Executive summaryThis paper seeks to integrate theoretical workplace training principles with an isolated training need to formulate a workplace training program. ABC Recycle trading company found out that its purchasing department employees used rudimentary methods of testing qualitative plastics that could be recycled. A training needs analysis was conducted to find out the real problem and draft a solution. The analysis found out that there was need to train the employees on how to use Polymer DSC machine which was not being utilised. This was costing the company some money since poor quality plastics were being purchased at sometimes and the company had to compensate the buying companies sometimes. The program design was based on behaviourist learning theory.
This is because there is need for changing the behaviour of employees in terms of methods of testing plastics and this theory views learning process as being aimed at changing behaviour. In addition, the learning process, according to this theory, is stimulated by the environment. This is in line with ABC company situation in that the poor performance of purchasing process of plastics at the company has necessitated the implementation of this learning program. The evaluation of the training will be done to determine its effectiveness in reducing company losses associated with buying of poor quality plastics.
In conclusion proper training on the use of and maintenances of Polymer DSC machine is expected to lower the loses of the company associated with buying poor quality plastics. Introduction Workplace training is usually aimed at providing employee with new knowledge and skills to perform their tasks. However, most of these corporate trainings do not sick. Training follow-ups also fail to motivate employees in most cases (Kramar, 1999).
To make employees to be motivated with what they learn, they need to be made accountable for the skills they acquire during workplace training. Employees need to be supported through the learning process and post learning process to avoid situations where employees revert to old ways of carrying out their duties (Jerling, 1996). This is because change is usually difficult to embrace and hence requires great effort and time dedication. Managers need to be consulted during the need analysis process for them to be able to encourage employees to apply whatever skills they learn during the training program (Jerling, 1996).
For the workplace training to be beneficial to the company, five factors need to be taken into account. Factors that the Organisation should considerFirst, the company needs to create a learning culture. A company that fosters learning is better placed in the business environment than the one, which does not. Emphasis on continuous workplace learning should come from the upper management of the firm. A company that has adopted continuous learning culture is likely to see its employees applying the skills learned and is also able to recognize such efforts by the employees (Kramar, 1999).
Such company expects that learning is part of daily business activities of the company. In such cases, employees are often reminded by the company CEO that they ought to keep on adapting and responding to changing environment in the market. This calls for learning process to be an ongoing activity instead of ones in a blue moon activity (Sun, 2007). In such learning culture, new job recruits assessment is based on their ability to be contributing learners in addition to their experience and education.
Research has shown that most successful firms in the world, value their people and how they learn (Jerling, 1996). These researches point out that continuous workplace learning enables and stimulate transformation of the organization to take place.