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    Case 3

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    anh.tran
    The document discusses a case study about assessing training needs for an internal customer and designing an effective training program. It provides details on factors to consider when assessing training needs, such as identifying business needs, performing a gap analysis, and assessing training options. When designing a training program, a manager must plan the analysis, design, development, implementation, and evaluation of the program. They must decide whether to conduct training in-house or outsource aspects of it, considering cost, expertise, training content and sensitivity of topics. The assessment is that the proposed training program likely meets the content requirements for MRD but uncertainties around budget approval, timelines and lack of control over the program quality may present challenges.

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    Case 3

    Uploaded by

    anh.tran
    186 views5 pages
    The document discusses a case study about assessing training needs for an internal customer and designing an effective training program. It provides details on factors to consider when assessing training needs, such as identifying business needs, performing a gap analysis, and assessing training options. When designing a training program, a manager must plan the analysis, design, development, implementation, and evaluation of the program. They must decide whether to conduct training in-house or outsource aspects of it, considering cost, expertise, training content and sensitivity of topics. The assessment is that the proposed training program likely meets the content requirements for MRD but uncertainties around budget approval, timelines and lack of control over the program quality may present challenges.

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    The document discusses a case study about assessing training needs for an internal customer and designing an effective training program. It provides details on factors to consider when assessing training needs, such as identifying business needs, performing a gap analysis, and assessing training options. When designing a training program, a manager must plan the analysis, design, development, implementation, and evaluation of the program. They must decide whether to conduct training in-house or outsource aspects of it, considering cost, expertise, training content and sensitivity of topics. The assessment is that the proposed training program likely meets the content requirements for MRD but uncertainties around budget approval, timelines and lack of control over the program quality may present challenges.

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    186 views5 pages

    Case 3

    Uploaded by

    anh.tran
    The document discusses a case study about assessing training needs for an internal customer and designing an effective training program. It provides details on factors to consider when assessing training needs, such as identifying business needs, performing a gap analysis, and assessing training options. When designing a training program, a manager must plan the analysis, design, development, implementation, and evaluation of the program. They must decide whether to conduct training in-house or outsource aspects of it, considering cost, expertise, training content and sensitivity of topics. The assessment is that the proposed training program likely meets the content requirements for MRD but uncertainties around budget approval, timelines and lack of control over the program quality may present challenges.

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    Case Study

    INDCO-Challenges of Designing and Implementing Customized Training

    Questions

    1. What factors do training managers need to consider when assessing the training needs
    of an internal customer?

    - Why : Identify the needs of internal customers clearly, what is main objective --> needs and
    wants analysis→ define expectation.
    - Who involved in training → customize the training → population analysis
    - Assess current employee's performance→ to design the suitable training
    - What the company’s strengths and weaknesses : if the company can create its own
    effective training)--> feasibility analysis
    - When is time is appropriate for training
    - What is the right tools/ methods
    - How much is the cost

    Steps for assesting the training need


    Step 1: Identify the Business Need
    Step 2: Perform a Gap Analysis:
    performance analysis, sorting training needs and wants, job analysis, and task
    analysis.
    Step 3: Assess Training Options
    Step 4: Report Training Needs and Recommend Training Plans

    2. What are the decisions, activities, and tasks that a training manager must plan and
    execute when conceptualizing, designing, and implementing an effective training
    Program?

    · 1. Analysis:
    ● Assess current performance -> identify problems -> training needs
    ● Setting learning objectives

    2. Design:
    ● Deciding whether training will be delivered in-house or externally coordinated. Program
    implementation includes the scheduling of training activities and organization of any
    related resources (facilities, equipment, etc.)
    ● Creating a motivational learning environment
    ● Choosing and assembling the actual content the program will present
    ● Creating specific instructional methods (lectures, cases,…)
    ● Facilities for program (for example : venue, accommodation and transportation,…)
    ● Training equipment and materials (workbooks, lectures, activitives,…)

    3. Develop a training course

    4. Implementation training by targeting employee by using methods:

    ● On job training
    ● Simulation
    ● Role modeling

    5. Evaluation:

    Evaluating to determine if it was successful and met training objectives.

    3. When deciding whether to complete a training program in house or to outsource some


    aspect(s) of it, what factors and perspectives should training managers consider?

