Assignment 1 (Group Assignment) CASE STUDY: STAFF TRAINING AND DEVELOPMENT AT z-VISION INCORPORATED

Module: Human Resource Management Code: UGB277 Course Lecturer: Mr. Han

Group Members Mohammed Shafiqul Matin, SCM- 009902 Odion Omoijiade, Ng Pey Lin, Rajesh Kumar, SCM-009690 SCM- 009408 SCM- 008931

Submitted on: 31st March 2010 Acknowledgement z-Vision Incorporated has been one of the leading optical companies since 1997 and has always been known as the forefront of a revolution in the eyewear industry. But with its rate of expansion over the years the management of the company has to be much synchronized in terms of its human resources in order to uphold its reputation as well as the quality of its service in the market. Therefore, we as the training officers of the company have designed a comprehensive report on the training procedures that the company might choose to follow.

z-Vision Incorporated | Matin, Pey, Odion, Rajesh

Importance Of Training In general, training helps in the proper utilization of human resource that further helps the employees to achieve the organizational goals as well as their individual goals. In most cases, training contributes to the development of human resources technical and behavioral skills in an organization. It helps in increasing the job knowledge and skills needed at each level within the company in addition to expand the personality of employees. Training also leads to an increase in the level of productivity of the employees that helps the organization in the long-term goals. It encourages the sense of team spirit, team work, and inter-team bonding. Training has the great impact on the quality of work and creating a healthy working environment which helps to build a good employee relationship thus individual goals can be met along with organizational goals. Organization gets more effective decision making and problem solving plus it also keeps the employees on the cutting edge of knowledge and practice. In the context of z-Vision Incorporated, training of the employees is very necessary because of the size of the business. As the company is operating in a large scale with continuous expansion horizontally it is very important to maintain synchronized form of service toward its customers in all the 20 stores. Otherwise a slight hint of inefficiency might reflect on the overall image of the company.

z-Vision Incorporated | Matin, Pey, Odion, Rajesh

Conduct of Training Needs Analysis & Planning of Training Training needs analysis is the identification of training needs at employees, departmental, or organizational level, in order to improve current knowledge, abilities, and skills of the workforce. It involves inspecting current performance using job analysis techniques such as observation at work, interviews, surveys, questionnaires, and performance appraisal results. The analysis can be conducted through personal, task and organizational level of analysis. The data can derive from target supervisors management and even from customers. To ensure the knowledge of the store managers, z-Vision Incorporateds consultant perform the training needs analysis to gather all the information concerning the anticipated introduction of new technologies, performance problems and a desire by the organization to benefit from a perceived opportunity. In terms of training staffs in their respective stores the following training methods has to be implemented: Training in change implementation and conflict management Training for empowerment Training in ethics

Training in change implementation and conflict management: Given this, a manager must know how the staff will experience change and identify it. Without the training needs analysis, one may find that employees resist to change and hesitant to go for training. They may not be able to make use of their newly acquired skills and knowledge to their jobs because of the organizational constraints. For example at Lands End, inc of Dodgeville Wisconsin, the new management wanted to try some of todays exquisite management trends such as teams, peer reviews, and elimination of strict rules etc. But the employers were happy with the familiar family-like atmosphere and uncomplicated work environment. The workers did not see the need of changing things and they rejected obstinately when new initiatives were considered. Training for empowerment: Robert Eaton believes that the success of any company comes down to people. He also says that what will make all the difference in business will be how
z-Vision Incorporated | Matin, Pey, Odion, Rajesh 4

well you train your workforce, how well you motivate and how well you empower. When the employees are empowered they have the knowledge and skills they need to personally contribute to z-Vision Incorporateds performance. By empowering the employees at our company, they will have the power to make substantive decisions and this will influence their work procedures and organizational direction. Training in ethics: Managerial ethics are principles that guide the assessments and behaviors of managers with regards to whether they are right or wrong. To ensure that ethical values are considered in decision making, z-Vision Incorporated should supplement a written code of ethics with employee training programs a survey showed that 45 percent of responding companies were including ethics training in employee seminars. This training program will give the employees a chance to wrestle with ethical dilemmas.

z-Vision Incorporated | Matin, Pey, Odion, Rajesh

Proposed Training Plan From the type of the company it can be suggested that it has to empower on its technical aspects. From the case it can be assumed that z-Vision Incorporated has been very forward to technological advancements. They have been providing the fastest services to the customers. Now there are series of training processs from which we are suggesting 3 major trainings below in order to improvise the quality of service, which is very essential for the management to follow: 1. In-House Training Training is essential to improve the skills of the present employees in order to assist them to prepare for any changes in their job requirements. Such training is best offered by the managers of the stores. As research shows that employees respond better to in-house trainers because they are familiar with the person and the workplace. Periodic in-house training is typically done in a group setting and can teach communication, technical skills, customer service, and team building. Doing this while employees are on the job reinforces learning, which they can be applied in the right away to their work. 2. Competitive Reward An ongoing training can place the company ahead of the rest. Employees, mostly in younger generations, are keen to work for company that offer more than just a pay cheque. Investing in people shows the companys commitment to employees, this in turn develops a sense of commitment in them. The organization should encourage their managers to attend work-related seminars as part of managerial training. The purpose of managerial training is to learn from the best practices in the industry. Thus the managers the opportunity to enlarge their networks, and steal ideas from the associates. In fact, trained
z-Vision Incorporated | Matin, Pey, Odion, Rajesh 6

employees need less supervision. Therefore, our company can focus on building the business, growing the customer base and improving the sales.

