Strategic Training and Development Report for Al Naqaa Company

This report presents a comprehensive analysis of strategic training and development for Al Naqaa, a bookkeeping and taxation company in Dubai. It begins by outlining Al Naqaa's mission, values, and goals, followed by strategic training initiatives such as diversifying the learning portfolio, improving ...Read More

Training and development

Training and development 1
Contents
Strategic Training and Development Process........................................................................................2
Business strategy...............................................................................................................................2
Strategic training and development initiatives...................................................................................2
Training and development activities..................................................................................................3
Metrics representing the value of training.........................................................................................3
The forces affecting training and development in business...................................................................4
Design and develop a relevant training program for business................................................................4
Important strategic training and development initiatives in business.....................................................5
References.............................................................................................................................................7

Training and development 2
I have been hired as a training specialist in Al Naqaa which is a bookkeeping and taxation
company based in Dubai. I have been appointed to offer consultation on the training.
Strategic Training and Development Process
Business strategy
 Mission: The mission of Al Naqaa is to simplify tax and offer the best possible
accounting and taxation service.
 Values: Al Naqaa id committed to the communally beneficial relationship based on
integrity, responsibility, and commerciality. Other values identified are
communication, enthusiasm, and enjoyment.
 Goals: The goal of the company is that everybody prospers.
Strategic training and development initiatives
 Diversify learning portfolio: Al Naqaa will expand the portfolio of the company and
make use of the technology. The initiatives should be taken by the training specialist
like the internet for training and enablement of informal learning. The employees will
also be provided with personalized learning prospects. Other than this, advanced
training will be provided to non- executive employees.
 Improve customer service: As a training specialist, it is suggested to enhance
customer service. It can assist in making sure that the employees are having product
and service knowledge along with the interaction required to communicate with the
customers. It should also make sure that the employees comprehend their roles and
decision-making consultant.
 Accelerate the pace of employee learning: A high-quality learning solution will be
provided. The time will be minimized to advance training programs. There will also
be the accessibility to the learning resources as per the necessity.
 Capture and share knowledge: The training and development have the capability in
addressing employee’s requirements in the job with growth opportunities. The
perception and information from the conversant employees should be established. The
information will be sustained and stored rationally. The methods will also be used to
make information accessible such as websites, resource guides and more.

Training and development 3
Training and development activities
 Use web-based training: The web-based training in Al Naqaa like task redefinition
will be used to generate changes in the managers’ and staff’s roles and job
accountabilities.
 Make development planning mandatory: The development is generally regarded as
wide and ongoing multi-faceted of the activities. The development planning in Al
Naqaa will comprise orienting concerning a role, training in the extensive variety of
areas, coaching, ongoing training on the job, mentoring and forms of self-
advancement.
 Develop web sites for knowledge sharing: The website inclusively guides what is
good for the employees than what is profitable for the company. The websites have a
role in the design, delivery, and management of learning and advancement.
 Increase the amount of customer service training: Al Naqaa will offer training to
inspire employees so that they can solve problems on their own. The rigid structure
should be ignored. The employees should be encouraged for active listening so that
their problems can be solved actively.
Metrics representing the value of training
 Learning: Kirkpatrick model will be implemented in Al Naqaa. This model is
executed in four levels such as reaction, learning, behavior, and results. At the level
first that is the reaction, participants engage themselves and find relevancy in the job.
The next learning level defines the degree to which employees can acquire the
knowledge, skills, and commitment on the basis of their participation in the training
(Bell, et al. 2017). The behavior level states the degree to which employees apply
what they have attained during the training after coming back on the job. The results
are all about the degree to which the targeted customers occur as a consequence of
training.
 Performance improvement: The metrics which can be used for the performance
improvement are the Balance scorecard.it comprises employees trained, training costs
and training costs per hour. The Balance scorecard is effective in tracking and
measuring the learning of the employees. The performance of Al Naqaa will also be
measured by the quarterly metrics measuring business alignment and employee
relations (Cifalinò and Lisi, 2019).

Training and development 4
 Reduced customer complaints: The training is linked to enhancing the customer
service internally and externally. The customer surveys can be used by Al Naqaa to
check the effectiveness of training.
 Reduced turnover: The metrics represent the combination of sales numbers,
operational competence and customer service. The solid training program can
eventually result in generating revenue for Al Naqaa.
 Employee satisfaction: The immediate results of the training can be measured through
smile sheets as it results in what took place in the training session. The end-user
surveys are quite effective in proving efficiency with the management (Bournois,
Chauchat, and Roussillon, 2017).
The forces affecting training and development in business
HRM practices: The management activities concerning investment in performance
management, staffing and compensation. Al Naqaa is affected by the strategy employed for
HR practices such as staffing strategy and human resource planning.
Staffing strategy: The staffing strategy can be used to deal with the forces affecting training
and development. It is about the decisions of Al Naqaa to select employees and the desired
mix of employee skills and statuses.
Human resource planning: While planning human resources, two aspects will be focused
such as assignment flow and supply flow. The assignment flow is utilized to make promotion
and assignment decisions. On the other side, supply flow is used by Al Naqaa to attain human
resources to occupy open positions (Records and Pitt, 2020).
The extent of unionization: The scope of unionization is consistent in training and
development. The unionization progressively can serve as a useful training partner in Al
Naqaa.
Staff involvement in training and development: The staff involved in training and
development in Al Naqaa results in enhancing employee performance, guiding weaknesses,
enhanced employee satisfaction and morale, consistency, increasing productivity and reduced
employee turnover.
Design and develop a relevant training program for business
The relevant training program for Al Naqaa will comprise:

Training and development 5
Comprehend the benefits of employee training: The relevant training program not only assists
Al Naqaa in retaining talented individuals but paying, but the employees can pay themselves
by refining and competent workplace.
Initiate employee advancement before it’s required: The employee development program can
be helpful to the company. Al Naqaa is having different departments which can be tackled
with the cross-training (Noe and Kodwani, 2018).
Plan ahead and carefully: Thoughtful planning has a great role in making the training
program successful and beneficial to the employees of Al Naqaa as well. The danger of
uncertain and unhelpful programs can be avoided by undertaking an inventory of the
company.
Deliberation of the tools and programs required: After deciding the framework of the
employee’s training program, it is required to fill the frame with the right content. It will be
suggested to Al Naqaa to feature guest speakers to train employees in their expertise area.
Execute and measure success: The success of the relevant training program is critical for the
success of the company. It should make sure that the employee’s progress us recorded in
some way and by viewing results (Grossman and Burke-Smalley, 2018).
Important strategic training and development initiatives in business
Centralized training: Training and development have a critical role in the business strategy.
The centralized training is comprised of all the training and development programs, resources
and individuals in the same location. The centralized training makes sure greater alignment
with the business strategy, metrics, monitoring, delivery, and precise initiatives (Lund, Byrge
and Nielsen, 2017).
Faculty model: The faculty model includes training specialty areas like safety training,
quality training, leadership advancement, safety training and technology, and computer
systems. This model eases the training plans to create the content and timings of the training
programs relying on the needs and availability of the expertise. It clearly defines the career
paths by initiating detailed training programs on specific skill areas. The faculty model has a
great advantage in the form of the necessity of a minimum level of internal coordination
because most of the responsibility is on the expertise and training personnel.

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Customer model: The customer model comprises of business functions like marketing,
information systems, finance and production, and operations. This model can be used in Al
Naqaa to organize the training departments as per the training requirements (Singh and
Sharma, 2017). It majorly concentrates on the specific group and its requirements for the
better choice of longer runs.
The corporate university model: This model is deliberated as a strategic tool to support the
company in attaining goals by directing activities that leads to individual and organizational
learning. The corporate university model has attained popularity in the competitive business
environment. Al Naqaa can effectively make use of this model in evaluating grants of the
degrees of the employees handling specific tasks.
Outsourcing training: Al Naqaa will be suggested to make use of outsourcing in which an
external company will be used to take whole accountability and control of the training and
development of the activities (Vyas, 2019). The business process outsourcing in this concern
is stated to the outsourcing of business processes like production, HRM and training.

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References
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.
Bournois, F., Chauchat, J.H. and Roussillon, S., 2017. Training and management
development in Europe. In Policy and practice in European human resource
management (pp. 122-138). Routledge.
Cifalinò, A. and Lisi, I.E., 2019. Managing multiple forms of strategic training fit through the
Balanced Scorecard. International Journal of Training and Development, 23(3), pp.240-252.
Grossman, R. and Burke-Smalley, L.A., 2018. Context-dependent accountability strategies to
improve the transfer of training: A proposed theoretical model and research
propositions. Human Resource Management Review, 28(2), pp.234-247.
Lund, M., Byrge, C. and Nielsen, C., 2017. From creativity to new venture creation: A
conceptual model of training for original and useful business modelling. Journal of
Creativity and Business Innovation, 3(1), pp.65-88.
Noe, R.A. and Kodwani, A.D., 2018. Employee Training and Development, 7e. McGraw-Hill
Education.
Records, H.A. and Pitt, R.E., 2020. Teaching digital multimedia as a component of business
education. Journal of Information Systems Education, 14(1), p.4.
Singh, P. and Sharma, N., 2017. Exploring training and development interventions and
strategic issues against the backdrop of organizational development. Asian Journal of
Research in Business Economics and Management, 7(7), pp.21-28.
Vyas, L., 2019. Customization in Civil Service Training: Implications for Outsourcing
Human Resources Management. International Journal of Public Administration, 42(1),
pp.41-54.

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