Developing Appropriate Training Essay Example | Topics and Well Written Essays - 1750 words

Developing Appropriate Training - Essay Example The importance of training in modern organizational setup can be realized from the fact that all the organizations, whether small or large, allocate a considerable percentage of their annual budget for the purpose of training and development, realizing its contribution in making their business processes more effective and efficient. As the scenario indicates, the staff working in the organization keeps on ignoring the instructions given by Jim Delaney, the president of Apex Doors. They always try to do the task their own way and ignore their president's instructions that aim to make the business processes more effective and efficient. As a result of this, the organization has to face a number of problems. The first one as highlighted by this scenario is the non synchronous working. This also results in the development of the product different from the one desired. Moreover, failing to follow the guidelines of design department, an additional cost on each unit produced is also an additional burden to the organization, reducing their profit margin. The scenario further reveals that there are a number of loopholes in the training process of the organization. For example, the job descriptions are, in most cases, missing, the training manuals simply do not exist, there are no formal procedures of training the new inductees etc. ANALYSIS OF THE PROBLEM After a thorough analysis of the situation, the main problem that is identified is lack of proper training. The proper training processes in the organizations should be organized in order to bridge the gap between what the President wants his staff to do and what the staff currently does. What actually Jim wants in this case is to impart the organizational culture and the best practices of the organization to the staff of the organization, especially the new inductees, so that a consistency can be ensures across all the departments, across different periods of time and regardless of the fact that who is working and who is leaving. The training will therefore help in achieving these objectives. Although, there does exist a so-called 'training' system in the organization, yet it is not very effective on account of its number of weaknesses. First of all: There are no training manuals The process of handing over is not so well No fixed procedure for the training of the new Inductees No Job Description available OVERVIEW OF INTERVENTION The recommended solution to this problem is as follows: Introduce a formal and organized training program for new inductees, which every new inductee should undergo. Develop a training manual for each of the designation Provide separate skill-based training to all the employees, according to their jobs Provide a combined training related to the specific organizational culture of the organization. Develop a job description which also clearly states the relation of their task to other departments Introduce the concepts of knowledge management. This means that the best practices should remain in the organization, even if the practitioner of those best practices leaves the organization. This can be done by storing those best practi