3. Technical training On-the-job training is part of the technical training. The purpose of providing technical training is prepare our store managers with various of skills. Many organizations provide in-house technical training. As z-Vision Incorporated is open to various technological changes in order to improve the quality, speed and variety of their service, it turns out to be a requirement for the managers to have a good knowledge about the technical aspects of the business. Therefore in times of difficulty the employees can look up to the manager for advice and support, hence improving the teams bonding.

z-Vision Incorporated | Matin, Pey, Odion, Rajesh

Program Budgeting, Design and Development Every pound of z-Vision Incorporated must be well-spent to deliver effective training program for store managers. Training and development budget for the next 5 years has been conducted. The total spending on training will be less costly compared to previous years while carrying out effective training for all store managers. The table lists the total costs spending on store managers training program. Store Managers Training Program Budget Budget Categories Training and development fees: Laboratory Training Financial Training Sales & Marketing Human Resource Development HRIS Training Costs 1000 1000 800 1000 1400 500 1200 1200 650 150 1050 250 150 10350 400 1850 2400 Total Costs 5700

Communication Skills Training Personnel Training Advisor

Project Director Equipments: Laptop Computer Video Conferencing

Optical Equipments Allowances Transportation

Meals Grand Total

Trainings include laboratory training, financial training, sales and marketing, human resource development and HRIS training are designed to boost store managers performances and
z-Vision Incorporated | Matin, Pey, Odion, Rajesh 8

productivity. Communication skills are necessary as store managers deal with different customers daily. Thus, more capital should be invested on training and development and total computation for training and development is 5700. Personnel including project director and training advisor. Project director is responsible for the course design and oversight of the training while training advisor needs to ensure the training is related to the companys goals and the procedures of training are appropriate and valid. The total computation for Personnel is 2400. The costs of equipments to conduct the training consist is 1850. In addition, allowances of 400 will be provided for store managers. The grand total costs for the whole training program will costs 10350. To boost all store managers performance and securing their loyalty to z-Vision Incorporated, they are required to contribute 15% of the costs for specialized training. Whilst the company is footing the bill for other trainings, store managers are bound by contract to work for a specified period of time following the training's completion as the company will require reimbursement if they unable to fulfill the agreement. If the training programs budget shown above is not favorable, there are three private companies willing to provide training packages to z-Vision Incorporated. Shaon Matin Grooming Ltd. will provide JB Training package which costs 8000. NPL Private Limited will provide Skills & Knowledge package which costs 12500 and in addition, the company will provide a free seminar as well. EU Incorporated will provide Teaming Scheme package which costs 9900. The companys sales executives are willing to provide detailed demonstrations on the packages upon request.

z-Vision Incorporated | Matin, Pey, Odion, Rajesh

Training Delivery Training delivery includes the methods used by trainers to structure learning experiences. Different training delivery methods will affect the learning outcomes. As z-Vision Incorporated has installed modern computer system which enables for an Elearning method for the employees, through internet. E-learning is an alternative to classroom-based training, and it can provide a number of advantages. E-learning can:

Reduce trainees learning time Reduce training costs mainly costs associated with travel to a training location Offer the same training methods to employees worldwide by providing instructional consistency

Allow trainees to learn at their own pace which can reduce any boredom or tenseness Give a safe method for learning hazardous tasks with computer simulations

E-learning is effective at developing declarative and in particular procedural knowledge. It is very useful in developing skills and for modifying attitudes. Procedural knowledge is maintained and developed by allowing trainees to practice applying the knowledge to various situations simulated by the software. This training method is very effective as it can automatically document trainee's responses, interpret them, and provide practice modules to improve areas of weakness.

z-Vision Incorporated | Matin, Pey, Odion, Rajesh

10

Assessment of Learning Outcomes The proposed comprehensive report which states that training is beneficial in order for zVision Incorporated to achieve organisational goals as well as individual goals. We also proposed some training plans for z-Vision Incorporateds store managers which includes training them in terms of change implementation & conflict management, training the mangers in empowerment and training them in terms of Ethics. This training will ensure that each store manager has the knowledge and basic skills in order for them to implement the training of staff in their respective stores. If all these proposed training plans are properly implemented, the managers and staff of zVision Incorporated will be more productive as well as competitive.

z-Vision Incorporated | Matin, Pey, Odion, Rajesh

11

References: 1. Sid Kemp & Eric Dunbar, 2003, Budgeting for Managers, 1st edition, McGraw-Hill, London. 2. Daft Richard, L 1998, Organization Theory and Design, 6th edition, South-Western College Publishing, United States 3. Michael Armstrong, 2006, A Handbook of Human Resource Management Practice, 10th edition, Kogan Page, USA. 4. Noe, R.A. Employee Training and Development. Boston: Irwin McGraw-Hill, 1999 5. Christenstock, Training Delivery and the Success of Employees, 2005. page 69 6. URL: www.traininganddevelopment.naukrihub.com, [Retrieved: 24th March 2010 ]
7. URL: www.businesslink.gov.uk, [Retrieved: 25th March 2010]

z-Vision Incorporated | Matin, Pey, Odion, Rajesh

12