Comprehensive Training and Development Program Report for Wesfarmers

This report provides a comprehensive analysis of the training and development program at Wesfarmers, an Australian multinational company. It begins with an introduction to training and development, followed by a company overview and the organization's approach to training. The report then delves into the needs assessment process, in-house training, and the benefits for both participants and the organization. A detailed training and development plan is presented, including levels of needs assessment, learning objectives, and various delivery modes. The report also covers budget considerations, content development, timelines, and evaluation methods. Furthermore, it explores course design elements, required materials, technology, and cost factors. Finally, it addresses potential training barriers and concludes with a summary of key findings and references. The report covers various aspects, including needs assessment, learning objectives, and evaluation methods.

Training and Development

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Contents
First Part................................................................................................................................................2
Introduction.......................................................................................................................................2
Company overview............................................................................................................................2
Training and development at Wesfarmers........................................................................................2
Wesfarmers Leadership Model..........................................................................................................2
Needs Assessment.............................................................................................................................3
In-House Training..............................................................................................................................4
Second Part...........................................................................................................................................5
Participants of Training and Development Program:.........................................................................5
Benefit of training for Participants and Organisation........................................................................5
Third part...............................................................................................................................................6
Detail plan for training and development:.........................................................................................6
Levels of Needs Assessment..............................................................................................................7
Learning objectives:...........................................................................................................................8
Learning Styles:..................................................................................................................................8
Delivery Mode...................................................................................................................................9
Budget.............................................................................................................................................11
Delivery Style...................................................................................................................................11
Audience..........................................................................................................................................11
Content Development.....................................................................................................................12
Timelines.........................................................................................................................................12
Communication...............................................................................................................................12
Measuring Effectiveness/Evaluation................................................................................................12
Fourth Part..........................................................................................................................................13
Course desgin include following activities:......................................................................................13
Required Material for Trainer to conduct training..........................................................................14
Technology Required:......................................................................................................................15
Location:..........................................................................................................................................15
Staff.................................................................................................................................................15
Cost of training:...............................................................................................................................16
Barriers of Training..........................................................................................................................16
Conclusion...........................................................................................................................................17

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References...........................................................................................................................................18
First Part
Introduction
Training and development is an important concept of human resource development.
Training refers to the learning and teaching activities which help members of organisation to
acquire skill, abilities, attitude and knowledge related to a particular job in an organisation.
This report contain a full training and development programme of Wesfarmers, also includes
need assessment of training, full design process, participant involve and training barriers.
Company overview
Wesfarmers Limited is an Australian multinational company. The company has its
head office in Perth, Western Australia. The company was found in 1914 as a cooperative to
provided merchandise and services to Australian farmers. They deal in Chemicals, Fertilisers,
coal mining, and safety products. With the profit of AU $65.98 billion in financial year 2016
Wesfarmers became a largest Australian company by overtaking Woolworths and BHP
Billiton. The company is listed on Australian Securities Exchange. Wesfarmers is the largest
private employer in Australia, with approximately 220,000 employees (Wesfarmers, 2018).
Training and development at Wesfarmers
The organisation is committed to provide a skill based training and leadership
development to all employees. With on job training Wesfarmers provides a job specific
training opportunities as well. The organisation also provide general training opportunities
which covers areas like customer service, leadership, technical skill and team work. These
training programs are available to causal, part time and full time employees (Wesfarmers,
2018).
Wesfarmers Leadership Model
The organisation leadership model and development approach does not aim to attain a
model of leadership perfection. Instead they support, the leader should be aware of his/her
strength and develop area and keep learning.

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Source: (Wesfarmers, 2018).
The organisation approach of training and development include 360 assessment
external coaching, planning development and mentoring. In addition they provide collective
learning experience. The organisation renews their suite of offers which include- virtual
classroom, online learning and personal workshops. They also focus on providing training to
more junior full time or part time team members as per their responsibilities and roles such as
people management training unconscious bias training, first aid Microsoft Excel courses and
LinkedIn profile building (Wesfarmers, 2018).
Needs Assessment
Need Assessment is a process of gathering information of implied or expressed
organisational needs that could be met by conducting training. The need assessment is design
to improve current performance and to correct deficiency. The need assessment process is a
part of planning process, which will help both trainer and the person who has requested for
training to reduce performance deficiency (Keep, 2014).
The top management of the company understand the need of conducting a need
assessment as this protects the assets of an organisation. The main aim of need assessment is
to identify the issues in performance which need the corrective action. To identify the
requirement the need assessment is categories in three-phase process which includes gather

