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Training is an important organisational exercise which helps the employees by enhancing their knowledge and skills. If the employees of an organisation are competent it will add to the organisational effectiveness which will help in achieving the organisational goals and objectives. It is important to identify the training needs of the employees and plan an effective training program. In the current scenario of BizOps, the new line managers need to be trained to improve their leadership skills management which would help them in meeting the day to day operation.
The current research has research objectives. These are:
- The research aims to identify the training needs of the new line manager.
- The research aims to identify the effective training medium which could be used for the training the employees.
The role of line manager is important in finishing the day to day operational activity. Line managers have to it interact with different people from different backgrounds and have be impartial i.e. should not discriminate with people on the basis of any background. The line managers also need to conduct themselves as per the code of conduct policy of the organisation. It is important that the line managers present an example to their team mates in terms of their conduct in the organisation. As part of their role the line managers needs to maintain the privacy and confidentiality in the work environment. Maintaining privacy and confidentiality is crucial in building trust as well as promotes truthful communication between employees and management with line managers. A line manager has the responsibility to keep the organisational information with caution and should not reveal the sensitive information to anybody (Gould.et.al, 2004). Also the line managers need not share the personal details of the fellow team mates and should maintain a professional work environment.
Selection of the training method is important in enhancing the effectiveness of the training program. There are several trainings which would be suitable for imparting training like instructor led training, interactive training, e-learning sessions and hands-on training techniques. According to Landis and Brislin(2013), in the organisational context interactive training is among the best techniques which could be used. Interactive training allows open discussions which could help the trainees in putting up question and clearing their doubts with their trainer. The trainee participation is significant in interactive trainings sessions as a result these are much liked by the participants. The interactive trainings sessions include quizzes, case study, and brainstorming etc.
In the class room teaching, an instructor gives the training on a subject using a board. According to Bompa and Haff (2009), the technique has evolved with time and the class room trainings are even conducted through video conferencing which makes it convenient to involve people from multiple locations. The e-learning mode of training uses online resources of training. According to Khir (2006), it is difficult to assess the leanings of trainee and is more suitable for technical trainings rather than behavioural training. Another training method which is used by the organisation is the Hands-on Training where an individual is trained by a coach and is used by the organisation so that the employee relation the skills required for day to day operation
For the research, mixed methodology would be followed as the study would focus on the secondary resources to review about the effective training methods which could be used by the organisation for an effective training program. Study has also reviewed the importance of the trainings to the line managers. The primary resources are used for collecting the response of the line managers regarding trainings. A small questionnaire of three questions was distributed to a sample of 20 line managers. Their response has been analysed using excel.
Do you feel the need of trainings?
Rate the following in the order of the need
- Anti-discrimination and diversity policy
- Code of conduct policy
- Documentation Style
What is the best training method for the training session?
- Interactive training
- Class room training
- Hands on training
What should be the duration of the training program?
- Two Days
- Four Days
- One Week
- Two Week
- Interpretation of Data
Do you feel the need of trainings?
Out of the twenty line managers, 18 respondents said that trainings is needed to enhance their performance while only 2 respondents denied the need. Thus it can be concluded that there is need of training for line managers.
Rate the following in the order of the need
Out of the twenty respondents, 8 respondent rated training on code of conduct policy as their first priority while 7 respondents mentioned training on anti-discrimination and diversity policy. Two respondents each rated confidentiality and privacy while one rated documentation style. From the data collected from the respondents it is clear that the most important training perceived by the respondent’s is code of conduct followed by anti-discrimination and diversity policy.
Best training method for the training session
12 respondents opined that interactive training would be more beneficial while 7 respondents said that class room training would be more effective.
Duration of the training program
12 respondents pined that four days training program is required while one week training program was opined by 6 respondents. One each responded for two days and two weeks.
From the research it is clear that there is a need for a training program which should focus upon the policies related to anti-discrimination and diversity, code of conduct, confidentiality, and privacy and documentation style. The primary focus of the training should be on anti-discrimination and diversity, code of conduct and more time should be given to these subjects The total duration of the training program is one week out of which four days can be planned for these. The remaining two days could be used for training on confidentiality, and privacy and documentation style. The training program would be using an interactive training method. The training would be planned as a discussion in an open group where a trainer would be initiating and briefing about the different policies. The sessions would be advantageous as the trainees can directly business communication with the trainers and resolve their queries. The training material would be prepared from the organisation policies and references related to the subject.
Research Methodology has concluded that training to line managers could help in improving the performance of the line managers in fulfilling their operational duties. A comprehensive training program of one week will be planned which would provide training on several aspects like anti-discrimination and diversity policy, code of conduct policy, confidentiality etc. The interactive training sessions would help the trainees to grasp the learning in a better manner.
The study recommends that a comprehensive training program of one week should be organised. The study recommends using interactive training methods which could help better interaction between the trainer and trainees and would be more effective. It is important that the learning gained by the learners needs to be assessed. For the assessment of the learning’s of the trainees, they can be assigned with a case study or scenario which could be a simulation of the real life scenario. The response to the scenario could help in assessing about how much the trainees have learnt. This will further help in designing future training programs.
The report is based on both primary and secondary resources. For collection of the primary data, questionnaire of four questions has been prepared which is distributed to twenty respondents. All the respondents are line managers. The secondary data collected for the study was sourced from online resources like journals and websites have been used. The data collected through questionnaire was analysed by using Microsoft excel. Using the excel bar graphs were plotted for plotting the trends. The graphs have been helpful as the user can understand the trend by looking at the graph.
The training material for the training would be prepared from the organisational policies and reference materials provide in the resources section. The conclusion section has been derived on the basis of the research done for preparing the report. The recommendation section has been based on the secondary research. The secondary research has revealed that it is important the learning gained during the study is been assessed by the organisation. The report identifies the need of training for line managers and throws light on how the training could be organised. The report would be beneficial for the management and could be distributed to the relevant stakeholders using emails.
Bompa, T.O. and Haff, G.G., 2009. Periodization: Theory and methodology of training. Human Kinetics Publishers.
Gould, D., Kelly, D., White, I. and Chidgey, J., 2004. Training needs analysis. A literature review and reappraisal. International journal of nursing practice studies, 41(5), pp.471-486.
Khir, K., 2006. Training employable graduates: Innovation in training methodology. In National Conference on Continuing Technical Education & Training (pp. 34-52).
Landis, D. and Brislin, R.W. eds., 2013. Handbook of intercultural training: Issues in training methodology (Vol. 116). Elsevier.
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