Use of training and development programs benefits small firms in a number of ways. For instance, businesses can train skilled substitutes for workers who could quit or get promoted. Employee orientation programs are one of the crucial components of training and development for small firms after hiring new employees. An employee can express their dedication to the company at the beginning of their employment and grow to enjoy their work thanks to the orientation. The majority of small firms also choose to use mentorship programs. Incoming hires are linked with existing employees who have worked for and are familiar with the small business. The employees get to develop job skills which are crucial and an in-depth understanding of the business culture. The learning is important in ensuring the new employees excel in their job functions. The training is effective as it aids in cross-training of employees which is vital for small businesses. The training also makes the small businesses flexible, and they can cope with market changes, filling any job positions that can occur at any time.
I am going to analyze XTO Energy Company. The company, which deals in oil and gas, was founded in 1986 and has recently opened up offices in new locations. Since the current market is highly competitive, the company needs to do training of its newly employed employees on customer sales, selling and competitive trends in their field.
After the opening of business, the company has hired new employees who have little or no experience in the petroleum industry. The management does lack enough time to provide extensive training to the newly hired employees.
Lack of training may have adverse effects on the performance of the company. The company, therefore, needs a training analysis that will aid in the discovery of the employee knowledge, skills and attitudes as well as deficiencies that may arise. The analysis will then be used to design and issue information strategies that will be used to implement any form of training to employees of XTO Company. For an organization develop and implement the training facilities for employees, there should be a careful consideration. The training materials should also be directed towards employees who need these skills. During the training, the organization should use multiple combinations such as the use of visual guides and worksheets as well as hands-on material to ensure success. The training and instructional materials used shall then be evaluated and presented to ensure the training aligns with the requirements of the business. The training should also be relevant to the current employee goals. To ensure all the training needs, visual props and hands on the material, are properly functioning, training facilitators and project managers will work together. The objective of this training is to ensure that the employees get proper training on the business strategy and they can successfully align with the business strategy.
Q2.
Addressing the performance of the organization is not a smooth task. The managers face numerous challenges which can, however, be handled. The challenges should be smoothly addressed to achieve the intended purpose. Among the challenges likely to be encountered by the management include:
a) Aligning the training with the business strategy.
The management team is primarily involved with the training. Therefore, the management team should answer any questions that may arise regarding the organizational performance in the training environment to reduce any possible challenges.
The management team should first ensure the training is aligned with the business needs. This is a measure to ensure that employees continue to utilize their acquired skills when performing their routine jobs. To obtain positive results, the abilities of trainees to obtain and practice the training material will depend on the learning outcome. Morale issues and negative attitudes will negatively impact the facilitated training. To reduce potential challenges in the future, the materials used during training should be made available so that the employees can freely refer.
b) Quality of performance and continuous improvement.
The management should also have constant feedback and reviews on performance. The management should seek to evaluate the performance of employees. In order improve the process, constant feedback is required from both the employees and the management. The feedback also helps to keep the business strategy in line. This will ensure continuous improvement and an increased performance of the company.
c) The level of technology advancements
We are living in fast times with constantly changing technology. The level of technology advancements should, therefore, be appropriately heeded by the management. Employees should get constant training from to enable them to cope with technological changes. Also, the training will increase the efficiency of the firm, reduce additional unnecessary costs and help in employee retention. The employees should understand the working of this industry to make its performance better.
Q3.
Carrying out gap analyses helps to bridge the difference between the current state of the business and the future potential. Conducting a gap analysis is vital to the success of the small business organization. Businesses can then prepare for future opportunities regarding their potential and acquire the necessary training. For any business or organization to succeed, both the newly hired and tenured employees should get constant training and development. There are many benefits associated with the training and development of employees. For instance, training helps to increase the competitive advantage of employees. In some instances, the employees of an organization may lack the basic skills which they need to outdo better-trained competitors, or there may be communication breakdown among departments (Berman, 2015). These are some of the possible gaps in small businesses.
An organization to remain effective, it should address issues such as outdated policies and procedures as well as employee issues and concerns. Barriers that also prevent the successful execution of a product should be managed for the effectiveness of an organization. Both internal and external gaps are likely to be experienced by the XTO Company. Among the problems likely to be experienced include the employee lack of knowledge of the competitors. Since the company is a new entrant in the region, it might be difficult for the organization to promote its products and services against well-established competitors that have been in the area for a long time. The external gap that is likely to be experienced also includes the base coverage for its clients. This could be a problem since customers who understand the industry and the manner in which the company operates expect to get access these services with ease (Breman, 2015).
Once the company has performed the gap analysis, the organization will be in a position to predict the challenges likely to be encountered in the future. The company will then make due preparations by offering training to its staff and equipping them with the necessary facilities that will enable them to adapt to changes. As a result, employees can swiftly adopt to further changes likely to be experienced in the industry. If the businesses are operating as branches, they should also coordinate with the head offices in ensuring their objectives and goals align.
Q4.
The following is a proposal for the competitive training strategy that is aimed at improving the position of the business in the firm. The strategy includes the tasks of training activities, the manner in which the instructions for the strategies will be issued and the expected return on investment (ROI) which will be the outcome of the developed strategy. The business will adopt a training strategy that is aimed at improving the competitive advantage of the business. Employee performance, as well as overall organization performance, is expected to increase. After the training, the employees are expected to be:
1. able to relate the value that the customer gets from the company’s products and services
2. in a position to strategically place the products and services offered by XTO to customer needs
3. able to identify the competitive advantages of XTO
The training is aimed at influencing employees to recommend XTO as the company of choice whenever a customer expresses interest in the company. The company should set a service model that enables employees to interact and share their stories with potential customers. The employees are therefore able to share their experiences and how they use the company products. There is also need for a consistent training for all employees to improve the performance of the organization (Blanchard & Thacker, 2009). Employees should get continuous online training to enable them to improve their skills. The management should also show support and offer training which will aid the ROI. There should also be constant support and efforts designed to help in reducing employee turnover and aimed at retaining organizational employees and developing more skilled workers. The employee morale is also vital in ensuring job performance of the staff, and the formats will consider these conditions in their day to day performance.
Unlike other competitors in the industry, XTO has lower overhead costs. This is a significant strength as it allows the organization to offer extra value to its customers. Smaller employees may be a setback and lack of knowledge as well as skills. The weaknesses have made it difficult for the overall performance of the organization. The opportunities experienced by the business include market presence and reputation from the standpoint of both the customer and the business. The business strategy can be driven through various media such as billboards, referrals and television ads. The business threats can be accessed regarding the development of technologies which are likely to change in the market and affect its ability to adapt and compete financially.
Majority of the businesses in the industry have to put up with similar trends. The methods of operations, employee motivation, and performance, as well as the profitability of the industry, are vital. The training should, therefore, ensure there are meaningful outcomes upon its completion.
References
U.S. Small Business Administration | The U.S. Small Business Administration | SBA.gov. (n.d.). Retrieved October 29, 2015.
Blanchard, P., & Thacker, J. (2009). Training Design. In Effective training: Systems, strategies, and practices. Englewood Cliffs, NJ: Prentice Hall.
Breman, C. (2015). Organizational Gap Analysis. http://smallbusiness.chron.com/organizational-gap-analysis-70281.html Retrieved October 27, 2017.