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information, Analysis of information and creating a training plan. The employees of every
organisation need to remain updated to keep themselves updated for the job.
Importance of Training Need assessment
Training need assessment is having several benefits. A customised training need
assessment help to identify, assess and compare what the company is doing with the
knowledge, skill and behaviours needed to enhance its performance.
Some benefits are:
1. Develop high performance workplace through participation and engagement,
2. Plan to identify competence, potential and capacity,
3. Determine the key performance and need of business to achieve results,
4. Build credibility for the development process with all stakeholders,
5. Expert assistance with a fresh approach for innovation,
6. During role change, training needs analysis plays major role in identifying,
competency and behavioural requirements,
7. Earn respect of senior management for implementing solution that make a difference,
8. Identification of gaps or existing solution that make a difference, and
9. Identification and evaluation of current performance gaps between people, strategy,
behavioural and processes (Malone, 2017).
In-House Training
In house training refers to those training which are conducted in the company premise
to educate, improve and develop skills, behaviour and knowledge of employees. These types
of training bring lots of benefit to the organisation like cost saving, flexible time raising
awareness and build understanding among employees (Adsule & Surkutwar, 2017).
Need for training:
1. Environmental changes: In present time automation, computerization and
mechanization are bringing many changes in the business to meet these changes
trained staff possessing good skills and knowledge is required. The organisation
should train their employees to enrich them with the latest technology
2. Organisational complexity: Modern technology, inventions and diversification
making organisation working very complex. This increase the problem of

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coordination in the working. To cope up with this complexity training has become
compulsory.
3. Human relation: It is important for every management team to maintain good human
relation and training provide chance to employees to deal with human problems.
4. Employee specification with job requirement: Employees specification may not
always suits to requirement of the job. There always a gap between an employees
present specification and organisation requirement. To fill this gap training is
required.
5. Change in job assignment: Training is necessary when the existing employees is
transferred to other department or promoted to higher position. Training is also
required to equip old employees with new technologies (Adsule & Surkutwar, 2017).
Second Part
Participants of Training and Development Program:
Trainees/ Employees: The participants can be a new employee or new joining of the
company or they can be existing or old employees. This depends on the need of the
training and for whom training is organised (Malone, 2017).
Benefit of training for Participants and Organisation:
1. Economy in Operation: Training enables employees to become economical. With
the help of proper training program employees become perfect in their work and start
using resources effectively. In addition the rate of damage and accident of equipment
and machinery is also reduced.
2. Increase productivity: A well trained employee show greater productive and high
quality work in comparison of untrained employees. Training increase the skill of the
employees and increase in skill helps in increasing quantity and quality of output. The
productivity of the company increase when it introduces training and development
courses. Increased efficiency will ensure project success which will improve the
company turnover.
3. Less supervision: If the employees are given a proper training, the responsibility of
the supervision is reduced. Training does not eliminate the need for supervision, but it
reduces the need of constant supervision.

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4. Systematic imparting of skills: A systematic training programme reduces the
learning time to reach the desired level of performance. The employees need not learn
by trial and error or by observing other it is just a waste of time. Systematic formal
training programme will same the time.
5. Creation of inventory of skill: When the company introduce totally new skill in the
business it becomes hard for employees to understand it. But training makes the hard
task easy for the employees.
6. Higher Morale: The proper training programmes increase the morale of the
employees. A good training programme will mould employees’ attitude to achieve
support for Organisational activities.
7. Addressing Weakness: Many employees have some weakness in relation with their
related job. The training program allows employees to strengthen their skill and
improve their knowledge. A development program brings all employees to a higher
level so all have similar skills and knowledge.
8. Consistency: A healthy training and development program ensure that employees
have a consistent experience and background knowledge. Every employee need to be
aware of the expectation and procedures of the company that will increase the
efficiency in the process which will generate financial gain for the company.
9. Reduce employees’ turnover: Training and development plays important part in
retaining employees. And due to that recruitment cost goes down.
10. Increased innovation in new strategies and products: Training and development
encourages creativity Aguinis & Kraiger, 2009).
Third part
Detail plan for training and development:
Training is something which should be developed and planned in advance. Before
designing or developing a new training plan, there are few factors which are need to be
consider.

