Kaplan University: Training and Development Report for Comfort Delgro

This report provides a comprehensive analysis of training and development strategies for Comfort Delgro, a transportation company. It proposes suitable WSQ (Workforce Skills Qualifications) and non-WSQ training programs, outlining the rationale and purpose of each based on the evolving business environment and industry needs. The report reviews the training needs analysis, detailing proposed learning outcomes aligned with business goals. It further suggests appropriate training and assessment methods, ensuring alignment with learning objectives and the validity and reliability of learning measurement. Finally, the report delineates the resources required to implement the proposed training programs, including investment considerations, and provides a detailed conclusion emphasizing the importance of continuous learning and development in the transportation industry. The report covers key aspects such as training analysis, learning outcomes, assessment methods, and resource requirements for successful implementation.

Running head: REPORT
Training and Development
Name of the Student
Name of the University
Author’s Note

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Table of Contents
Introduction......................................................................................................................................2
Comfort Delgro WSQ training........................................................................................................2
Comfort Delgro Non-WSQ training................................................................................................3
Training purpose..............................................................................................................................4
Training analysis and learning outcomes........................................................................................4
Methods of Assessment and Training..............................................................................................5
Knowledge-based Assessment Methods......................................................................................5
Performance-based Methods.......................................................................................................6
Attitudinal Evaluation Methods...................................................................................................7
Resources required implementing the training program.................................................................7
Conclusion.......................................................................................................................................8
References........................................................................................................................................9

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Introduction
Change in technology is expected. This can influence both the organization’s internal and
external structures, essential management roles, and managers own human principles. The end
effect of this technical transition would be a stronger corporate need to prepare for the future.
Because of the technical change companies like Comfort Delgro sometimes are not able in
responding to the demand and needs of the customers. Being a transport company, if the
organization is not able in adopting the technical change then the company can be eliminate from
this industry (Beng & Tuan, 2019). For Comfort Delgro’s potential survival, it has to adapt its
approach to deal with its customer’s changing demand and need. Therefore, there will be need
for the Workforce Skills Qualifications (WSQ) training, which will be discussed in this study.
The aim of this study is to conduct the training session for the drivers of the Comfort Delgro for
making them understand about the fact that safety is most important thing in their field. At the
end of the training, the drivers of the organization will be able to:
1. Understand about the key instruction that must be known by the drivers while driving.
2. Understand and learn about the road rules and the
3. Take better decision related to driving
4. Learn good driving practices
Comfort Delgro WSQ training
The training of existing and the new workers can be the biggest challenge for a
organization, especially in a rapidly evolving market environment. WSQ refers to the Singapore
Workforce Skills Qualifications Program as a nationwide program for adult employees, which

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can also be used as the tool for employers to build a qualified workforce (Thang, 2019). The
WSQ System is developed to enhance worker's skills and expertise in fields such as:
training management, human resource development and workforce growth. This will satisfy
Singapore's increasing demands for higher education in the company Comfort Delgro as well as
growth and training.
For this training the initial stage is to evaluate what drivers should be learning. In this
scenario, it aims to conserve the scarce resources available which are normally spent in setting
up the WSQ system. It will be pursued to identify the actual problems which need to be
addressed. During this, once the supervisors identify the issues, then the issues can be effectively
solved. In this initial stage, the specific needs of the customers are typically recorded
for ensuring that their issues are answered in order to find sustainable solutions. The following
stage of this training in Comfort Delgro is to educate and evaluate the problems. The training and
analysis of the issues should be carried out using the criteria of the research programme (Chan,
2016). This is decided which headings, strategies and tasks are most relevant. In this situation,
teaching services such as correspondence systems and other equipment are better placed in place
and even those that receive instruction and appraisal are verified. Disruptive market model was
on the rise for improving the strategic edge for emerging business prospects and for existing
firms. Disruptive business model refers to developing new products that are entirely different
from the previous business models.
The other step is to plan the instruction and assessment products. In this situation the
developers typically place the critical materials in order. This means that the correct content is in
order and can be completely used to provide the trainees with the proper skills and knowledge.
There is another stage of this training that is to ensure that the success of the project is the

