Training and Development plan

Training and Development

            Door is a renowned telecommunication organization with its headquarters in Qatar. It is a multinational firm with its services spread throughout various nations. Actually, the objective of this firm is to make sure that its customers get untouchable telecommunication services which they cannot get from any other company. In order to provide such services, rather than focusing on processes, they focus more on their workers. From time to time, the organization evaluates the skills of its workers and determines whether they have improved or not. What is important here is to understand the Door ensures that its employees are capable of completing almost any challenge and project. In order to enhance the skills of workers, the firm has a special type of development program which has different phases and it lasts up to several months. Furthermore, this development plan is customization and it progresses according to the progress of workers. Thus, it can be either shortened or prolonged according to how much workers have improved.

            The development and training program which has been implemented by Door effectively coordinates both line managers and development managers to make sure that the program is advancing in an effective manner. Basically, it has four phases which can be customized and further phases can also be added but the most basic program is the one that includes only four phases. In the very first phase, different workers who wish to enhance their skills and are chosen by the organization are assessed. It is analyzed what kind of skills they possess and how they can be improved further. A specific number of employees are selected in accordance with the work status of the organization. If there are not many projects then line managers can choose more workers than they normally do. Overall, it can be said that in the first phase, deserving workers are selected whose skills can be further improved and they can also learn new concepts.

            In the second phase of the plan, through different activities, new concepts are conveyed to workers. Now, this is one of the most time-consuming phases because it requires development managers to incorporate new plans, strategies, and concepts into different ways of presentation so that employees can easily understand them without missing out even a single point. The key risk in this phase is that there is a chance of employees being bored and not having sufficient interest in the methods of presentation. Thus, it is important for both line managers and development managers to communicate with each other and develop the presentation and teaching methods which are innovative and can effectively capture the interest of employees. For instance, development managers come to a decision that simple presentation might not be so effective now and they will also have to use animations for conveying the main ideas and concepts which they need employees to learn. This way, employees will learn about new theories and methods which they will be using in the upcoming methods.

            In the third phase, employees are left to their own accord and they are provided with enough freedom to choose any kind of activity which they deem suitable and apply the concepts which they have learned in the second phase. Employees are made to work in teams and pursue a specific goal by collaborating with each while ensuring that all new models and theories are being applied by them.

            In the fourth and final phase, the progress of workers is evaluated and it is analyzed whether they have learned all the concepts in an effective manner or not. In accordance with the evaluation, customization are made to the plan and it is also analyzed which employees have worked the work and who deserve a reward. In the end, selected workers are also rewarded and they are given the opportunity to convey their ideas to other workers as well. What makes this training and development program so effective is that employees are not forced to learn anything. In addition, they are freed from the usual work so that they can learn without being burdened. I don’t find any kind of gaps in such a program which values the training of employees more than its profits.

Orientation and Socialization

            In order to properly make the new employee adjust in the position, it is significant to make sure that he knows how I have been working in the same position for years now. Thus, I will devise a plan in which I will take a whole week to demonstrate how I operate and how I carry out different activities. For the first week, I will work within the organization as I have been doing for a long time now. For instance, I will be checking the performance of employees by visiting each and every one of them and asking for the status of work. It will enable me to determine whether workers are completing their tasks or not. Meanwhile, it will allow the new worker to understand how I communicate with the workers. One of the most important things that I want him to learn from me is how I am interacting with the workers. The style of communication will prove to be quite helpful in getting to know those who are working in the firm. Moreover, the effective transition requires efficient communication strategies. If the employee develops a charisma then it will become easier for him to switch into the firm.

            After the first week, I will make him interact with the workers in the next week. He will have to do what I did in the first week and as he completes different activities which fall under his domain. I will keep an eye on him as he completes all the work which is designated to do. It will allow him to communicate with all the employees and come to an understanding with others. Moreover, it will also give me the opportunity to identify the mistakes which he is making. I will correct the mistakes and properly introduce him to the employees. I believe that this plan is better than just getting him to adjust by himself.

Performance Management

            One of the key duties of the individual is communicating with not only workers but also customers in order to make sure that the workplace culture is healthy and it is suitable for new workers. There are various other duties as well such as making sure that all equipment under the area are being utilized in an appropriate manner. The new individual is doing a commendable job in making sure that products are being promoted and that nothing is being disrupted in the organization. However, one of the key abilities that he is lacking at the moment is effective communication which seems to hinder how he interacts with others.

The purpose of this meeting is to discuss your performance for the past week and how you have been doing. Actually, I have been watching you with a keen eye and I have found some important things to discuss with you. And let me tell you what I am going to explain now will impact how you will work from now on.

I have found you to be quite diligent in covering almost all duties and ever since you have been working, I haven’t found anyone complaining about you. You make sure that all tools are set in their place, keep the track of merchandise, and ensure that customers are satisfied. However, I have seen you hesitate to recommend and give your suggestions to others even when you know that others are not completing the task in the right way. Moreover, you don’t communicate with customers how you should be communicating. For instance, it is good to be formal but when it is needed, you have to be informal as well.

Expectations: I expect you to make sure that you are communicating with others in an effective way from now on. First of all, if you ever see someone completing a task in a wrong manner then you should suggest the right way and make sure that workers adopt the right way.

Action Plan: I don’t mean to say that you should change your ideals from now on. Take your time and starting from now on, you should be communicating more with your colleagues first. Try to talk about different workplace trends and don’t be informal if you cannot. I am not forcing you to do so but you should know that your work requires you to more communicative with others. Try to be friendlier with others and then do the same when you are conversing with customers.

Conversing with a friend

            Even if I am having the same discussion with my friend or family member, I don’t think much would change. What would change, however, is the tone. I will become more relaxed and less formal and I will probably be telling him or her that I expect more from them. I know that they can do it and yet they are not doing it. They should be putting more efforts in it and make sure that they are focusing more on communication.