Dynamic Training Proposal

Introduction 

The current work environment requires employees to be highly skilled and more motivated as they work in complex tasks in a cost-effective, safe and efficient manner. Achieving a high level of performance requires training and development of the employees who are not performing up to standard. At the same time, employees may be highly skilled with all the necessary talents to deliver their best, but without motivation, the level of their performance could remain low. This requires the need to train the HR and managers on how best to value and motivate the employees so that they can deliver the best to the company. The existing difference between the actual performance and what was expected calls for a need for training. The management must realize that human resource is the most significant factor in the success of any company; thus the need to value the employees. Without motivation and feeling valued, employees could get demoralized leading to a decline in productivity. 

XYZ Training and Development Consulting Company 

Description 

XYZ is a consulting company that provides a range of training services to help the employees, managers, leaders, and organizations to enhance their performance in all areas. The company focuses on enhancing the output and skills of the human resource while also providing motivational lessons to keep employees motivated and determined towards the goals of the organization. The company provides lessons in areas such as leadership, effective communication. Sales and HR training for the organization of all sizes to improve the way they manage their employees. The company has a history of being the best provider of specialized talent management and organizational development solutions aimed at assisting companies in finding the most effective resolution to talent and change issues. For over ten years, the company has been leading in providing lessons to the CEOs and managers on how to effectively manage the employees and led an organization through an effective change and growth. 

XYZ Company also provides online based training modules for the HR, professional employees, and managers on how to improve their skills and achieving career growth. Through these cut-edge trainings, learning, and development, the company helps its clients to realize the true potential of their clients. The HR and managers lessons are either offered online or through class-based programs where highly qualified professionals lead in giving the best ways to achieve growth and development in their company. The focus area for the company is on the human personnel training and development. The company helps thousands of firms with lessons on how to improve the morale of their employees, trains HR on how to better inspire and make employees happy while also training employees on the best way to remain highly productive and share the goals of the company. 

Need Analysis 

Before providing and designing the most appropriate training program, XYZ Company embarks on conducting a need analysis that allows it to identify the kind of training needed and the required resources. Need analysis also ensures that the training and development program being designed for the organization is what will help it solve its current problem and uplift it towards the required growth ( Asad &Mahfod, 2015 ). 

The company will conduct a need analysis by first conducting the organizational analysis. This involves analyzing the business needs or any other training that is desired. This will involve an analysis of the objectives, strategies, and goals; what is Dynamics trying to accomplish. While doing the need analysis, XYZ Company will focus on critical questions which include, who decided that training should be conducted, why training program has been decided as the solution to the current business problem and what the history of the organization has concerned the training of the employees. The company will also do a job analysis which seeks to identify the skill level of the employees at Dynamics, their view of the management and what changes they feel need to be done. The job analysis ensures that an appropriate training program is designed in a way that meets the needs of the organization. 

The company will also conduct a need analysis by examining the performance level and whether the performance gap exists in the organization. After identifying the performance level and the existence of any performance gap, the reason for the existence of the gap will be analyzed. The aim of understanding the performance level of the employees is to identify the most appropriate training program that they will need and whether such a program will benefit the organization ( Asad &Mahfod, 2015 ). Not all training programs work with all groups; a need analysis is, therefore, the best way to identify the best program that best fits the requirements of Dynamics. Because Dynamics Company is dealing with the issue of employees’ morale and productivity, the company will also analyze the management and leadership style that the managers of the firm have been using and how that style has impacted the performance and morale of the employees. This analysis will be useful in designing a training program for the managers of the company with a focus on improving their leadership styles. This is because the kind of leadership that managers adopt plays a crucial role in determining the motivation of the employees. Some leadership styles such as dictatorship lead to low self-esteem and reduced morale for the employees. 

The company will also do a need analysis by focusing on analyzing the Dynamics Company’s content. This is where the company focuses on the documents, procedures and the laws that apply within the company. The content analysis will focus on understanding whether the employees understand these laws and procedures used and whether the management has offered the required guidance concerning these laws. The purpose of doing content analysis is to ensure that the training program that will be design does not contradict with the procedures and laws of the company ( Asfaw, Argaw & Bayissa, 2015 ). Even as XYZ aims at providing training and development skills to its clients, it remains to promote the adherence to the policies and procedures of that company. Thus by understanding the procedures and laws of the company, it ensures that the kind of training program that is designed is within the company laws. The company will thus focus on the need analysis that will focus on the leadership skills, teamwork, motivation, and communication within the organization to identify the best training program that will be designed. 

