Training and development is important for organization collections

Question: Training and Development Is How To Important For Organization Collections? Answer: Introduction Training and development is an important asset for an organization that helps generate collections of skilled employees and maintain the utmost performance for the organization. This is an integral part of any organizational practices irrespective of their nature of business be. This is very important for the betterment of an organizational performance. However, this is more important to identify the actualization of training and development program in organizational practices. Sometimes management fails to identify that there is such requirement of any training and development program. This is exactly what has happened in the case organization reference (Cummings Worley, 2014). The case organization, which is Azamartini in Uzbekistan, is having some similar kinds of issues. The organization is having scarcity of skilled employees, which is because of its poor registrars that have no time for look after its employees. In addition to thus, the company is also facing some serious issu es related to the learning. The learning environment is hugely missing in the company and the registrars are busy with their stuffs. They do not have time for speaking about the problems, which they have identified in the company. The main purpose of this assignment would be to arrange a training and development process for the Azamartini, which could train its registrars on how to deal with other employees. Nevertheless, the training and the development program would also target its employees for providing the graduate professional skills in them. Organization: Brief overview: Azamartini is a busy restaurant chain in Uzbekistan. The company has some serious issue, as it is evident from the perspectives of training and development. The company lacks a serious absence of learning environment in the company. Nevertheless, this is an undeniable fact that learning is a continuous process, which needs to be implemented on a continuous basis to attain maximum skilful organizational operation (Mendenhall, 2012). The other problem of the company is its registrars who are busy people and have no significant time for looking after the employees. Nevertheless, the organization is having a good business but suffering a highly elevated business just because of inefficient registrars and the absence of learning environment in the company. Importance of training for the organization: Training and development is an integral part of an organization, which not only trains employees on some kinds of learning but also help the groom as a professional, which is very important for the high-end performance (Webb, 2012). The importance of training can well be observed by looking deep into the future requirement of an organization and the relevant skills. If the relevant skills are not available with its employees, then it forms some kind of urgency for the management that they have some counter solution for this as well. At such instances, training comes out as the most trustable option for the inception of newly proposed skills and the relevant nurturing of employees (Moon, 2013). Development of an employee is a lifetime process, which never ends in its profitability and scope. To the company in case, it is of utmost importance that its employees get engaged in a continuous development of their professionalism. However, it is also a part of training as employees are gene rally not aware of their responsibilities. Therefore, training is a good resource of creating awareness related to the professional development in employees (Silberman Biech, 2015). Participants: Participants of training are those who conduct the training and those for whom the training are conducted. In the proposed training and development program for the Azamartini Company, the participants would be all the employees, the registrars, trainers and the managers (Nadler Nadler, 2012). The managers are required because they need to maintain a high attendance of employees during the entire training process. If all the employees were attending the entire training sessions, this would be a huge success for the company, as this would give an utmost success to the company. The registrars are required to attend the training, as they are required to be trained in how to manage employees and how to take care of other tasks apart from just maintaining the registers. The proposed training would be conducted aiming on some predetermined outcomes and the objectives. Therefore, a successful completion of the training program would mean that employees are well versed with all the expertise needed to be out into some other projects and extract some exceptional works from them. However, this is only possible if the employees have attended all the training sessions and they have tried to understand all the things of the training (Haff Triplett, 2015). Moreover, they have cleared all of their doubts from the trainers. This would help employees develop the required learning skills. The managers would also have some moments to have a look on its employees by just checking their attendance during the entire training program. The registrars would be benefitted from the training and development program because they would also come to know about some important things, which they are missing while being on the duty (Haff Triplett, 2015). Program plan: Plan detail: There are three theories of learning, which are widely popular in the organizational practices. Following are the three kinds of learning, which are very vital while choosing and planning the training for the company (Phillips Phillips, 2016): Behaviourism: It is a psychological development of knowledge, which gets develop into a personal characteristic when it observes something. It gets developed automatically, which is highly influenced by different circumstances that have different development of knowledge with the different surrounding situations (Patton McMahon, 2014). Cognitivism: This is other kind of psychological development of knowledge, which also gets influenced by some surrounding circumstances. However, it differs in nature of origination than the other two forms of learning theories. According to Cognitivism, knowledge gets developed within the mind after observing the external surrounding. This is also dependent on the personal development of brain as this play enormous significance in acquiring and developing the knowledge within the brain (Inhelder, Sinclair Bovet, 2014). Constructivism: This is the last of the all-learning theories, which is also influenced by the external surroundings; however, in this kind of learning theory, the observer develops knowledge after observing the surrounding circumstances. This is also influenced psychologically but the observer himself develops such knowledge (Patton McMahon, 2014). The training and development program would follow the constructivism theory in particular. This is because of the fact that the theory encourages the construction of learner traits. Moreover, this emphasizes on the development of the learned skills, which is indeed the utter requirement for the Azamartini Restaurant. The restaurant is missing big on the learning part, which is hardly found in the working environment of the organization. The learning practice is really missing in the working environment of the company. in addition to this, the registrars of the company are also very limited in their scope. They generally show no time for others. This is for all such reasons that the company needs some serious repair of their talent skills. The employees are needed to be trained on the existing and the newest skills to enhance the competitiveness in the company. The registrars also need training and development program because they have become stagnant with one particular kind of task. They need to be multidimensional in order to support their contribution to the company in the varied situation. Program objectives: The proposed training and development program has been designed while keeping some objectives intact with the training and development program (Phillips Phillips, 2016): To develop a learning environment at the workplace To train the registrars on how to deal with multitasking