APU1F2309BM PEOPLE MANAGEMENT BM014-3-1-PM-L-3

GROUP REPORT
TECHNOLOGY PARK MALAYSIA

BM014-3-1-PM-T-6

PEOPLE MANAGEMENT
APU1F2309BM- APU1F2309IBM- APU1F2309HRM- APU1F2309TRM-
APU1F2309MKT- APD1F2309BM- APD1F2309IBM- APD1F2309HRM-
APD1F2309TRM- APD1F2309MKT -APD1F2303IBM

HAND OUT DATE: 06 OCTOBER 2023

HAND IN DATE: 17 NOVEMBER 2023

WEIGHTAGE: 30%

INSTRUCTIONS TO CANDIDATES:

1 Submit your assignment into Moodle, using your APU email access.

2 Students are advised to underpin their answers with the use of references (cited
using the APA System of Referencing)

3 Late submissions will be awarded zero (0), unless Extenuating Circumstances (EC)
are upheld

4 Case of plagiarism will be penalized

5 You must obtain 50% overall to pass this module

6 More information on the assignment is available in the MS- Teams

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GROUP REPORT
TESLA INC TRAINING PROGRAMME

BM014-3-1-PM-T-6

PEOPLE MANAGEMENT

LECTURER: MR. PATRICK HAN KOK SIEW

INTAKE NUMBER: APU1F2309BM

SUBMISSION DATE: 12 NOVEMBER 2023

WORD COUNT: 3322 WORDS

STUDENT NAME TP NUMBER

AMNA AKBAR GOHAR TP077931

THAM KEL VIN TP070400
MD AHNAF SADMAN TP075388
MD TAIJUL ISLAM TP076455

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TABLE OF CONTENT

1.0 INTRODUCTION..............................................................................................................4

2.0 TRAINING FOR 3 LEVELS OF MANAGEMENT......................................................6

2.1 LOWER-LEVEL MANAGEMENT TRAINING.........................................................................................6
2.2 MIDDLE-LEVEL MANAGEMENT TRAINING........................................................................................7
2.3 TOP-LEVEL MANAGEMENT TRAINING................................................................................................8
3.0 MIDDLE-LEVEL MANAGEMENT TRAINING PROGRAMME.............................9
3.1 OBJECTIVE...................................................................................................................................................9
3.2 TRAINING METHODS APPLIED.............................................................................................................11
3.3 CURRICULUM DESIGN............................................................................................................................13
3.4 TRAINERS SELECTION............................................................................................................................15
3.5 EXPECTED OUTCOMES..........................................................................................................................17
4.0 PROS & CONS OF TRAINING PROGRAMME........................................................18
4.1 PROS............................................................................................................................................................18
4.2 CONS...........................................................................................................................................................18
4.3 CHALLENGES............................................................................................................................................19
5.0 CONCLUSION.................................................................................................................20

6.0 REFERENCE...................................................................................................................21

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1.0 INTRODUCTION
The car and energy sectors have been changed by the creative American business
Tesla, Inc. Tesla, an organization renowned for its modern electric cars and solutions for
renewable energy, was created in 2003 by entrepreneur Elon Musk and a few others. China
and Europe are the largest consumer markets for Tesla vehicles. In the US, it also retains the
biggest target market share. The Dutch market now contributes to Tesla's self-driving car
sales. (Ajitha & Nagra, 2021)

Figure 1.0 Tesla Inc. Company Logo

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Figure 1.1 Tesla’s Domestic and International Revenue (2018-2022)

The domestic and foreign revenue for Tesla from 2018 to 2022 is shown in the above
graph. It indicates that demand led by the United States drove Tesla's sales growth to around
81.5 billion dollars in the budget year 2022. About 40.6 billion dollars, or little less than
49.8% of Tesla's total income, came from the U.S. The second-largest income producer,
China, generates sales revenue of about 18.15 billion US dollars, in comparison. (Tesla's
domestic and international revenue 2022 | Statista, 2023)

Figure 1.2 Tesla's Employment Rates (2019-2022)

Tesla's daily revenue growth has a connection with the growing global employment
rate. According to the above graph, Tesla employed over 48,000 workers in 2019. In 2020,
the number of employees increased to around 71,000. In 2021, it rose further to
approximately 100,000 individuals. Finally, in 2022, the number of employees increased to
around 128,000 people. (Tesla: Number of Employees 2010-2023 | TSLA, n.d.)