Recommendations for Training Program 

There are several types of training programs that the company can use to offer training to the personnel of Dynamics as long as it will meet the needs and support the mission and objectives of the company. 

Training programs to the Managers 

The first kind of training program that will be offered to the managers is soft skill training. Soft skill is the personal attributes that enable the managers to interact well with employees and to manage them using the right leadership style. The existence of a gap in soft skills can affect the performance of the employees. Under the soft skills training, the managers will be trained on their leadership skills. Practical leadership skills are required to ensure that the managers can relate well to the employees and to motivate them ( Milhem, Abushamsieh & Pérez Aróstegui , 2014). Because the Dynamics Company has a problem with the motivation of its employees, the problem could arise from poor leadership skills. Thus it is necessary that the managers undergo leadership training so that they become leaders who can inspire and motivate employees. This training program can be offered on a class-based basis or through online programs. Taking the managers through leadership skills will increase their ability to apply good leadership styles that will ensure that the employees are motivated to work towards the goal of the organization. 

Other than the soft skills training, the other kind of training program that is best suitable for the managers is the managerial training. Managerial training is a training activity that focuses on improving the managerial skills of an individual ( Milhem, Abushamsieh & Pérez Aróstegui , 2014). The primary managerial skills that will be developed under this type of training program include leadership skills, critical thinking, communication skills, collaboration, and project management. These skills are essential for an individual to make a good manager who will be ready to take the organization to the next level. 

Through class-based teaching, the managers will also be taught on how to develop leadership capabilities, how to influence people, human resource introduction and how to manage employees towards motivation. The training will be based on building the coalition and motivational skills of the employees through effective communication and inspiration. The human resource managers will be trained on how to manage employees’ motivation and make them feel determined to work towards the goals of the organization. Managers will also be offered lessons on team building and how to manage organizational change. Managing organizational change is one of the areas in which the managers can usually have a hard task. This is because employees will always resist change and unless the manager puts in the right kind of communication required, any change will face resistance. 

Training for Professional Employees 

Just like the managers, employees will also need soft skills training program to enhance their ability to interact and associate well with their colleagues. Some of the soft skills that professional employees need include effective communication, problem-solving skills, and conflict resolution and time management. Professional employees need to communicate well with both the management and other employees on various matters of the organization to ensure that everything goes on well. Whenever there is a problem, the professional employees will also need to have problem-solving skills so that they can handle any issue that comes there way ( Curado, Henriques & Ribeiro, 2015 ). For example, in the case of lack of motivation, the employees should feel free to share the issue with the management to ensure that a solution is reached. 

Similarly. Proper time management is a fundamental soft skill that all the employees need to increase their productivity. Training professional employees on soft skills will thus promote employees productivity and motivation. 

The other type of training that can be most effective for professional employees is quality training. Quality training involves training the employees on how to improve their quality and ensure that they deliver the best to the organization. Quality productivity and service is an essential area that the management must inspire the employees to improve on. With the growing business competition, many customers are currently shifting to those firms that offer quality and value for their money ( Curado, Henriques & Ribeiro, 2015 ). Therefore, XYZ Company will design a quality training program for professional employees to ensure that they increase the quality of their work. 

Training program for Hourly employees 

The type of training program that will be provided to the hourly employees includes technical and skills training. The skills of the hourly employees are one of the essential factors that ensure they deliver according to their best abilities. With the right skills, the hourly employees will be more productive and their output per hour will increase. Having the right skills also help hourly employees improve their time management as a soft skill. It makes them observe time and work with dedication and effort towards meeting the needs of the organization. 

All these training programs will be done using various delivery styles. Among the delivery styles that will be used include on-the-job-coaching, mentoring, and web-based as well as through observational learning and class-based approach. These methods are the most effective delivery styles that have been identified by the organization. 