at the varied circumstances in the company To train employees on different and newest skills To enhance the competitiveness of the Azamartini Restaurant Planned activities: The scheduled training and the development program would contain the following activities (Mendenhall, 2012): Before the scheduled training setting up the training room with all the required equipments such as projector, chairs, lights, internet and speakers Mangers would check the attendance of all the participants Trainees would attend the training session quite prior to the when trainers enters the training room Training would be divided in two section, one for the registrars and the other for the employees Registrars would undergo a very short training as they only require some conceptual shifting to multitasking; however, this would also require some training as multitasking would attract some special training of handling those tasks Employees would be trained on basically the existing and some newest skills The training would be given to employees on a regular basis when the management feels the urgency of the same Continuation of training would be tried to maintain because this would help create a pure learning atmosphere at the workplace After every training session, there would be a feedback session to check the absorbance of the training, which is very important for maintaining a continuation of training with appropriate flow Feedback session is very important as it lets the trainers know about the absorbing capabilities of every trainees Feedback session would be to check the improvement of taught skills and the quality of the trainers After the completion of the training program, the taught skills would be implemented to get the desired objectives of the training Implemented training skills would be monitored with the help of Key Performance Indicators (KPIs) to check the progress of the desired operation The underachievement of any training skills would be compensated by some alternatives may be in the form of a training Training would be a continuous process as this is required for creating the learning environment at the workplace of Azamartini Restaurant Delivery methods: The best way to deliver the training would be to conduct the training in a training room with the help of some required equipments such as projector and speaker. Following methods would be used to deliver the training (Ford, 2014): Prioritising the participants of the training Constructing the training goals Organizing the information in some established ways such as Chronological, Sequential and Point-Counterpoint Adopting some good learning styles such as Visual, Kinesthetic-Tactile and Auditory Development of powerful images Making selection on some appropriate media such as Flip Charts, Videos, PowerPoint Presentations and Projector Slides Creating the learning environment Constructing a question answer session at the end of the training session Instructions for the trainer: The trainer needs to be flexible with all the kinds of participants in the training. This would help the trainers making good connectivity with the trainees. Trainers are needed to be patient while going through the question answer session. This would help answering to the most of the question of the trainees. Moreover, this would also help create a learning atmosphere in the training premise, which is very important for attaining maximum benefits of the training program. Trainers are required to be engaged with the trainees through some unprofessional but highly effective method such as making some fun while at the training. This would help trainees engaged to the training at fullest of their commitment. Trainers are required to have an extensive preparation on the training modules. This would help them answer to maximum questions of trainees with highest level of satisfaction (Pedler, Burgoyne Boydell, 2013). Evaluation / Feedback: The evaluation of the training can be done by arranging some feedback session, which generally looks god at the end of the training session. This is very important for extracting better output of the proposed training program. Feedbacks can be taken by taking some interviews with the selected participants. This can also be done by distributing some feedback pamphlets among the participants. The generated responses of the participants would help know to some extent the outcome of the training. However, the real outcome of the training can only be achieved after watching and observing the implementation of the learned skills (Gardner Gardner, 2012). Resources Required: Following are some of the required resources without which the proposed training and the development program can never prosper (Hopkins, 2015): Training room Required equipments such as Projector and Speaker Chairs and other sitting modes as feasible to the financial capabilities of the company One or two trainers Participants such as trainees, registrars, managers and trainers Electricity and internet connection Financial resources to support the proposed training program, which varies depending on the different requirement such as required equipments, internet connection and sitting facilities Manpower to design and prepare the training room before the proposed training Possible Barriers: Good thought training can also come across some challenges, which are high barriers to the successful completion of the training and the implementation of the training. The barriers can be in the form of management, which might not support the training process. It can also be in the form of trainees and the participants who are less dedicated towards the training. Financial weakness can also be some barriers to the training and development program. To the Azamartini Company there might be numerous barriers, which might hamper the successful completion of the training. The biggest problem for the Azamartini or a company like this is their labors that have become stagnant with the same kind of skills. There are many reasons behind the problem, which are causing and producing some strong barrier to the proposed training in the company. The registrars have become stagnant with their choice of works, which are causing them from becoming multitasking. This is also hampering the working environment in the organization. The registrars and the stagnant skills of its employees can pose some barrier to the success of the training because they might not readily absorb the importance of the proposed training. Moreover, not all the established methods of training and the relevant attracting skills can ever guarantee the success of training as it depends readily on the grasping power of employees. The other problem is the financial resources, which is a challenge for the company because the proposed training does not hold any guarantee return of the high investm ents made on the training. The other problem is the attendance of employees, which is a constraint for the company. This is because of such reason that the management has decided to scrutinize the attendance of employees. The attendance of employees is very necessary, as this would assure the success of the proposed training. The registrars have conflicting thoughts, which is also evident in their stagnant behaviour towards the work responsibilities (Landis Brislin, 2013). Conclusion: The Azamartini Restaurant does not have a good learning environment, which cold maintain a continuous learning of skills important for attaining the highest level of competitiveness in the market. The registrars of the company have also become stagnant with their one kind of job responsibilities. Moreover, the proposed training is constructed to change the working environment of the company, which would be highly supported by skilled employees. The management has decided the training program on analyzing the needs of the same; however, some barriers in the company are posing threats to the success of the training program. These barriers are but not limited to such as financial resources, nature of registrars and stagnant nature of participating employees. References: Cummings, T. G., Worley, C. G. (2014).Organization development and change. Cengage learning. Ford, J. K. (2014).Improving training effectiveness in work organizations. Psychology Press. Gardner, J. 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