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2.0 TRAINING FOR 3 LEVELS OF MANAGEMENT

Figure 2.0 Levels of Management

2.1 LOWER-LEVEL MANAGEMENT TRAINING

First-line or operating-level management are terms used to refer to lower-level

administrators. It is highly engaged in the day-to-day operations of marketing, manufacturing,
finance, and accounting. (Sujan, 2023)

The training program for Tesla's lower-level management need to start with a
requirements analysis. This will make it easier to understand the precise knowledge and
ability gaps at this managerial level and comprehend the difficulties they encounter. Essential
management skills, including as problem-solving, team leadership, time management, and
effective communication, should be included in the curriculum for lower-level management
training. To guarantee conformity with the fundamental ideals of the organization, this
curriculum must be in line with Tesla's purpose, values, and safety procedures.

To offer this level they should provide some online courses, on-the-job training and
in-person training sessions. In today’s situations and practical exercises must be provided to
help lower-level managers to apply their knowledge to their jobs. It is the responsibility of
more senior executives in their departments to mentor and coach lower-level managers. As
less experienced managers advance in their managerial careers, these mentors can provide
direction and encouragement. Lower-level managers should have regular evaluations and

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feedback to track their development and pinpoint areas that require further work. For this
degree of skill development and continual progress, this feedback loop is essential.

2.2 MIDDLE LEVEL MANAGEMENT TRAINNING

Middle-level managers supervise daily operations and carry top-level management's

strategies into action Middle-level managers should be able to close the knowledge gap
between top-level strategy and on-the-ground implementation with the help of the training
program. To effectively manage their departments, they must possess a strong understanding
of operational management. The ability to oversee projects requires project management
abilities. They can adjust to the rapid shifts in the sector according to change management
training. Efficient team communication is ensured by effective communication skills, which
include both written and spoken communication as well as the use of digital collaboration
technologies. (Masterclass, 2022)

If they oversee a budget, having a solid financial mind is essential. Because of their
jobs, they require safety and compliance training. To discover and execute changes within
their areas of responsibility, it is important to encourage creativity and problem-solving
abilities. Tesla's distinct culture, ideals, and position in the industry need customization of
these training courses.

They should also include continuous skill development, mentorship, and experience
learning. To make sure these efforts support Tesla's strategic goals and promote the
company's growth and success, it is important to evaluate their success through performance
reviews and feedback.

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2.3 TOP LEVEL MANAGEMENT TRAINNING

The success or failure of a corporation is ultimately the responsibility of its top

management. They are responsible for managing and appropriately directing the business. It
is their duty to supervise the company's overall plan. They additionally establish the plans,
tactics, and policies for the business. They also have a big effect on how corporate resources
are used and allocated. High-level management training is a continuous process. It's a
continuous process that helps in the leaders' improvement while keeping focus on business
objectives. (Training Industry, Inc, 2023)

Training for top-level management should be comprehensive and appropriate to their

strategic responsibilities. Developing their leadership skills is a great way to make sure they
can inspire their colleagues and promote invention. Given Tesla’s position in a continuously
changing sector, strategic planning is essential, and this training should address market
research, long-term planning, and industry flexibility.

For managing difficult, high-stakes decisions, decision-making skills training is

essential. Through instruction in global perspectives, they should gain understanding of
global markets, laws, and cultural differences. Concern for the environment and sustainability
are essential, and they match Tesla's goals. Crisis management training will equip upper
management to effectively manage essential crises. Training must focus on innovation and
market adaptability, considering the fast development of the electric car and solar power
sectors. To promote Tesla's development and sustainability goals, it encourages top-level
management to find opportunities and technology.

The top managers must be experienced in the dynamics of the sector and global market
trends. This course offers insights into competitive thinking, upcoming technology, and
regulatory development.

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3.0 MIDDLE-LEVEL MANAGEMENT

3.1 OBJECTIVE:
Middle-level management plays a crucial role in organizations. Their objectives
typically revolve around coordinating, implementing the plans, and strategies
developed by top level management. These are the common objectives include:

1. FACILITATING COMMUNICATION:
Middle managers act as a bridge between top level management and front-line
employees, ensuring effective communication and information flow throughout the
organization.

2. IMPLEMENTING STRATEGIES:
They are responsible for translating the organization’s strategic goals into actionable
plans and initiatives. They coordinate resources, assign tasks, and monitor progress to
ensure successful implementation (Robbin & Coulter, 2019).

3. MANAGING TEAMS: Middle managers oversee and guide teams, ensuring that they
are working towards the organization’s objectives. They provide support, motivation,
and feedback to team members, promoting collaboration and productivity.

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4. OPERATIONAL EFFICIENCY:
They focus on optimizing processes, improving efficiency, and reducing costs within their
departments. They analyze performance metrics, identify areas for improvement, and
implement strategies to enhance operational effectiveness.