How Recommendations Support Company Issues 

Dynamics Company is struggling with the low employee motivation which has subsequently affected the ability of the company to provide quality goods and services. As a result, the company is losing sales to competitors as the employees continue to feel less valued. While the mission of the company was to value its employees, a change in management has led to shifting away from this goal. The recommended training program for managers on soft skill s will enhance the leadership skills of the Dynamics managers and ensure they manage employees the right way. Because the proposed training program for the managers aims at increasing the coalition and motivational skills of employees, such training will solve the issue of demotivation that the employees are facing, and this will take the company back to its growth. Training the managers on the leadership skills will also help solve the leadership problem that is currently at the company. All the issues that Dynamics Company is facing are as a result of poor leadership skills. With this kind of training, the managers will get knowledge on various leadership abilities such as communication and employee engagement and this will help solve the issue of lack of motivation amongst the employees. Such training will help the company meet its mission of valuing employees. 

The training program on the need to add the skills and quality of the employees also support the mission of the firm and aims at solving the problem of reduced productivity. Improving the skills and quality of professional employees will ensure that they have the right skills and necessary abilities to provide quality work. Increased skills and quality plays a key role in enhancing the motivation of the employees ( Curado, Henriques & Ribeiro, 2015 ). An employee with sufficient skills and abilities tend to be more motivated because they can do their job with ease. Thus one way to increase the motivation of the professional employees and enhance their productivity to provide them with training on skills and qualifications. 

Also, soft skills training programs work to support the mission of the organization and solve the issue of employee demotivation as well as reduced productivity. Soft skills such as effective communication skills ensure that the professional employees can communicate with the managers on various issues affecting the organization and then a solution can be found. Communication is one of the critical ways in which the employees can interact with the management and find a solution to problems such as demotivation. 

The training programs on the hourly employees to increase their time management and communication skills is also an essential way to support the mission of Dynamic and to solve the issue of low motivation and reduced the productivity of the employees. It is a way of ensuring that the hourly employees properly manage their time to increase productivity and effectively communicate with management to find a solution to the issues affecting the organization. Technical training proposed in the program will also help the organization solve the issue of reducing the quality of the services offered by the employees. The technical training aims at adding more knowledge and skills to the hourly employees to make them more productive ( Curado, Henriques & Ribeiro, 2015 ). With increased technical skills and knowledge, these employees will be more motivated to work towards achieving the goals of the organization. 

Management Theories 

Reinforcement Theory 

The reinforcement theory of training and development focuses on the learning behavior of an individual and states that a learner is more likely to repeat certain behaviors that are attached to the positive outcomes. Proposed by Skinner, the theory proposes the need to have the training and development of an organization aligned with the mission and goals of the organization if any positive outcome is to be realized ( Wei &Yazdanifard, 2014 ). The formation of any training and development program should, therefore, be in line with these goals and objectives and must help the organization and its employees move towards meeting its overall purpose. Based on this theory, there exists a variety of human resource practices that are associated with the training and development needs of an organization, and thus such practices must go hand in hand with the kind of training programs that are developed. For example, rewarding employees using various methods can play a significant role in creating a positive reinforcement while training the employees. The rewards can be in the form of promotions, salary increment, bonuses and certificates after training programs. Such rewards ensure that the employees are motivated during training in a way that can yield a positive outcome. 

The expectations of positive reinforcement will play a role in determining the success of any training program. When professional employees are trained on soft skills, they are more likely to master these skills and apply it in their work to increase their productivity because they expect a positive reinforcement such as salary increment and promotion. Because the training programs developed are aligned to the objectives of the organization, mastering the new skills during training ensures that employees work towards meeting the goals of the organization. Similarly, when the managers expect a positive reinforcement at the end of the training, the training programs offered such as leadership skills are more likely to have a positive result. The managers are more likely to change to a management style that promotes employees motivation and teamwork because they know that from this, there would be an increased performance which will reward them. As argued by Skinner in his reinforcement theory, employees will show more interest and seriousness in the training if they expect some positive reinforcement at the end. Without expecting any positive outcome; however, the employees might attempt the training session, but it might not have any change to the organizational performance. As a result, there must be reinforcements that accompany any training program provided to the employees of an organization. 

Social Learning theory 

Developed by Albert Bandura, this theory states that reinforcement does not address all the learning types and requirements by the employees. The theory thus suggests the need to have the organization create a positive environment that can allow the employees to learn by observation. The environment must be very professional and the surrounding made in such a way that people can learn from it. When the mental state of the employees is negative, they may not change their behavior even with training and development. Based on the training programs proposed, improving the leadership skills will ensure that an environment exists within the organization that supports learning by observation as suggested in the social learning theory. 

