training, and learning programs to ensuring that each and every employee will get the
best environment to fulfill their needs and requirements.
Values
The company mainly concentrates on the values of integrity and customer experience in its
working. The core value of integrity helps the company in managing the staff in right direction
and enhance their productivity as well ("Niru Pillai | Niru & Co. | ICLG ICLG - International
4

Comparative Legal Guides", 2017). On the other hand, best customer experience value improves
the working of the company by ensuring its credibility.
Horizontal Integration
Niru and Company can formulate the horizontal integration of the development program by
being in line with its objectives as well as the motives of the staff members. Such horizontal
integration comes with the best environment and growth opportunities for the company as well
as the staff members ("Niru Pillai | Niru & Co. | ICLG ICLG - International Comparative Legal
Guides", 2017).
Factors affecting Learning and Development Requirements
The PESTLE and SWOT analysis of the company highlights the different aspects for the Niru
and Co. which needs to consider while implementing the training and development program for
the efficiency of employees (Anderson, 2016). The following is SWOT analysis factors that
influence its learning and development requirements.
SWOT
Strengths Weaknesses
 Good Reputation
 Long Serving Staff
 Strong Relationship with Clients
 Periodic Internal update training
provided
 Not up-to-date with the latest
technology
 Lots of Manual Filing /Take up space
 Old Furnishings / equipment
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 Attentive Guidance
Opportunities Threats
 Firm Location
 Word of Mouth
 Experience in the field of different
practice areas
 More mid-small Legal Firm making
them known through social media
 Regular Training to keep update to date
– Staying Competitive ("Niru Pillai |
Niru & Co. | ICLG ICLG -
International Comparative Legal
Guides", 2017).
 Modern & Efficient process
 Technologically advanced
From the SWOT analysis, it can be considered that the strengths and opportunities will influence
the learning and development requirement of the company in a positive manner (De Silva, 2015).
It is because strengths will help the company in coming with best learning and development
solution with integration of its core strengths. For example, attentive guidance will help the
company in enhancing the effectiveness of the training and development program. On the other
hand, the weaknesses, and threats will tell the areas where the company requires huge
improvement. Such improvement will further improve the training and development program
efficiency which further comes with the best solution.
PESTLE
Political  Stable Democratic government
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 Mixed Economy
 The Presence of rules and regulations
on the national, regional, and local
level.
Economical  Historical standards
 GDP growth was little bit smaller in
2015 (Flowerdew, 2015)
Social  High Population
 The growth rate of population stands at
close 0.54%
Technological  Greater popularity of information
communication technology
 Use of ICT to offer and procure
services
Legal  Reliable and stable legal system.
 Legal rules formulation by the
government
Environmental  Effective transport network.
 Clean and well-planned environment.
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Culture and Structure
The structure mainly followed by the Niru and Company is hierarchical in nature. It is because
the company follows the hierarchy and defines the roles and responsibilities accordingly
(Jazaieri, 2013). With the help of the below-mentioned figure one can easily understand the
structure of the company:
On the basis of the organizational structure, the training and development program can easily
formulate with greater efficiency. This will ensure the perfect integration of roles and
responsibilities as per the requirement of the training and development program.
On the other hand, the culture of the organization also plays an effective role in determining the
success of training and development program conducted to enhance the skills and knowledge of
the new as well as the old employees (Mitchell, 2013). Furthermore, it can be said that the
culture of the Niru and company is a key factor in the success of the company. In the company,
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the employees are effectively integrated and developed into an organizational culture that
facilitates the fast innovation. Such innovation is in terms of better ideas and management
solutions. While the organizational culture of the company generally contributes to strengths of
the business, it also imposes the challenges and limits to the company. The most important thing
is that, the Niru and Company continuously come with changes in their organizational culture to
adequately match the dynamics of the business environment. Therefore, it can be said that the
environment and culture of an organization are its key success factor that further determines the
success of training and development program. On the other hand, it can be said that the
organizational culture of the Niru and Company is efficient in terms of its key features that
correctly fit within the business scenario (Moldovan, 2016). In the case of Niru and Company,
the following features have been identified in its culture:
 Secrecy
 Moderate Combativeness
 Secrecy
 Creativity
 Top-Notch Excellence
So, it can be concluded that the organization structure is the key importance and strength of
company which further enhances the effectiveness of its organizational culture.
Adding Value
Niru and Co. want its employees to remain productive by making continuous improvements in
their skills and knowledge. So, a training and development program is valuable for them because
it ensures the better enhancement in skills and knowledge of employees by giving them a mean
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to learn and express their feelings and thoughts. Such improvement in skills and knowledge
further enhances skills and knowledge that ultimately enhance the productivity of the company.
