The director of Hanson Place realized that he was having performance problems with the teachers because the parents were complaining of the poor performance of their children. After carrying out TNA it was discovered that the teachers’ morale was low which resulted in the development of the performance gap. The motivation of the instructors had decreased as a result of conflicting concern among themselves and limited resources in the organization. The teachers need motivational training which will increase their morale towards work.
Training Results
Outcome 1: Low Morale and Motivation of the Instructors
The results of the TNA indicated that the instructors’ performance was below the required level as set by the institution. The teachers need the training to improve their skills for them to achieve the needed performance levels. The training will assist Hanson Place to meet their goal of offering high-quality facilities to their customers. Hanson Place will operate in line with their mission as a result of the increased efficiency among the instructors (Elnaga and Imran, 2013) . Further, the institution will achieve their strategic goals within the set period. After the training, the teachers’ motivation will increase because their teaching needs will be met.
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The training on motivation will consist of 4 sessions where the one module is approximately $ 100. The whole training session for improving the motivation for employees will amount to $ 400. The training modules consist of face to face sessions where the trainers impart knowledge and expertise to the employee. The training has online sessions where the trainees complete the training at their convenient time. Further, the training has webinars where the employees get to learn ways of overcoming low motivation.
Outcome 2: Limited Resources
The other outcome for the TNA was limited resources in the organization. The outcome does not need training but an action that should be taken by the organization. Hanson Place should increase their resources for the teachers to utilize them to increase their efficiency. The training will assist the teachers to determine the appropriate resources they should utilize to maximize their potential (Singh and Mohanty, 2012) . There will be a training session on the suitable reserves that increase the performance of the teachers.
The training session on the limited resources will be two modules. The total amount for the training module on using resources will be $ 200. The first module will entail the lectures that will cover the resources that improve employee performance. There will be face-to-face discussions on the importance of resources in the organizations and their effectiveness. The second sessions will focus on field training on utilizing the resources. Hanson place should enroll their teachers in the training to improve their skills in utilizing the available resources. The employees will help the institution to establish the resources that are necessary for improving their operations.
Outcome 3: Poor Customer Service
The results of the TNA indicated that the teachers did not meet the needs of the parents and pupils. There is a need for the teachers to be trained to satisfy the pupils and parents (Anitha and Kumar, 2016) . The training will assist the organization to meet their goal of satisfying the consumers. Further, Hanson Place will meet their goal of giving high-quality facilities to their consumers. After completing the training, the teachers will identify the needs of the students which will guide them in offering quality customer services. The trainers will offer sessions on communication skills that will help the teachers to communicate effectively with the pupils and parents (Singh and Mohanty, 2012) .
The training modules on developing customer service skills will be four where the total amount is $ 400. It will consist of lectures on the customer service skills that the teachers should possess. The second module will cover the communication skills. In addition, the training will have demonstrations on videos on the ways of portraying quality customer service. Hanson Place should pay their teacher this training because it will increase their skills on ways of handling the customers.
Expected Performance
It is the expectation of every organization to improve the performance of its employees for them to meet the goals. It is essential for the employees to perform well after the organization has identified their areas of improvement needs and offered training. Hanson Place will expect the teachers to have the resources that will increase their performance because they will implement the strategies they have learned in the training. With the expectation in place, the teachers will understand their work requirements and the frequency of carrying out the activities in the organization. The management will understand the significance of employees in the institution, the complexity of the activities, and the effectiveness of the training.
Performance Gaps
The efficiency of employees is important to the success of an organization. The performance of employees can improve in case the staff and managers can determine the gaps and design a plan (Alexander, Kumar & Walker, 2018) . The possible performance gaps in Hanson Place are conflicting concerns and inadequate resources which have influenced employee performance.
Conflicting Priorities
The conflicting concerns among the staff can be noticeable when the measures or goals are altered. The alterations are as a result of the changes in the organization and the demands of the customers. The expectations of a company towards the employees change on daily basis. The training will assist the employees to know the goals and expectations of the institution. The employees will work as a team after they go training because they will have a common goal of making developments in the organization.
Possible Lack of Resources
The employees do not perform their duties in a proper manner due to limited resources in the organization. It is essential for employees to have the necessary equipment for them to perform the activities in an effective manner. The training will assist the employees to identify the basic materials that will increase their efficiency. They will acquire knowledge on how to maximize the available resources to increase their performance.
In conclusion, training outcomes were low motivation among the instructors, limited resources, and poor customer service. The teachers need the training to improve their skills in dealing with students and boost their motivation. The plans are formulated after the company determines the factors that influence the efficiency of the employees in the organization. Training develops the skills of the employees because they identify their weak areas and make improvements. The performance of the organization improves after the training provided to the employees is effective. The organization will meet its goals after they enroll their employees for training.
References
Alexander, A., Kumar, M., & Walker, H. (2018). A decision theory perspective on complexity in performance measurement and management. International Journal of Operations & Production Management .
Anitha, R., & Kumar, M. A. (2016). A study on the impact of training on employee performance in private insurance sector, Coimbatore district. International Journal of Management Research and Reviews , 6 (8), 1079.
Elnaga, A., & Imran, A. (2013). The effect of training on employee performance. European Journal of Business and Management , 5 (4), 137-147.
Singh, R., & Mohanty, M. (2012). Impact of training practices on employee productivity: A comparative study. Interscience Management Review , 2 (2), 87-92.