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execution of the preparation and evaluation case. During this process, the teachers and assessors
must be trained so that the company can provide the learners with the quality service as required
while they are working in the field. Assessment of the training received and appraisal performed.
The assessment is done in this situation to assess if the learners have the correct knowledge and
expertise or there are areas that require to be enhanced.
Comfort Delgro Non-WSQ training
With the training, the trainees of Comfort Delgro will have consistent learning results and
do not automatically require testing or contribute to qualification. This is intended for education,
career creation or work upgrade purposes and for the company-sponsored training only as well as
intended for the company-sponsored training; the knowledge and skills covered by the course
will satisfy business skills deficit or manpower requirement (Karmel, Bound & Rushbrook,
2014). The Human resources department will make sure that the organization has the origins of
the funds needed to achieve the task. Next, the account of the trainees is set up instead searching
for the Non-WSQ trainee’s profile for the skill and knowledge connection. It will help ensure the
company collects the funds with the course can be distributed to those who have applied for
grants, which have been accepted.
Training purpose
This training is structured to include and assess the requisite expertise and skills for the
jobs. WSQ competency requirements are authoritative records collecting the most important
information on the specific work activity or a career position in a particular environment or
industry (Zan et al., 2020). The WSQ qualifications requirements are built to support various

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uses in the Singapore workplace education and growth context. The expected users of the criteria
of competence include persons, staff, contractors, training suppliers, government departments
and awarding institutions. It will enhance the creativity that the organization will provide in
supplying its consumers with resources, as it will be in step with the constant increase in
customer’s needs.
Training analysis and learning outcomes
As the business environment of Comfort Delgro was changed, owing to the emergence of
new technologies, both internal and external considerations were involved in the company.
Organisation will promote an environment in which everyone can respond to learning such that
the organisation grows in its skills and abilities as a whole.
This training would ensure that the company’s trainees are trained with the appropriate
expertise and information that will help them sustain the company at the forefront in terms of
competition (Aarthi & Priya, 2016). Through this course, management should be able to learn
where to better adapt the advance technologies, mainly in the transport industry.
Methods of Assessment and Training
The trainings are an effective approach so that teachers can treat trainees with ease. This
is the safest approach because it is easy to cope with any problems that may be encountered
during the preparation. The social solution would also be the safest way for the organization for
using where the each and every trainee can be grouped in the small groups for conversation. In
this scenario, the pace at which trainees comprehend the course being offered will be speeder.

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Frequently used methods of assessment of Comfort Delgro based on competencies can be
grouped into three broad groups:
Knowledge-based Assessment Methods
Multiple-Choice Questions (MCQ)
The MCQs consists the question, which are followed by the options numbers. One option
will be correct and the other will be incorrect that is considered as distracters (Short & Harris,
2014).
Written Assessment (Short Answers)
The short answers of the written assessment need the candidates for articulating the
knowledge in the written form and the answers will be short compared to essays, which will be
appropriate for the candidates with the literacy issues.
Projects
Projects require an assessment of the mix of subject expertise, procedure skills and
transferable competencies.
Portfolio
A portfolio applies to the set of facts which the learner has assembled to show
competence (Bound, Chia & Karmel, 2016).
Written Assessment (Reports)
Written assessment report is the type of prolonged written assignment in which evidence
is provided, and also recommendations for the action.