Validation 

Validation is the process that certifies that the training employees meets the expected standards. Before the training begins, the organization usually set the standards that it expects the training to meet and at the end of the training programs, a confirmation must be made to ensure that such standards have been met ( Voegtlin, Boehm & Bruch, 2015) . The training only starts after the measurable training standards have been established. After setting these standards, the validation process will focus on ensuring that the trainees exhibit certain performance behaviors at the end of the training program. These performance behaviors are what will demonstrate that the training has met the standards that were set. Before validation, these performance standards are explained to the trainees so that they are aware of what is expected from them at the end of the training. 

At the end of the training program, the trainers will determine whether the objectives of the training was met, whether the training objective was relevant with the training needs and whether the training program offered to meet the criteria of effectiveness. The methods that can be used to conduct validation and ascertain that employees exhibit the training standards set before training, questionnaires and test surveys are provided to the trainees. If the surveys yield a consistent result at two different points in time, then it is reliable. As a process that assures that the trainees have achieved the skills and knowledge the training was intended to, validation not only certifies the results but also validates that the entire training program has been correctly designed ( Voegtlin, Boehm & Bruch, 2015 ). At the end of the training program, the trainees will be examined whether they have the required skills necessary to move them to the next level of training or progress in their job. 

Evaluation 

Training evaluation is a process that examines the effectiveness of a training program. It focuses on identifying whether the training program was effective in meeting the set objectives ( Bezrukova et al., 2016 ). The evaluation will be done by focusing on the selected measures, gathering the information about those measures and then comparing what the trainees have learned to some set standards and objectives. The key measures that will be used to determine if the training program was effective in meeting the objectives include the examination of the results such as increased skills, improved work performance, improved quality of performance, enhanced motivation and increased sales revenue. This will be done by doing a follow-up and monitoring the trainees after some period from the end of the training programs. If there are positive improvements in the business outcomes and results, it means that the training program was effective in meeting the goals of the organization. However, a negative result is an indication that the training program was not effective in meeting the goals of the organization. 

Rather than using the written grades and tests as a confirmation for the effectiveness of a training program, a performance-based competency approach will be used to evaluate the effectiveness of training. This kind of evaluation is more concerned with the ability of the trainees to demonstrate certain skills and knowledge in their jobs rather than just relying on papers ( Kirkpatrick & Kirkpatrick, 2016 ). It focuses on the results that the employee can produce in their line of duty. If the employees become more productive and the quality of their jobs increases, it is an indication that the training program has been effective. The importance of doing a training evaluation is to ascertain whether the whole process was effective and relevant in achieving the previously set standards of performance. This follows up ensures that there is an improvement in the overall goal of the organization at the end of the training session. 

References 

Asad, M., & Mahfod, J. (2015). Training and development and its impact on the employee's performance: A study of agility company-Kingdom of Bahrain.  International Review of Management and Business Research ,  4 (3), 700. 

Asfaw, A. M., Argaw, M. D., & Bayissa, L. (2015). The impact of training and development on employee performance and effectiveness: A case study of District Five Administration Office, Bole Sub-City, Addis Ababa, Ethiopia.  Journal of Human Resource and Sustainability Studies ,  3 (04), 188. 

Milhem, W., Abushamsieh, K., & Pérez Aróstegui, M. N. (2014). Training Strategies, Theories and Types.  Journal of Accounting, Business & Management ,  21 (1). 

Curado, C., Henriques, P. L., & Ribeiro, S. (2015). Voluntary or mandatory enrollment in training and the motivation to transfer training.  International Journal of Training and Development ,  19 (2), 98-109. 

Wei, L. T., & Yazdanifard, R. (2014). The impact of Positive Reinforcement on Employees' Performance in Organizations.  American Journal of Industrial and Business Management ,  4 (1), 9. 

Voegtlin, C., Boehm, S. A., & Bruch, H. (2015). How to empower employees: using training to enhance work units’ collective empowerment.  International Journal of Manpower ,  36 (3), 354-373. 

Bezrukova, K., Spell, C. S., Perry, J. L., & Jehn, K. A. (2016). A meta-analytical integration of over 40 years of research on diversity training evaluation.  Psychological Bulletin ,  142 (11), 1227. 

Kirkpatrick, J. D., & Kirkpatrick, W. K. (2016).  Kirkpatrick's four levels of training evaluation . Association for Talent Development.