5. PROBLEM SOLVING:

They are involved in identifying and resolving issues that arise within their
departments. Middle managers analyze problems, propose solutions, and make
decisions to address challenges and ensure smooth operations.

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3.2TRAINING METHODS APPLIED

ROLE OF MIDDLE MANAGERS:
Middle managers are the glue that holds organizations together. They also play a big
role in building your company culture. One study found that there are 70% of the
variance in employee engagement.
There are various approaches that organizations can take. Some common training
methods applied in middle level management include:
1. LEADERSHIP DEVELOPMENT PROGRAMS:
These programs focus on enhancing leadership skills, decision making abilities, and
strategic thinking. They often involve workshops, seminars, and mentoring to develop
well-rounded leaders (Brown,2018).

2. ON THE JOB TRAINING:

Middle Managers can receive training while performing their regular duties. This may
involve shadowing experienced managers, participating in cross-functional projects,
or taking new responsibilities to gain hands-on experience (Smith,2019).

3. MENTORING AND COACHING:

Pairing middle managers with experienced mentors or coaches can provide valuable
guidance and support. These relationships allow for personalized development,
feedback, and the sharing of knowledge and expertise (Johnson,2020).

4. MANAGEMENT WORKSHOPS AND SEMINARS:

Organizations often conduct workshops and seminars specifically designed for
middle-level managers. These sessions cover topics such as communication, team
management, problem-solving, and decision-making.

5. E-LEARNING AND ONLINE COURSES:

Many organizations offer online training modules and courses that middle managers
can access at their convenience. These platforms provide flexibility and a wide range
of topics to enhance management skills.

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FIG. Difference between on and off the job training

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3.3 CURRICULUM DESIGN

EFFECTIVE COMMUNICATION SKILLS

OBJECTIVE:
It involves:
 Clear Information Exchange
 Fostering Understanding
 Collaboration
 Strong Relationship (Smith,2020)

ACTIVITY:
 Listening Actively
 Building Strong Connections

CONTENT:
i. Clear and Concise Messaging (Keep your messages short and easy to
understand).
ii. Active Listening and Empathy (Listen attentively and try to understand
others).
iii. Non-Verbal cues and Feedback (Pay attention to body language and provide
responses to show that you are engaged).
iv. Adaptability and Conflict Resolution (Be flexible in how you communicate
and work towards resolving conflicts when they arise).

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DECISION-MAKING and PROBLEM-SOLVING SKILLS

OBJECTIVE:
It includes:
 Making Informed Choices
 Finding Effective Solutions
 Enhancing Critical Thinking
 Promoting efficiency and Productivity

ACTIVITY:
 Brainstorming
 Analyzing
 Evaluating
 Deciding
 Implementing

CONTENT:
i. Relevant and Focused (The content should be relevant to the topic at hand and
focused on conveying the intended message).
ii. Engaging and Compelling (Content should be engaging and compelling to
capture the attention of the audience and keep them interested).
iii. Well-Structured (It is important to organize content in logical and coherent
manner) (Smith,2023).
iv. Feedback (Effective communication involves seeking feedback from the
audience and improving the content based on their responses and needs).

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3.4 TRAINERS SELECTION

It’s all about finding the right individuals who have the expertise and skills to
deliver effective training. It involves evaluating trainers based on their qualification,
experience, and ability to connect with learners.
According to the (Global Guru,2022) rankings recognized several influential
speakers.
 SIMON SINEK

 English Author of five books

 International Motivational speaker
 Leadership Expert
 Born in United States

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 BRENE BROWN

 Social Scientist
 American Author, Professor
 She has written six best-selling Books
 Born in Unites State

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3.5 EXPECTED OUTCOMES

In expected outcomes the EFFECTIVE COMMUNICATION are crucial for Middle level
managers to achieve their objectives.
One of the effective communications in TESLA is ensuring clear and -transparent
communication between different departments. Middle level managers need to communicate
the company goals, Strategies, and expectations to their teams. They also need to facilitate
effective communication between teams to ensure smooth collaboration and coordination.
Another significant aspect of effective communication at TESLA is providing timely
and constructive feedback. Middle level managers to help them improve their performance
and achieve their goals. This feedback can be related to tasks, projects, or overall professional
development.
Additionally, middle level managers in TESLA engage in active listening. They to their
team member’s ideas, concerns, and suggestions. This helps them in promoting a culture of
innovation and continuous improvement within the company.
Furthermore, effective communication in TESLA involves adapting to communicate
with various stakeholders, and external partners. They should be tailoring their
communication approach to suit the needs and preferences of each audience (Tesla, n.d).
By practicing these activities and focusing on the content of communication, middle-
level managers at TESLA contribute to a cohesive and productive work environment.