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Oral Questions
Oral Questioning allows trainees to express their interpretation through the face-to-face,
spoken question and answer method.
Performance-based Methods
Workplace Performance
It is potentially the best way to obtain accurate and credible evidence of the real
competencies of the learner. This is because the framework of the assessment is set within
specific working conditions which involve demonstration of specific occupational competences
and maximizes the degree of the realism in the evaluation method (Rajvaramethi,
Rodkhunmuang & Klomkul, 2018).
Simulation
Simulation provides another option to success at work. This can be interpreted as an
organized scenario which seeks in gathering the data on the competencies of a learner.
Attitudinal Evaluation Methods
Observations
This process includes monitoring learner behavior, capturing as much as possible, or
something that appears helpful, significant, or peculiar. If the data is collected, it is the duty of
the analysts for making sense and drawing the conclusions from it (Gog, 2019).

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Resources required implementing the training program
Following deliberation on the choice of the WSQ training approaches in the organization
Comfort Delgro and the development of a curriculum plan, the following considerations must be
consulted in evaluating the choices by stakeholders:
WSQ Non-WSQ
Budget
For
approximately
1000 workers
Cost of the Training $550 $450
Size of training 1 to 30 1 to 30
Training hosting cost $100,000 $80,000
Time
Duration 3 days (20 hours) 2 days (15 hours)
Opportunity cost
(Price paid to temporary
employees who displaced the
staffs, who are having
training)
(30 staffs x $20 per
hour x 20 hours
=$12,000
(30 staffs x $20 per
hour x 15 hours
=$9,000
Venue
Environment for Learning
Classrooms will be in
house
Classrooms will be
in house
Capacity 50 trainees 50 trainees
Trainer
Selection
Trainer’s Qualification
Bachelor’s of
Engineering
Bachelor’s Degree
of IT
Records of past trainings SIT lecturer
NTUC learning
hub

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Conclusion
Education and improvement is part of the progress control program in the operating
world and is being carried out during technical shifts in the industry or new approaches are being
implemented, where new equipment or hardware is being used in the programs. In such a
scenario, the Company must provide the workers with instruction in order to understand and
apply the same in the programs. That improves an organization’s employee expertise and success
level. The organizations in the transportation industry must adjust their technology to satisfy
customer demand. Thus well-planned preparation and growth for the company is highly
necessary.

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References
Aarthi, P., & Priya, V. (2016). A Comparative study of K-SVD and WSQ Algorithms in
Fingerprint Compression Techniques.
Beng, C. S., & Tuan, R. T. H. (2019). 11 From worker representation to worker
empowerment. Trade Unions and Labour Movements in the Asia-Pacific Region.
Bound, H., Chia, A., & Karmel, A. (2016). Assessment for the changing nature of work. Inst.
Adult Learn.
Chan, S. L. (2016). The learning of attitude in national competency-based training frameworks
in Australia and Singapore (Doctoral dissertation, Charles Darwin University).
Gog, S. J. (2019). Excluded Within the Inclusive Institution: The Case of Low‐Skilled, Low‐
Wage Security Employees. The Wiley Handbook of Vocational Education and Training,
207.
https://www.ssg.gov.sg/content/dam/ssgwsg/ssg/TrainingOrganisations/cd/CBAP_
%20worksho2_20121018_QAD_v02final.pdf
Karmel, A., Bound, H., & Rushbrook, P. (2014). Identity and learning for freelance adult
educators in Singapore. Singapore: Institute for Adult Learning.
Rajvaramethi, P., Rodkhunmuang, P. D., & Klomkul, L. (2018). Educational Management in
Asean Community: A Case Study of Education in Singapore. Journal of Buddhist
Education and Research, 3(1), 24-34.

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Short, T., & Harris, R. (Eds.). (2014). Workforce development: Strategies and practices.
Springer.
Thang, T. T. Y. (2019). Career and Technical Training in Singapore: Transforming
Singapore’s. Vocational Education and Training in ASEAN Member States: Current
Status and Future Development, 173.
Wong, S. C. (2016). Transformation of employment patterns and need for career services in
modern Singapore. The Career Development Quarterly, 64(3), 287-299.
Zan, C., Ramos, C., Puah, L. D., & San Chye, C. (2020). Training and Adult Education
landscape in Singapore: characteristics, challenges and policies.