Apart of this, the training and development program adds value by enhancing the efficiency of
employees (Mealer, 2014). Generally, it can be said that the effective training program can make
the employees of the company work in an effective manner. With the help of training, they will
gain their confidence, and this can be seen in their results and output.
Apart of this, another thing to which it adds value is a reduction in supervision. It is necessary for
an organization to supervise an employee when he or she works. With the passage of training
and development program, the number of mistakes reduced and efficiency in work starts
improved. On the other hand, the training and development program helps the team in the
management of a good relationship with top executives. This establishes a strong link between
the high performance and low rates of turnover of the company. Apart of this, another value that
will add to the training and development program is an improvement in the moral level. It is the
morale that forces an employee to give their best and comes with better solutions. In a similar
manner, training brings positive attitude among employees that further lead improvement in
motivation level, thereby improving the outcomes of the company (Miles, 2016). So, it can be
said that the training and development program will add a large number of values within the Niru
and Company functioning as well as its outcomes.
Cost Consideration
In order to implement the training and development program, Niru and Company need to bear a
significant cost. Generally, it can be said that the Niru and Company is a continuous growing
environment with a high focus towards the employees and their learning or development.
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Therefore, in order to implement the training and program the company requires subsequent
resources like online training tools and various others (Neville, 2013). The following is the cost
that needs to bear by the company to ensure the proper implementation of training and
development program:
Resources Cost ($)
Educational Resources
 Brochures = 400
 Manuals = 200
 Checklist = 300
 Banners = 300
 Pamphlets =400
1700
Hit Index
 Hit Index Training Session of 2 hours
= 300
 Total number of session = 12
3600
Online Toolkit
 New releases collection time cost =
500
 Drop-in article collection time cost =
300
 Public service announcements
evaluation cost = 500
1300
Video Tools 1700
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 Visual Display Unit Cost = 900
 Latest PC’s = 800
Space
 Per hour cost of Seminar Booking in
Hotel = 300
 Estimate cost of 5 hours = 1500
1500
Others
 Furniture = 400
 Breakfast, Lunch, Snacks, and Dinner
= 1000
 Decoration = 400
1800
Total Cost 11600
The above-mentioned cost analysis represents that the training and development responsible
team needs to spend the cost of 11600$ to implement the training practices within the
organization. The cost can reduce if the management follows a proper control structure and plan
everything in advance. Furthermore, it can be said that the consideration of the associated costs
regarding the training and development is quite difficult due to the dynamic international factors
and environment (Nahum, 2014). Therefore, the above-mentioned cost analysis table is a
glimpse about the potential cost that may involve in the project.
Learning Requirements Analysis
Before conducting the training and development program an analysis of the learning
requirements will perform to understand the potential learning gaps and learning requirements.
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After identifying the potential gap, the training and development program for the Niru and Co.
employees can make it effective and useful. On the other hand, the learning requirement analysis
also ensures that the training and development program will provide the right learning, to the
right people, in right manner, with required quality (Phillips, 2016). Due to this, the management
of Niru and Co. do not only able to reduce its cost and extra time efforts but also able to add
value by make significant improvement in their behavior. In order to evaluate the learning
requirements of employees the following steps will use by the management:
 Survey: The first and the foremost method of learning requirements analysis is the
survey. In order to measure the skills and knowledge of the existing employees, survey
will conduct by using a sample pool of all employees. With the help of survey, the
performance deficiencies have been analyzed which further improved through offering
the necessary training and development opportunity. Survey is performed by preparing a
questionnaire. This gave the idea about the skills and thinking of employees so that
training and development program will conduct accordingly (Pritchard, 2013).
 Determine Desired Business outcomes: On the basis of the survey analysis, the
management of the Niru and Co. can identify the skills and knowledge of existing
employees. Now at this stage, before analyzing a training needs, the employer or
management of Niru and Co. will articulate the training goal. This training goal will
respect to the ultimate objective of the company.
 Link Desired Business outcomes with Employee Behavior: Generally, it can be said
that there a large range of behaviors that are highly associated with the outcomes of
business. These behaviors are mainly associated with the employees like knowing what
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to do, having the capability to do it, and motivation to do it. This will provide a glimpse
about the working of company as well as the behavior of employees (Pedersen, 2014).
 Evaluate Trainable Competencies: On the basis of behavior analysis, the management
of Niru and Co. need to identify the trainable competencies which can further improve by
offering significant training. This can be perform by using the assessments or test
methods.
