NatureCare: Comprehensive Report on Risk Management and Staff Training

This report, prepared by a student, analyzes the effectiveness of staff training and risk management strategies within NatureCare. The report begins with a review of a staff survey, highlighting the need for leadership training, on-the-job mentoring, and a balance of theoretical and real-world knowledge. It emphasizes the importance of open communication between employees and supervisors and the application of learned skills. The report also identifies the need for technical skills development alongside managerial skills. The document includes email correspondence, meeting minutes, and a risk management action plan, detailing risk descriptions, likelihood, impact, recommended actions, resource requirements, and monitoring processes. The report concludes with an evaluation of training options, a short report to the CEO, and a discussion of achievements and areas for improvement. This report is a comprehensive analysis of risk management and staff training, providing valuable insights for organizational development.

Running head: MANAGE RISK
Manage Risk
Name of the Student
Name of the University
Author Note

2MANAGE RISK
Review and Analysis of Survey
One of the staff member insisted in the fact that leadership training and on the job mentoring
is highly required because here the candidates can receive the knowledge which is both
theoretical and real-world. Teller (2013) mentioned the fact that on the job training holds
many merits and it is considered as the most effective means of learning a trade as well as
making the transition from apprentice. However, it can be added that on the job training on
leadership should not be the only way or mean of providing training to the management
teams or the training for staff skills development. It has been identified that one of the
members have stated that theoretical learning was interesting but when providing training for
leadership skills development, the organizations should be aware of the fact that candidates
learn the real-world facts and findings equally.
It is certain that learning sessions at a stretch for a long time could make candidates lack
interest in the programs. Bromiley et al. (2015) mentioned that all training methods should be
about learning and application. This means in the middle of training method, it is highly
effective for the trainers to give a halt in the middle so that candidates receive time for the
applications of the knowledge and skills that they have learned. Once they are able to apply
the skills and knowledge, the next step can be achieved. It has been identified that one of the
employees in the survey has mentioned the fact that they find it difficult to communicate with
their supervisors during the training. Thus, it would be wise for managers and supervisors to
be receptive in nature especially when the staff are provided with training. During the
training, an open communication should developed so that employees can communicate with
the supervisors or the managers about the issues they face during their training. If there is no
proper communication between the employees and managers, the eventual results of training
would not be effective.

3MANAGE RISK
The survey members are more inclined towards the applications of the knowledge and skills
that they have mastered in the training sessions. So, to speed up the process of learning, it
was suggested that training providers should be aware teaching both –theoretical knowledge
and real-world knowledge. Moreover, it has also been identified that entire training method
and programs are based on the managerial skills only. Organizations or the training providers
are completely ignoring technical skills of the candidates. NatureCare is supposed to apply
technology to speed up the operational areas but its existing employees do not have adequate
skills to meet this goals.
Thus it can be added that organisations should focus more on the technical skills
besides the managerial skills. It is particularly noted that technical skills are highly effective
for manufacturing sector. Moreover the employees with the technical skills are better at
multi-tasking especially, in challenging and complex environment. Furthermore, it has been
noted that some employees do not have an appropriate idea about what they are going to learn
because one of the employees in the survey mentioned that the individual is happy, he/she is
not interested in anything else. This response indicates that respondent is not much interested
in the training process. To encourage employees about learning, supervisors should
communicate with the employees about the importance of training.

4MANAGE RISK
References
Bromiley, P., McShane, M., Nair, A. and Rustambekov, E., 2015. Enterprise risk
management: Review, critique, and research directions. Long range planning, 48(4), pp.265-
276.
Teller, J., 2013. Portfolio risk management and its contribution to project portfolio success:
An investigation of organization, process, and culture. Project Management Journal, 44(2),
pp.36-51.