Training Consultation Report: Small Business in UAE Market

This report offers a comprehensive training consultation for a small business, addressing key aspects of strategic training and development. It begins by providing consultation following the strategic training process, identifying training needs and proposing solutions. The report then delves into the forces impacting training, such as cost and resource limitations, and suggests mitigation strategies, including employee engagement and needs assessments. A detailed training program is designed, outlining objectives, duration, venue, and a structured training schedule with various activities and resources. The program focuses on improving customer management and employee engagement. Finally, the report highlights the importance of strategic training in small businesses, emphasizing its role in enhancing employee efficiency, customer satisfaction, and overall competitiveness, along with the benefits of strategic training for long-term growth. The report incorporates the provided assignment brief and course materials, offering practical insights and recommendations for the selected small business.

Running head: MANAGEMENT
Management
Name of the student
Name of the university
Author note

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Table of contents
Question 1: providing consultation about training small business by following the strategic
training process................................................................................................................................2
Question 2: Forces that affect training and development in your small business and process to
mitigate this.....................................................................................................................................3
Question 3: Design and develop a relevant training program for your small business...................4
Question 4: Importance of strategic training in small business.......................................................6
References and bibliography...........................................................................................................9

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Question 1: Provide consultation about training small business by following the strategic
training process.
Strategic training and development is almost similar to the strategic planning process. Here,
identifying the needs of the training program, solution is being introduced (Sung and Choi 2014).
In the evaluation process, developing the competencies of the employees, better workplace
environment is being promoted. In the words of Sitzmann and Weinhardt (2018), Training
delivery approaches are very important in the strategic training and development process that can
significantly support the talent management. Strategic training is about the proper utilization of
the human resource. In case of integrating the long term planning and managing the strategies,
this technique is beneficial for both the small and large sized organization.
In the strategic training process, the customized solutions are being provided against the needs
identified in the workplace (Sheehan, Ellinger and Ellinger 2014). In case of promoting the
strategic training program, technology specific skills can be beneficial for the company where
the company can be able to stationary the employee needs and also can properly meet the
business goals. In the strategic training process, knowledge transferring, training event, learning
emphasis, performance result and business results are significantly interconnected with each
other (Noe . and Kodwani 2018. ). Through the alignment between the business and learning
goals, overall business impact can be measured in the workplace. By continuing this, it can be
said that delivering the standard approaches, the strategic learning process can design the
standard leadership plan that can generate better culture. Therefore, following the strategic
learning process, mission and values of the company can be properly explained to the employees
that can improve the outcomes.

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Maintaining the four stages, strategic training process is being maintained. The first stage is
about business strategy where mission values and goals are included. For the particular
organization. While developing the strategic training program, strategic goals of the company for
developing the particular program can be shared. The major benefits of the strategic training
process is here developing the diversified learning portfolio, the book store can improve its
customer satisfaction. By continuing this it can be said that while developing the training and
developing activities, the mandatory requirements can be added such as increasing amount of
customer satisfaction employee efficiency, proper delivery process and knowledge sharing
process. In the evaluation process, use of metric value of the training program can be increased
(Momin and Mishra 2015). Through the performance improvement process, Knowledge and
Faith Bookshop can be able to reduce the customer dissatisfaction rate and it can help to retain
employees.
Question 2: Forces that affect training and development in your small business and process
to mitigate this.
In case of small business like Knowledge and Faith Bookshop, due to improper management
structure, the implementation process become quite challenging. It is true that cost is an
important force that can promote the effective training plan in the workplace, which can
influence the training standard in the workplace (Keep and Storey 2014). Especially in case of
small organizations, it has been identified that lack of adequate resource can create challenges
for the owner to promote effective training program. In vase of book store, customer
management and customer satisfaction are the two important strategic elements that can generate
the better sales. In that case, increasing the employee efficiency, it is important for the owner to
appoint the efficient trainer for the process. In this case, due to the limited budget, sometimes it

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becomes quite challenging to implement the training program in better manner (Falola, Osibanjo
and Ojo 2014). The inadequate training resources, can be the influencing factor while controlling
the training and development process in the small business. In some of the cases, lack of
employee engagement and selection of wrong training method, the negative output cab get
generated.
In order to deal with the above challenges, it is important for designing the training program
collaborating with the business strategies. In this particular organization employees are not aware
of different skills which are needed to be managed (Clarke and Higgs 2016). Educational
opportunities can be provided for gaining the actual benefits of the training program. Need
assessment can be conducted for understanding individuals need. Cost structure needs to be
improvised for providing the better training plan for the employees. In case of improving the
training efficiencies, strong evaluation program needs to be adopted. By continuing this, it can be
said that developing a standard learning environment can increase the employee motivation.
Introducing such initiatives can properly generate growth of the employees in the particular store
that can promote better revenue in the company.
Question 3: Design and develop a relevant training program for your small business
Analyzing the situation in the particular organization, it has been identified that lack of
understanding regarding the customer management and employee engagement is the important
areas where the improvement is needed. Ensuring the employee engagement designing the self-
assessment training program can promote the better outcome in the Knowledge and Faith
Bookshop.
Training objectives