 Prioritize Training Needs: At this stage the employer have enough knowledge about the
performance gap and competencies of employees. Therefore, here, the management team
of the Niru and Co. should evaluate how many, or what percentage of targeted workforce
requires the training.
 Determine How to Train: After the evaluation or prioritization of the training needs, the
management should evaluate how it can give training to its employees (Puspitasari,
2017). This may be through the classroom, seminar, or university programs training.
Therefore, on the basis of the above-mentioned process the Niru and Co. team do not only able
to find the learning needs but also the competency or performance gaps of employees. Such
analysis will further helps in implementing the training and development program with the
required specifications.
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Design
In order to design the training and development program as learning solution the management of
Niru and Co. can follow the concepts of Honey & Mumford theory. This learning theory will
help the management in fulfilling the motive of learning and development program by focusing
on its best design. The company can design its learning and development program by focusing
on following:
Honey and Mumford Theory
According to this theory, the management of Niru and Co. needs to implement the training and
development program by defining the category of the learners or the employees (Parkay, 2014).
The employees of Niru and Co. may exist in any of the four category mentioned by the Honey
and Mumford. They may Activists, Reflectors, Theorists, and Pragmatists.
 Activists: In this category, the employees who are open minded, and enthusiastic in
nature are included. Such people may impulsive and act first or consider the
consequences afterwards. According to such people, training and development program
should practical in nature. It means that it can be through seminars, and panel discussions
activities.
 Reflectors: These are the people who prefer to stand back and look at a situation from
different perspectives. Furthermore, they are the people who like to collect different
views or information or consider thoroughly before making any decision. Therefore, in
order to give training to reflectors category employees, the company should produce
reports of training benefits and then further conduct the practical session in terms of
university programs and others (Siemens, 2014).
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 Theorists: These are the individuals who like to adapt and integrate the observations into
logically sound or complex theories. Such type of individuals mainly learn through an
activity of practical manner where they can express their thinking as well as understand
others also.
 Pragmatists: The next category of Honey and Mumford Learning theory is pragmatists.
The people of such category have a keen to try things out. Such people can trained
through a practical design of training and development program.
(Sutarto, 2016)
Delivery
Despite the popularity of the e-learning programs, university training program and seminar will
organize to deliver the necessary training to the employees. This delivery method is chosen
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because the seminar and university training program added the features of face to face interaction
which becomes the core factor of efficiency of a training program (Shaban, 2014). Without face
to face interaction, it becomes difficult for an individual to attach himself or herself with the
training session and learn the significant things teaches by them. On the other hand, seminar or
university training program helps the Niru and Co. management in enhancing the interest of the
employees by proper entertainment and giving them a mean to learn interesting or useful things.
Therefore, it can be said that the university program and seminar will conduct to give necessary
training to Niru and Co. employees.
Evaluation
The success and delivery of the training and development program to Niru and Co. employees
will evaluate on the basis of different learning and development theories. These theories are;
Kirkpatrick’s Model, ROE and ROI. The evaluation of the training and development program
delivered to Niru and Co. is following:
Kirkpatrick’s Model
This model is the combination of four different levels. These are; reaction, learning, behavior,
and results. At the first stage of the model, reaction of the trainees regarding the training and
development program and its arrangement are measured significantly (Taylor, 2013). With the
help of their reaction analysis, the management of Niru and Co. can significantly measure how
well the training was received by the employees of organization. At the next stage which is
known as learning, the knowledge and skills that they have gained is measured through asking
potential questions. This gives significant information about the increment in their knowledge
and skills. On the other hand, Behavior stage will give a glimpse about the changes in their
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behavior after attending the training and development program session. At the last stage of
model, the results about the training and development program will analyze by evaluating
feedbacks on every aspect. This gives a glimpse about the success and failure factors or
effectiveness of training program for employees.
ROE
Apart of the Kirkpatrick model, the return on expectations model also prove fruitful for the
company to evaluate its training outcomes. According to this model, the company needs to
compare the success of training session with the organizational objectives (Nahum, 2014).
Success in achievement of organizational objectives automatically represents the effectiveness of
training program.
ROI
Another theory against which the evaluation of delivered training and development can measure
is return on investment. Here, the projected cost of the training program will compare with the
cost of its benefits (Phillips, 2016). If it is higher, the training program will prove effective and
vice versa.
Conclusion
After studying all this, it can be said that Niru and Co. can improve its performance by
conducting a training and development program in favor of its employees. With the help of
organizational context analysis, it can be said that there is a need of training and development
program in order to attain organization vision, and mission statement. Identification of learning
gap supports the need of training and development program importance. Therefore, it can be said
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that training and development program by suing seminar and university program is necessary to
ensure face-to-face learning within a limited time.
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