Topics for a Comprehensive Management Training Program

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Introduction

The presentation that follows is the comprehensive training program for the management staff of NL&C. It has been set as a requirement by the company’s president to equip the management staff with the necessary skills, to enable them to run the organization efficiently and to make the organization competitive in the marketplace. By being competitive, it implies that the organization should reduce its costs of operation as much as possible so that it can be able to levy lower prices compared to the competitors thereby driving them out of the market or commanding a larger market share. The training program will be executed in three stages, that is, interpersonal communication, customer satisfaction as well as a human resource section.

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I have been requested to come up with a pre-development teaching program. The five steps in the training program are; Analysis of needs, Drawing instructions, validation, execution of the plan, and finally evaluation to see whether it met the objectives or not. In an analysis of needs, we look at the reasons why it is necessary to have the program and what is going to be the position of the organization whether it has the program or not. It is obvious that there is an urgent want to have the program and this is evidenced in the fact that the company’s president wants the program to be undertaken. On instructional design, there are many kinds of teaching design and they include; professional training, internet lessons as well as educational videos. The ones recommended by the company are listed in the following slide.

Invalidation stage, we can say that this is where the problems in the teaching program will be solved. Some of the questions that may come up are discussed in the following slide. In an implementation, the company will then put the program into practice by making sure that all the managers attend the training courses as per the plan or the design of the program. At the evaluation stage, the whole training program is reviewed for issues that arise, challenges, and success.

Interpersonal communication is at present a crisis between some of NL&Cs SBUs. The suppliers and some of the customers of NL&C shun communication since there seems to be a lack of understanding on the parts of managers.

The HR section gets a lot of phone calls from staff inquiring about their benefits. If NL&C can train the managers on what the benefits comprise, then the workers will be able to ask their immediate managers instead of inquiring from the human resource department (Abubakar, 78).

Customer satisfaction, as well as customer care, goes together when a company is realizing growth the way NL&C is. As I said before, some consumers avoid calling some departments for inquiring because they know the managers will not be able to handle their queries efficiently. NL&C therefore must train the managers if they want their company to grow (Chandumba, 46).

Delivery of training

The various forms of training include Computer Based lessons, On-the-Job Training, Literacy Training, informal learning Techniques, and Audiovisual-Based Training. On-the-Job Training is a teaching method that has been used by all levels of managers. Managers are given a chance to view and carry out the job as they are being shown how to perform it. Studies have shown that 80% of employees acquire information through this method. The subsequent method is literacy training techniques. NL&C will first test the ability of the managers to read, write, and fundamental math skills. When this is finished NL&C will then offer literacy training techniques to its managers that showroom for progress.

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These improvements will be seen in the way managers communicate both verbally and on paper. Audiovisual-Based Training is ideal for addressing those who study visually and those who learn via audio means. Through this method, method NL&C will be able to get to all of its managers. Computer-based lessons would be a vast training method because the internet would be on-site. NL&C could hold classes during the day for certain groups at a time to bring the managers up to speed on new products.

This will save the managers time and money because they won’t have to leave work and drive to another place. The lower personnel are constantly gaining knowledge from their managers and if NL&C wants to promote these lower-level employees to management positions, then they must train the managers the right way (Chandumba, 78).

Customer service is the answer to any company that needs to get more employees and clients. As stated earlier, clients have been avoiding calling managers because they doubt their ability to understand their problems. So the clients end up calling other departments to resolve the complaints or questions.

Constrains, recommendations and conclusion

NL&C needs to make an adequate investment in a comprehensive management program. This is because the managers may be unwilling to embrace change and this can cost the company dearly as it will be necessary for higher expertise to come and explain to the managers the importance of such a plan. The managers are supposed to know what the management position entails and once they are aware of their roles then they will be able to perform their leadership and administrative duties well. The result of the training lessons will be an improvement in customer care, benefits & compensation, and an augment in motivation.

Works cited

Abubakar, S. Provision of training to staff.4th Ed, New York: GH&L printing press, 2009.

Chandumba, K. Employee training and promotion.2nd Ed. London: Oxford University press, 2008.

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