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Source: (Minnesota libraries, 2011).
Details of factors consider during developing a training program:
Levels of Needs Assessment
Need assessment is the first step in the developing training program. There are three
levels in need assessment:
1. Organisational Assessment: In organisational assessment the company will
determine the skills, abilities and knowledge, a company need to meet the strategic
objectives. In this company will consider the things such as changing technological
trends and demographics. In whole this assessment considers how organisation will
handle its weaknesses while promoting strengths.
2. Task Assessment: This assessment focuses on the specific tasks, knowledge, skill
and abilities required to do jobs within the organisation.
3. Individual Assessment: This assessment focuses on the individual employees to
check how they are performing their tasks. This will help in assessing the knowledge
and skills of the employees, their capacity of learning new work. And mainly this is
evaluated by using 360 evaluations. 360 evaluations will help in identifying the area
which needs improvement in relation to the knowledge, skills and the behaviours
(Sung & Choi, 2014).

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Learning objectives:
When the organisation will determine that what type of training programme is require,
then the learning objectives are set by the organisation. A learning objective is what the
company want the learner to be able to do or demonstrate at the end of the training period.
Good learning objective are performance based (Grohmann & Kauffeld, 2013). Few
examples of learning objectives are:
1. Explain the safety procedure in handling chemicals,
2. Understand and utilize the new expense tracking software,
3. Perform a variety of customer needs analyses using company software, and
4. Demonstrate ethics when handling customer complaints
Learning Styles:
For training program adopting learning styles is an important component. For
organisational purpose the company will utilise a widely accepted learning style model. As
every person is different, so the same style model of learning could not apply to all, the
organisation need to introduce learning style according to the skills and knowledge of the
employees. The personality and aptitude is a key of learning traits (Keep, 2014).
(Source: Obisi, 2011).
There are three different learning styles every effective trainer wants to develop training:
1. Visual learner: A Visual learner normally has a clear vision of experience. In this
visual learner will prefer to use maps, graphs and images to understand the new
information

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2. Auditory learner: Auditory is a best method to understand new content by speaking
and listening. It is a kind of situation such as group discussion and lectures.
3. Kinaesthetic learner: A kinaesthetic learner learns by developing feeling toward an
experience. This type of learning can be done by listening or seeing someone else
(Obisi, 2011).
Mostly individuals use more than one type of learning, but this majorly depend on what
kind of information they are processing.
Delivery Mode
Delivery mode is purely depends on the type of training and its need to be delivered,
the organisation will choose a different mode to deliver the training. The best example of
vestibule training is an orientation and web-based training is good for sexual harassment
training. When the organisation choose its delivery mode, it is very important to consider the
budget and the participants.
Delivery Method Type of Training Suggested
On-the-job
coaching
Technical training
Skills training
Managerial training
Safety training
Mentor
Technical training
Skills training
Managerial training
Safety training
Brown bag lunch Quality training
Soft skills training
Professional training

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Delivery Method Type of Training Suggested
Safety training
Web-based
Technical training
Quality training
Skills training
Soft skills training
Professional training
Team training
Managerial training
Safety training
Job shadowing
Technical training
Quality training
Skills training
Safety training
Job swapping
Technical training
Quality training
Skills training
Professional training
Team training
Managerial training
Safety training
Vestibule training Technical training

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Delivery Method Type of Training Suggested
Quality training
Skills training
Soft skills training
Professional training
Team training
Managerial training
Safety training
Source: Berger & Berger, 2011).
Budget
In this point the major question of training is been discussed by the management
‘How much money is to be invested in training program?’ the proper performance of training
is fully depend on the budget. Beside the actual cost of training the other cost also need to be
considered. A proper spread sheet should be develop by the organisation which include
materials actual cost, snacks and other direct costs and most important all indirect costs such
as peoples time (Woodill, 2011).
Delivery Style
This point consider the delivery method, in this the organisation will choose the best
style to deliver training. While selecting the method it is important to know that learning
through PowerPoint is not always work there should be variety of ways of learning should be
include by the organisation such as auditory, kinaesthetic or visual. Beside this it is to be
considered that what kind of breakout, activities, ice breaker and discussions organisation can
incorporate while training (Neely, Adams & Kennerley, 2010).
Audience
Considering the audience is very important for training. While considering the
audience it is been evaluate that the employee is new or he/she is been working in
organisation form long time, and in which department they are working. Knowing the answer