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 To improve the customer management system.
 To analyze the needs of the employees for understanding their strength as well as
weaknesses.
Duration: 2 months
Venue: workplace
Participants: New joiners and existing employees.
Training design and delivery
Days Topic Training method
Day 1 to day 12  Start with the formal
introduction.
 Share the objectives
from the training
program
 Understand the
expectation of the
employees from the
program
 Communicate to
understand their needs
 Group discussion
 Interactive
 Lecture
Day 13 to 26  Discuss items that will
be covered during this
period.
 Conflict resolution.
 Effective listening
program
 Demo given for
customer management
 Direct interaction with
the clients
 Group discussion
 Lecture
 Interactive activities
Day 27 to 12  Online training
 Different forms of
publication will be
shared for increasing
knowledge
 Individual activity
 Interactive
 Lecture

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 Improve the search
criteria
 Process improvement
Day 13 to 30  Evaluation of the
process
 Analysis through
monitoring
 Accessing the
customer feedbacks
 Others required
functions have been
added.
 Group discussion
 Lecture
Resources:
Equipment Sources Other items
Projector for the presentation
Mic and computer
Internet connection
Training room
Speaker
Chairs
Table
Whiteboard
Market
Online sources
Bookshelf for the learning
material storage
Risk assessment
 While implementing the training program, the employees may not give their full
attention.
 Budget may get failed.
 The developer may face the issues regarding unavailability of the computer systems.

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Question 4: Importance of strategic training in small business.
Strategic training is all about enhancing the efficiency as well as efficacy of the employees that
can help to reach the strategic goal of the organization. Like every large sized organization, small
organizations need to focus on adopting the strategic training initiatives for enhancing the skills
of the employees for ensuring the better customer satisfaction. It helps to provide the necessary
tools to the employees that can indirectly influence the values of them. This initiative can
significantly contribute in identifying the underperforming employees (Bell et al. 2017). Based
on the performance review collected through the strategic training process, strong workforce can
be prepared by the company. On the other hand, in order to get the long term benefits in the
company, this initiative can generate better engagement of individuals that can not only
improvise the performance process but also it can contribute in developing the creative culture in
the workplace.
It is true that the strategic training and development process is beneficial for increasing
workplace competitiveness that can promote the valuable skills in the workplace (Baldwin and
Magjuka 2014). It helps to maintain the balance between employee work life balance and the
workload. In some of the training program, employees get the additional benefits while learning
the skills. Especially in case of small organizations, surviving in the competitive business
environment it is very important for promoting the efficiency. In that case providing the valuable
experience to the customers, this training initiative can enhance the competitiveness of the
employees that contributes in generating the betterment in the long run.
Strategic training and development plan brings both the personal and professional growth in the
workplace (Willcox et al. 2015). It is true that improving the efficiency it helps to enhance the
effectiveness and quality of performance, the strategic training and development process

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promotes the better impression to the customers that can put the company in the better place in
the market.
Especially in case of Knowledge and Faith Bookshop, strategic training can improve the team
efficiency that helps to maintain the collaborative approach in the workplace. Well trained
worker can speed up the production and workflow. Better workplace culture can help to develop
thee strong employee morale that can help to gain the employee loyalty. It reduces the turnover
rate and make the succession planning process easier.

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References and bibliography
Baldwin, T. and Magjuka, R.J., 2014. Organizational context and training effectiveness.
In Improving training effectiveness in work organizations (pp. 111-140). Psychology Press.
Bell, B.S., Tannenbaum, S.I., Ford, J.K., Noe, R.A. and Kraiger, K., 2017. 100 years of training
and development research: What we know and where we should go. Journal of Applied
Psychology, 102(3), p.305.
Clarke, N. and Higgs, M., 2016. How strategic focus relates to the delivery of leadership training
and development. Human Resource Management, 55(4), pp.541-565.
Falola, H.O., Osibanjo, A.O. and Ojo, I.S., 2014. Effectiveness of training and development on
employees' performance and organisation competitiveness in the nigerian banking
industry. Bulletin of the Transilvania University of braşov, 7(1), p.161.
Keep, E. and Storey, J., 2014. Corporate training strategies: the vital component. Storey, J.‘New
Perspectives on Human Resource Management (Routledge Revivals)’Routledge: London,
pp.109-125.
Momin, W.Y.M. and Mishra, K., 2015. HR analytics as a strategic workforce
planning. International Journal of Applied Research, 1(4), pp.258-260.
Noe, R.A. and Kodwani, A.D., 2018. Employee Training and Development, 7e. McGraw-Hill
Education.
Real, Juan C., José L. Roldán, and Antonio Leal. "From entrepreneurial orientation and learning
orientation to business performance: analysing the mediating role of organizational learning and

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the moderating effects of organizational size." British Journal of Management 25, no. 2 (2014):
186-208.
Sheehan, M., Ellinger, A.E. and Ellinger, A.D., 2014. Leveraging human resource development
expertise to improve supply chain managers' skills and competencies. European Journal of
Training and Development.
Sitzmann, T. and Weinhardt, J.M., 2018. Training engagement theory: A multilevel perspective
on the effectiveness of work-related training. Journal of Management, 44(2), pp.732-756.
Sung, S.Y. and Choi, J.N., 2014. Do organizations spend wisely on employees? Effects of
training and development investments on learning and innovation in organizations. Journal of
organizational behavior, 35(3), pp.393-412.
Willcox, M.L., Peersman, W., Daou, P., Diakité, C., Bajunirwe, F., Mubangizi, V., Mahmoud,
E.H., Moosa, S., Phaladze, N., Nkomazana, O. and Khogali, M., 2015. Human resources for
primary health care in sub-Saharan Africa: progress or stagnation?. Human resources for
health, 13(1), p.76.