4.0 PROS AND CONS OF TRAINING PROGRAM

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4.1 PROS:
Training programs have several advantages. Middle level managers at Tesla Inc can
increase productivity among employees. Employees who undergo training will enhance their
skills and knowledge of the job. This will boost their productivity and will allow them to
work more efficiently and smoothly.

Secondly, the training program can also help to improve team functionality. Most of the
employees work in groups, but those groups are seldom designed for success. Teams require
additional abilities that enable them to work cohesively and efficiently. Team training in
communication skills and alternative dispute resolution also helps employees to build faith
among employees and reduce time lost due to misunderstandings.

Moreover, the training program can also increase employee retention. When a company
increases its employee retention it means it will have a low turnover rate. High turnover rate
needs to be avoided because employee turnover is expensive because it involves costs for job
postings, interviews, onboarding, and training of new hires. The company can save money on
these recruitment costs if retention rates are high.

4.2 Cons

Aside from that, the training program at Tesla Inc also has its disadvantages. The first
disadvantage for training programs is that it is time consuming, Training programs usually
involve the instruction of complex concepts, skills or processes. This level of complexity will
need more time to ensure that the employees fully understand. In addition, participants’
learning style may differ. This can also reduce the value of training. Training programs
usually take into consideration this dissimilarity. This can lessen the value of the training
program.

Secondly, training programs can be costly. Materials, instructors, places of work, can all
be expensive as well. It may be challenging for small companies to find funds for
comprehensive training. For Instance, technology-based learning requires computer
programs, software license and videos.

Last but not least, training program can also cause a gap between trained and untrained
employees which can have an impact on their spirit and teamwork. This is because some

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trained employees outperform their untrained employees resulting in inequality in

performance. When this issue is not solved, it will likely lead to unhappy and unsatisfactory
employees. They are more likely to show inadequate job performance and higher levels of
work-related stress. If employees are feeling dissatisfied or undervalued, there is a very high
chance of them looking for another company to grow and develop. (Nell Hendy, 2023)

4.3 Challenges

Firstly, one of the challenges that the training program will face is that some employees
can’t see how the training is relevant. This may be because that the content is too general, out
of date, or simply insignificant to them. Many trainings program is not specific enough and
do not give enough modifications. The company needs to make use of relatable scenarios
with clear outcomes.

Secondly, another challenge that the training program will face is that there will be lack
of employee feedback on training. When employees are not giving any feedback, it is easy to
keep running programs that are unsuccessful with shortage in training, criticizing employees
for poor performance and eventually draining the employee motivation. The company should
give employees feedback surveys , this enables the company to naturally incorporate
feedback into their training and acquire valuable insights.

In addition, too much information can be a challenge also. Many companies would want
their employees to remember all the company information from day one of the training
program. Employees may become overwhelmed and separate themselves from the training
and part ways with the company. One solution to overcome this problem is to create a self-
paced training program with regular checkpoints where employees can summarize what they
learned.

5.0 CONCLUSION
Elevating Tesla's Success:
In Conclusion, there is no doubt that tesla is a disruptor of the automotive industry.
The development of tesla’s training program is needed to improve the skills and capabilities
of its management level such as Top-level management, Middle level management and

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lower-level management. Every level has a different training strategy, and each level must be
improved to achieve success. Srujit Biradawada. (n.d.).(Retrieved October 7, 2023)
Strategic Management Training:
For top level management consists of CEO, CFO, Chairman and the Board. They
emphasis strategical thinking, leadership, and novelty and controlling whole Tesla's Inc. Top
level management always think how they can achieve goal, develop their company and
company policies and make decisions for the business.
Tesla Inc's Middle level management consists of Managers, HOD’s (hade of the
department), Chief officers for respective department. The work of middle management is
training in leadership, problem solving, and project management.
Lower-level management includes the foreman, supervisors, specialists, assistant
manager. They improve supervisory skills, Communication and basic financial literacy
training. The selective training methodologies offer several advantages such as hand-on
learning, flexibility, exposure to industry best practices and personalized guidance. However,
they also come with challenges, including resistance to change, time constraint, measuring
ROI and cost management. (Prajeev Sudhankaran, & Hamza Uygum. (2020,April). Tesla
Inc management report.)
Optimizing Tesla's Training Program:
Nowadays, businesses in almost every industry are working hard to keep up with the
rapid pace of changes in technology. Finding highly skilled workers is a big challenge for
every company. Tesla’s Inc has same problem. Tesla must need improve their technology
skills, Communication skills, innovative new ideas. Overcoming these challenges involves
effective communication, flexibility in training schedules, the establishment of key
performance indicators and cost-effective solutions. If Tesla can cut out these challenges,
they ensure that its training program delivers substantive results and equips its management
teams to navigate the ever-evolving automotive industry successfully. (Davies, B. L. (2017,
June 11). Tesla Employee Training Evolution).

