Develop Teams and Individuals Program

Question: Discuss about the Develop Teams and Individuals Program. Answer: Introduction: As identified by you and other Board members, there are certain areas in the organization that needs to be focused on and employees should be put under training in order to perform in a better manner. Certain new technologies and approaches have been adopted by the company under the changing circumstances and the employees need that competence level in order to respond in a positive way through supportive supervision from senior executives and trainers (Falola, Osibanjo and Ojo 2014). Through this report, I as the Manager of this company would brief you along with others about the training plan of the employees. The training needs as identified are: -Observing the normal duties as performed by the workers. -Recognizing the performance problems -Studying the regular routine reports along with their job descriptions -Interviewing workers along with others The company boasts of a workforce that is diversified in nature where communication becomes a major issue which sometimes leads to lack in motivation. From a teams perspective, training should be in a manner which continuously improves the performance. According to Silberman and Biech (2015), development and changing of practices needs an environment which should be conducive to work along with appropriate resources for learning and motivational strategies. The process of training should be based on eventuality and the required ability of the company people to work as per the required standard. The training of personnel in pharmaceutical management would be based on the four major objectives: -Increasing and developing knowledge about the special contemplation in association to the pharmaceutical systems. -The attitude about the magnitude of the pharmaceutical management needs improvement which in turn will improve the environment for a change. -Building and strengthening of skills required in tasks to be completed for competent execution of the pharmaceutical system. -Improving the work behavior so as to make people function in a better way at activities which are assigned to them, thus fulfilling their potential. All these objectives would be directed towards increasing the quality of the pharmaceutical services and products. Determining the Learning Program: A training program consists of activities which are scheduled with the learning objectives, goals of the training, methods of assessment and places. A good training program is always designed and focused on the performance problems like having long delays in getting medicines from the suppliers. Training needs estimation and a pertaining acquaintance and assessment of skills in helping plan an efficient training program (Pervaiz et al. 2016). Management training in Pharmaceutical can only be successful if all the areas related to the supply system of pharmaceutical industry are assessed in a proper manner. An assessment in knowledge is based on inspection of a worker performing the regular duties. Both the strengths and weaknesses are being taken into consideration. There can be interviews with different supervisors, administrators and workers assisting in determining the areas where there exists the performance problems and the skills required to be taught and developed. The training cannot go forever; it should be valued after a period of time for knowing how much the employees are able to learn from the training. A period of 15 days should be estimated for the training process and that too within the stipulated budget as thought of for this training process within 10,000 AUS$. Learning Methods: Certain learning experiences can be put into use in training inclusive of Brainstorming, Discussion, Demonstration, Role Playing and Distance Learning. Brainstorming: Members comprising of the large or small group are confident in contributing any sort of suggestions that they can think of on a given subject. Discussion: In this method participants indulge in discussing with one another with proper guidance from facilitator. Demonstration: The facilitators direct the learners on how and what should be done explaining matters like where and when an action is to be taken. Distance Learning: A system which is designed in building knowledge and expertise of learners of receiving training who cannot be physically present on site. Role Playing: A given situation is provided where participants act out the roles. Evaluating the result of training: Evaluation and monitoring in assessing the presentation and development of the contributors is one of the major roles of the trainer. All the training outcomes should be quantifiable, based on performance which is aimed at the objectives of the training program. There should be a proper time frame for completion of the activities related in the training of the employees. Curriculum mapping is one of the measures in evaluating the links between the content of the courses and the outcomes. While performing training, formative assessment is vital in aiming the itinerary towards improvement of performance (Mehralian et al. 2013). It is the duty of the trainer in helping people learn in a quick manner. Feedbacks can be used from all these evaluations in adjusting the content and measures of training to meet the needs of the accomplices. Employees can go for self-evaluation where they need to answer certain questions, the answers of which will directly help them in knowing where they stand and how they are performing in the current scenario. The records and results of this training process should be kept for future references in knowing who still lacks in what areas and where they need improvements. Employee having customer service problem In many organizations customer service is an important feature which is often the most challenging part and also the neglected area in the management area. From a customers perspective the service quality of customers should determine whether to buy and whether to be there as a customer. An employee can have problems at any time; it is up to the management to help him out in solving the problem like providing him with the required training and supervision so that he gets through that difficult phase and learn things for his and companys benefit. He should be put through role plays and discussion techniques along with proper guidance from his seniors on how to improve on his customer service skill which is important (Goetsch and Davis 2014). He should be provided with in-house situational role plays where he can gain confidence before he goes in for the real deal. It may happen that he has a communication problem, so it is important to identify his problem and then work on it. References: Falola, H.O., Osibanjo, A.O. and Ojo, S.I., 2014. effectiveness of training and development on employees'performance and organisation competitiveness in the nigerian banking industry.Bulletin of the Transilvania University of Brasov. Economic Sciences. Series V,7(1), p.161. Goetsch, D.L. and Davis, S.B., 2014.Quality management for organizational excellence. pearson. Mehralian, G., Rasekh, H.R., Akhavan, P. and Ghatari, A.R., 2013. Prioritization of intellectual capital indicators in knowledge-based industries: Evidence from pharmaceutical industry.International Journal of Information Management,33(1), pp.209-216. Pervaiz, U., Imran, M., Arshad, Q., Haq, R. and Khan, M.K., 2016. Human resource practices and knowledge sharing: The moderating role of trust.International Journal of Organizational Leadership,5(1), p.15. Phillips, J.J. and Phillips, P.P., 2016.Handbook of training evaluation and measurement methods. Routledge. Silberman, M.L. and Biech, E., 2015.Active training: A handbook of techniques, designs, case examples, and tips. John Wiley Sons.