Training and Development: Approach, Advantages, Disadvantages Report

This report comprehensively examines training and development strategies, focusing on an online e-learning approach designed to enhance employee understanding of customer preferences and improve service quality. It details the advantages of this approach, such as convenience, flexibility, and cost-effectiveness, while also acknowledging disadvantages like the impersonal nature of online learning and the need for self-discipline. The report explores various learning styles accommodated by this approach, including video notes, written materials, infographics, and assessments like case studies and quizzes. It also considers budget factors, including costs for technological equipment and software, and the impact of internal factors such as employee interest and external factors like technology access. The report provides examples of successful implementation by other organizations and concludes by emphasizing the necessity of adapting training methods to align with company goals and objectives, especially during challenging times. The report also includes references to academic sources.

Training and development

Contents
INTRODUCTION...........................................................................................................................3
Overview of the approach............................................................................................................3
Advantages of this approach........................................................................................................3
Specific different learning styles with this approach...................................................................4
Disadvantages of the approach....................................................................................................4
Considerations for budget............................................................................................................4
Impact of internal and external factors........................................................................................5
How other organizations use this successfully............................................................................5
Key reasons for adopting this approach.......................................................................................5
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................7

INTRODUCTION
Training and development involves improving the effectiveness of organizations and the
individuals and teams within them. This report includes topics such as advantages and
disadvantages of the approach. Styles of learning with this approach. Considerations for budget
and impact of external as well as internal factors in this approach.
Overview of the approach
This online e-learning will help the employees of the company to know about their
customers and by understanding their preferences they will be able to get an insight about their
needs and wants. Company believes that it is beneficial for the employees as well as the
company as it will improve the techniques and knowledge of employees and company will be
able to retain more of their clients. This process will make them learn how to put extra effort in
order to improve the quality of customer service and create a better impression in front of clients
(Armstrong and Landers, 2018).
Advantages of this approach
Convenient and Flexible-
This process is considered as convenient as well as flexible in the environment of
corporate training. For instance every employee of the company can learn from their home at the
pandemic of Covid-19. Also it is not restricted to time anyone can learn anytime they want.
Cost effective method-
This aspect is also beneficial in terms of money as it is considered as cost effective. This
training eliminated various other different types of costs such as expenses related to travel,
venue, facilitators, equipment and catering. This makes it less costly then other training programs
also it can be watched again and again which will help them to cover large no of people in one
session.
Specific different learning styles with this approach

Different people have different way of understanding. For instance some might obtain more
knowledge and techniques with the help of video notes and some might gather the knowledge
from written notes. Other than that it also teaches the employees to learn through info graphics,
games and other types of content. There are other assessments such as learning from case studies
or going through a quiz. To test the engagement level of employee is assessed which shows the
interest of employee in that area and its results (Larsen, 2017).
Disadvantages of the approach
Impersonal-
The process of online learning doesn’t feel natural to many of the employees of the
company they feel that virtual environment cannot take the place of human contact.
Harmful-
The process of online leaning is not good physically as well as mentally for the body as it
puts strain on the visual ability of employees which weakens their vision and remaining stuck at
the same position for hours can affect the posture of the body.
Self discipline-
In order to learn from this aspect one must be motivated and dedicated to learn on his
own.
Considerations for budget
It is necessary that the company needs to assess many things while preparing for a budget
such as which employees are eligible for this type of training and what is the cost to train per
employee. Other than this costs required for technological equipment such as authoring tools for
e learning, systems for learning management, software for management of projects, costs related
to hosting of server and investment in order to work on developing new technologies and
methods. Company must set the budget for e-learning according to the goals and objectives of
the firm.

Impact of internal and external factors
External factors-
These factors are concerned with the availability of technology and its equipment in the
hands of employees because if employee is not up to date or don’t have advanced tools required
for training then he or she won’t be able to get the training and learn things in an appropriate
manner (Bell and et.al., 2017).
Internal Factors-
If the employees of the company are not interested in receiving or learning things this
way then the resources and the money invested for them will be a waste for the company and
they won’t be able to improve the quality of customer service. In order to avoid this company
needs to ask their employees about their interests and preferences first.
How other organizations use this successfully
For instance companies such as Day One Technologies have clients such as Lloyds Bank,
TSB etc. they provide training by creating a unique environment and take the use of advanced
technology which helped them to come out with new methods to facilitate better for their clients.
Other than this they have made their facilities available at different places who also facilitates in
different languages. This way they handle their clients with large team across different areas to
deal with their clients.
Key reasons for adopting this approach
This process is useful as well as necessary for the company at the time of this pandemic
because there is no other option to provide quality customer service this time. Other than this
method is very cost effective for the company and they have the scope to promote their brand on
a new platform and the employees of the company can add some new and required skills to their
use which will overall help them to improve the quality of customer service (Noe and Kodwani,
2018).

CONCLUSION
From the above studies it has been concluded that it is necessary for the company to improve
their quality of service by using methods which are updated and advanced. This report also
consist information that what are the factors that the company needs to assess before the
implication of this strategy and align it with the goals and objectives of the company.

REFERENCES
Books and Journal
Noe, R.A. and Kodwani, A.D., 2018. Employee Training and Development, 7e. McGraw-Hill
Education.
Bell, B.S., and et.al., 2017. 100 years of training and development research: What we know and
where we should go. Journal of Applied Psychology, 102(3), p.305.
Larsen, H.H., 2017. Key issues in training and development. In Policy and practice in European
human resource management (pp. 107-121). Routledge.
Armstrong, M.B. and Landers, R.N., 2018. Gamification of employee training and
development. International Journal of Training and Development, 22(2), pp.162-169.