6.0 REFRENCES:
Ajitha, P. V., & Nagra, A. (2021). An Overview of Artificial Intelligence in Automobile Industry–
A Case Study on Tesla Cars. Solid State Technology, 64(2), 503-512.

An-Overview-of-Artificial-Intelligence-in-Automobile-Industry-A-Case-Study-on-
Tesla-Cars.pdf (researchgate.net)

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Masterclass. (2022, March 28). Middle Management Skills: How to be a

Good Middle Manager - 2023 - Masterclass.
https://www.masterclass.com/articles/middle-management
Sujan. (2023, July 15). Lower Level Management: Duties, Examples, Skills,
& FAQs - MBA Note. MBA note.
https://mbanote.org/lower-level-management/
Tesla’s domestic and international revenue 2022 | Statista. (2023, March 17).
Statista. https://www.statista.com/statistics/314759/revenue-of-tesla-by-region/
Tesla: Number of employees 2010-2023 | TSLA. (n.d.). Macrotrends.
https://www.macrotrends.net/stocks/charts/TSLA/tesla/number-of-employees
Training Industry, Inc. (2023). Training At the Top: Best Practices for
Training High-Level Leaders. Training Industry.
https://trainingindustry.com/articles/leadership/training-at-the-top-best-practices-for-
training-high-level-leaders-cptm/
Nasiruddin, A. (2022, August 26). Middle-Level Management: Examples, roles,
skills. Penpoint. https://penpoin.com/middle-level-management/

Bensla, A. (2023, July 19). The Top 8 essential topics for middle level
manager training - Risely. Risely.
https://www.risely.me/mid-level-manager-training/
Bensla, A. (2023, July 19). The Top 8 essential topics for middle level
manager training - Risely. Risely.
https://www.risely.me/mid-level-manager-training/

Reading Notes 246 "Model Thinking". (n.d.).

https://www2.jianshu.com/p/f238e17b6c3a?
utm_campaign=maleskine&utm_content=note&utm_medium=seo_notes&utm_sourc
e=recommendation
The challenges of middle management. (n.d.). DDI.
https://www.ddiworld.com/blog/challenges-of-middle-management
https://emeritus.org/blog/benefits-of-training-employees/

Jennifer Herrity. (March 30 2023). The importance of training employees: 11

Benefits. Indeed.

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https://www.indeed.com/career-advice/career-development/importance-of-training

Nell Hendy. (April 5 2023). The Consequences of lack of training in the workplace.
High Speed Training

https://www.highspeedtraining.co.uk/hub/lack-of-training-in-the-workplace/

Elena Koumporaki. (11 April 2018) . Employee Training, learning and development,
training and development. Talent Ims.

https://www.talentlms.com/blog/training-challenges-solutions-workplace/

Levi Olmstead. (May 24, 2022). Employee Training & Development. what fix

https://whatfix.com/blog/employee-training-challenges/

‌Sudhakaran, P., & Hamza Uygum, H. (2020, April). Tesla Inc Management Report
[Review of Tesla Inc Management Report]. ResearchGate.
https://www.researchgate.net/publication/353104682_Tesla_Inc_Managment_Report

Davies, B. L. (2017, June 11). Tesla Employee Training Evolution [Review of Tesla
Employee Training Evolution]. Rally ware.
https://www.rallyware.com/blog/training-and-auto-technology-evolving-together-in-
the-industry

Srujit Biradawada. (n.d.). Retrieved November 7, 2023, from

https://biradawada.com/professional/

Ndibe, B. (n.d.). (Nov 07,2023 Retrieved) The Effect Of Employees Training On

Organization Performance.
https://www.scribd.com/document/527550127/The-Role-of-Training-in-the-
Development-of-Employees-Performance

Bhat, Z. H. (2013, June). Impact of Training on Employee Performance: A Study of

Retail Banking Sector in India [Review of Impact of Training on Employee Performance: A
Study of Retail Banking Sector in India]. ResearchGate.

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https://www.researchgate.net/publication/262843202_Impact_of_Training_on_Employee_Pe
rformance_A_Study_of_Retail_Banking_Sector_in_India

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