The Job and Organization

Weeklong training was conducted between 2nd October and 10th October following the need for improving the sales strategy at Kosha Agencies. Kosha Agencies is a multinational Sales and Marketing Company whose aim is to ensure the continued growth of other company’s products throughout the country. The responsibilities of the organization include the analysis of target markets, advertising, networking with other organizations to find and attract new business ventures and ultimately estimating their partners’ needs and goals and helping them achieve them. Other general services the organization provides include:

• Brand Building
• New-market entry strategy
• Brand growth planning
• Creative strategy and consultancy.

As a Corporate Sales executive, there was a need to compile this report on training existing employees to assess their competencies. The broad rationale for the business development skill training was to address some of the issues present in the advertising industry within the organization such as ethics, customer relations and teamwork among employees. Furthermore, the training will serve as a motivation to enlighten all the employees, both current and new, of the social, economic and environmental perspectives of the enterprise.

The Needs Assessment

The primary aim of the training’s needs assessment was to investigate the employees’ state of current resources such as their knowledge, attitude, skills and behavior that are critical for successful job performance. The conclusion of this training needs assessment will provide adequate recommendations needed for developing skills in the specific departments.

The methodology of the need’s assessment was a task assessment questionnaire. The questionnaires were specifically given to the supervisors who were asked different questions that pertained to their employees’ work and performance. Interviews were also conducted, and here the employees through group interviews were asked a similar question in the questionnaires and were allowed to debate and discuss the issues that affected them in the organization. The information gathered was recorded, coded and through SPSS analysis was done to come up with clear and succinct data that was disseminated to the head of the department.

The task assessment questionnaire mainly consisted of two parts: General information; which included questions regarding health, education and job responsibilities of the supervisors, and their skills while handling their assigned employees and stations. The questionnaires were administered before the training process, and the employees were given the necessary time and resources to fill them. The interviews conducted were done in the form of a group interview. The interviewer called upon all available employees into the conference room and asked them the same question openly, allowing all the supervisors to give their own opinions. Accordingly, this seemed like the perfect method since teamwork is an essential prerequisite to the training method. The interview lasted for an hour, but it assessed a wide range of skills from the different departments. The process synthesized the information by analyzing the information gathered from the interviews and the questionnaires and constructed a coherent program for the benefit of the organization. The main aim of collecting and synthesizing the data was to provide a deep understanding of the skills that are relevant in the department, and the organization as a whole.

The Training Program

The main aim of the training program is to enhance professional, ethical, cultural behavior within the organization. This includes improving the knowledge, skills, teamwork, and behavior among the employees in the organization. The training will also enhance duty performance among the administrative department staff to increase the efficiency and productivity of Kosha Agencies.

The training methods included modules based on the training needs the employees recommended through a feedback process. The specific objectives of the training included improving the operational efficiency and service quality. The researcher offered individual awards and incentives to participants who were fully involved and who adhered in the whole procedure. The training methods included in the training program include:

• Onboard training through the use of visuals which ensure more understanding of the concepts that involve the organization and the department, and often used to help employees to be more successful in their operations.
• Soft skills development training which involved the process of improving personal skills that the employees need in the work setting. They include presentation skills, communication skills, problem resolving abilities, and leadership skills.

Learning Theories

Different theories were employed during the training process, and they included behaviorism and an organization that uses behaviorism as a strategy understands that a change in behavior positively indicates success. The researcher advised the top management and supervisors to reward obedient and efficient employees and criticize lazy and incompetent ones to improve.

In addition, through cognitivism, it was easy to focus on the improvement of mental processes of the workers. The training encouraged employers and managers to push employees to improve their strategic thinking practices, memories, and problem-solving skills. With this, Kosha Agencies introduced games and activities that challenge employees’ flexibility, ingenuity, and speed to promote well being and increased workplace productivity.

Maximizing Training on Transfer

Some of the best practices to improve learning transfer included:

• Establishing a success criterion that evaluates a trainee’s performance
• Defining the value of the employees training program to increase agility among the employees
• Measuring the learning transfer and the business impact.
• The company should treat learning transfer as a project, and the reports and data should be shared openly and transparently within the organization.

Evaluating the Success of the Program

Training transfers are vital and usually allows workers to apply all the skills they have managed to learn during the training process. In the current program, it involved performing various activities relevant in the department during the whole training process. With the rapid need for employee success, organizations such as Kosha Agencies should be able to measure the effectiveness and success of the training program by:

• To see the reaction of the participants, and often vital to make them feel that the training is valuable.
• To measure and ascertain what has been learned through the training process.
• To ascertain the change in behavior.
• To make an analysis of the training as a whole.

Conclusion

Gathering already-existing information about the organization’s resources was one of the most critical aspects of the training program. The synthesis allowed the formation of an original and comprehensive program structure that included the organizations own innovative ways as well as elements that have worked for others before.

Some of the issues addressed included:

• What the organization could adopt.
• Issues that were important and those that warrant immediate inclusion.

It is essential to review the training objectives to assess to what degree the organization met the criteria while evaluating the effectiveness of the training program. The specific goals included enhancing the knowledge and skills of employees which is only accessible through transfer on training and during the measuring of the effectiveness of the training program. Furthermore, there is a need to conduct more advanced training in the future as well as increase the number of training sessions. Nonetheless, the program was a success which is a lift compared to previous training sessions.