    Factors and perspectives should training managers consider

    - Cost: Cost is one of the most obvious reasons many companies avoid hiring outside
    resources to conduct employee training. They can utilize staff already on the payroll.
    - New Perspectives and Expertise: when internal staff members train others on changes
    in the industry, those internal staff members will inevitably have their perspectives
    colored by their experiences within the organization that both trainer and trainee work
    for, meaning they might be missing out on nuances of the external environment. In this
    case, it might make sense to bring in someone with external perspective and expertise.
    - Level of training content: Company-Specific? Industry-Specific? Or General Skills? If
    the training is focused on company-specific processes or procedures, it makes more
    sense to have someone internal give the training. That is especially true if the training
    may involve knowledge on proprietary information or trade secrets.
    If those training are general skills that are applicable to any company in any industry, the
    training is more general and not industry, could be export compliance training,
    personality traits, or communication skills. In this case the company benefits from the
    rich experience of the instructor, who can use examples and cases from other
    companies

    If the company has well-versed staff and is trying to get new or more junior staff up to
    date, then internal trainers might suffice

    - Sensitive Topics and Relationships: The sensitivity of the subject of the training
    should be considered, as well as the dynamics of the trainer/trainee relationship. when
    training any level of the organization on sensitive topics, it can help to have an external
    resource engaged. “Issues, such as workplace civility, sexual harassment, or other
    management issues, may be much better suited for external resources because the
    topics are more sensitive and require subject and delivery experts who can bring
    credibility and expertise

    Topic to outsource the creation of training materials in areas that relate to:

    ● Human Resources And Employment Law


    ● Compliance With Government Regulation
    ● Topics That Could Involve Knowledge of Law or Where There is Potential For Liability
    ● Taxation
    ● Environmental Concerns

    In house training is usually the best option for:

    ● Customer Service Training Materials


    ● Operational Policies And Procedures
    ● Training Materials That Are Specific to Individual Teams or Departments within an
    Organization

    4. What is your assessment of MRD’s requirements? Based on the information available,


    do you think the training program will meet MRD’s requirements?

    4.1 MRD Requirements:

    Need: Strategic thinking and team building

    Opportunity cost: learn from external, copy their way


    ● Have good understanding of each other and working together as a virtual team, improve strategic
    negotiation skills.
    ● Develop a capacity for envisioning and developing strategy models. (strategic thinking)
    ● Learn how to create strategic frameworks to constantly scan the environment for business insights
    and identify new opportunities.
    ● The team should have a common understanding of how to evaluate alternative business models,
    generate options for profitable growth, and align the organization for effective strategy execution.
    ● Customised for MRD requirements (including schedule)
    ● 2-3 days
    ● Innovative training method to attract MRD team
    Mehta has little control over the quality of the program, cost is higher than approval-rate
    => The team members of MRD are experts in mining industry, keep important roles in Indo company, so
    their requirement are normal at their level. One of the most challenging task for Mehta is that trainer must
    have enough reputation, knowledge and engagement skill and method to attract trainee, make trainees
    really involved into activities of class and have some outcomes after being train, apply to their jobs.

    4.2 The training program will meet MRD’s requirements?

    Lets take a look at different aspects:

    What training program offers? Meet requirements in term of content or not?

    - Strategic thinking (via question, generic strategy analysis tools, framework)


    - Team bonding (via group work)
    - Innotivate: Lego block
    - Applicable: Last presentation to show 5 initiative that they expect MRD to launch in coming
    month
    => About content, Annad feel ok
    => Mehta not sure if this content meet Anand (high) expectation, since she not know well about professor
    and Anand

    Budget?

    - Double that normal rate of company


    - Mehta not have right to decide this budget
    - Anand has to convince BOD about this budget, he is confident about it

    Timeline?

    - 8 March 17 they started to contact each other, and Anand want training happen on 14 Apr => 1
    month to prepare all things (normal is 3-4 month process)
    - Not match with each other, Professor available on 17-18, while Anand expect on 14-15
    Other concern from Mehta:
    - She has little control in the outcome of this training
    - Break the rules: They should get minimum 3 quotations of experts before come to direct
    discussion between Anand and experts
    - Anand and professor invest considerable time, and there were implicit promises to play => bad
    evaluation about Mehta (not have enough coordinated effort) if finally this process not become a
    deal
    - She not know much about these 2 people, since this is first time they work with each other

    Conclusion:
    - This training program meets MRD requirement on content basis
    - But it only happens if Mehta get quickly approval from BOD for budget and special procedure.
    Otherwise, she has to announce MRD team that their requirement is out of her control and or
    MRD team need to delay their timeline, or they accept internal training which may not 100%
    fullfill their expectation.

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