Training and E-Learning Assignment Sample

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Introduction to Training and e-Learning Assignment 36615

This paper, developed with guidance from Assignment Help in UK, aims to analyse a Training Plan designed by Brico Market L.C. to tackle performance problems existing in the company’s European market. It examines the outcomes of the plan regarding its goals and specific strategies for improving employees’ competency and the organization’s operations. The applicability of e-learning as an effective training model that meets business requirements of scalability and low cost is also discussed, highlighting e-learning capabilities, interactivity, and its connection with sustainability goals.

1. Define the objectives

2. Plan the training program

Identifying Needs and Target Departments

Training and E-Learning Assignment Sample

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James Mitchell 9 Years | EdD

The training will review certain areas of development concerning the existing skills and knowledge of employees and combine them with organizational goals depending on the important departments for the company in Europe. There is a need for the Sales and Customer Service Teams to undergo skills upgrades in issues to do with the European customers such as communication skills. A cross-functional gap analysis reveals that Operations and Logistics Teams require better product understanding and inventory competencies as well as better operational performance. The Marketing Teams need to come up with regional strategies that could best suit the consumer profile in France, Germany, and Spain. Finally, Management and Leadership personnel shall undertake training on team management, decision, and cross-cultural working to enhance performance in congruence with the corporate goals (Bower, 2020).

Typology of Contents

As for training content, the identified needs will involve both technical content and interpersonal skills. Technical competencies will include products knowledge operations process and applications software knowledge. Soft skills training will therefore reflect on communication, negotiations, conflict-solving, and customer relations. Furthermore, cultural competence training will enable them to identify consumer trends and cultural demographics depending on the EU country they are operating. Management and leadership subjects will focus on team dynamics, how to appraise performance and decision-making. Last but not least, sustainability and innovation content will focus on sustainability initiatives and innovative ideas in the home improvement industry (Cheng, Wang, and Chen, 2023).

Methodology to Be Used

To enhance students’ learning, enthusiasm, and attainment multiple instruction strategies will be used. ILT will consist of on-site, practical workshops and seminars aimed at developing the skill set of the targeted audience. Online modules for employee learning will be delivered through technologies as self-paced/e-learning with the possibility of access to a Learning Management System (LMS). Games and dramas will provide practical examples of realistic situations that involve customers or sales for most human resource departments. Learning sessions will be group based with this arrangement meant to foster knowledge exchange and group cohesiveness (Ford and Meyer, 2021).

Learning teaching Aid

The training was going to be comprehensive utilizing different materials to advance the learning. Self-learning materials such as e-learning modules, supplementary videos or content, and other materials will be on an LMS platform. This will include ways of using the product knowledge and the various operations that the company will engage in. Structures such as presentations, charts, and graphics in the form of charts will enhance visual learning during the workshop. Slow decision-making will be evident from real-life scenario emulation that shall be encouraged to be modelled to ensure proper emulation of the employees (Hall, 2019).

Requirements for Delivering the Training

This program will be conducted in a proper environment in other to enhance the learning process. Face-to-face classes will be delivered in Barcelona, while online training and coursework will be accessible to Barna employees in all European subsidiaries. Training will last for twelve weeks and will combine both weekly meetings and independent study. To avoid a high level of absenteeism the sessions will be taken during working hours. It is acknowledged that participants will have free and fallback access to mentors and a training team (Jones and Reid, 2022).

Budget for the Training Plan

Every component of the training plan costs has to serve the set need at an acceptable level of quality without overspending. Wages of the instructors/trainers and trainers’ salaries will be € 30,000. The development and maintenance of the e-learning platform together with the creation of content will amount to € 20,000. Print and electronic teaching aids will be €10000 and transport and accommodation for trainers €15000. For simulation tools and equipment purchase, it will be € 8,000 while for the rental of the facilities and utilities required for the on-site simulation, it will be € 5,000. €12 000 will be spent on providing stipends to employees to account for their time. Another €5,000 will be set aside for contingency expenses. The total budget is €105,000 (Kaleem, 2021).

3. Evaluate the Training Plan

This Training Plan developed for Brico Market L.C company in its European branches has brought changes in different performance indicators.

Staff Empowerment and Staff Capacity

Among the goals set when developing the training plan, the improvement of skills of employees of the key divisions – Sales, Operations, Marketing, and Management – was the main one. Skills tests and feedback from the employee such as surveys and questionnaires also show a good performance level after the training. Several workers showed enhanced competency in product information, procedural activities, and customer relations. For example, interacting employees felt a significant increase in having better ways to address clients’ needs and the scores of customer satisfaction have been heightened by twenty percent. In addition, improved staff diversity awareness has enabled instituting better relations with pluralistic consumer groups in France, Germany, and Spain (Li, 2020).

Relevance to the Goals of the Organization

There is evidence that the training program that was implemented was able to fill the gaps in the pursuit of organizational goals. A comparison of the performance metrics before and after the training showed actual accomplishment of all KPI targets. Sales in the European branches were 15% higher than in the previous quarter, and order to cash conversion cycle, as well as order accuracy, enhanced by 18%. Furthermore, leadership and management training prepared team leaders to effectively engage the employees to motivate them to produce outstanding outcomes to these results (Murphy, 2023).

Evaluation of Training Techniques

This work demonstrated that the given model of learning called blended learning is very efficient in addressing various learning abilities. While having group speeches and discussions, as well as using role-play, it was found motivating and helpful to have an instructor guiding the session since some members may easily dominate the sessions. During these periods employees especially appreciate e-learning because of the free time for one-on-one training and speed in the present training. There was also an 85% response of the participants in the post-training program surveyed who said that the program was very effective or effective in increasing the competency level of employees. Other high-impact areas or areas that would require high-impact offers included the area of use of simulations and gamification which led to improved engagement and retention of learning among the employees (O’Donnell, 2019).

Impact on Workplace Culture

It brought about a positive change in the organization by promoting the culture of training throughout the organization. Workers stated they got more confidence in their positions and how happy they were that the management valued their career progression. This has also increased the overall employee turnover by 12% as the morale of the employees has enhanced with more support across the place.

Opportunities and Threats

As can be seen, the training program produced a significant outcome; however, some issues have been also revealed. Several employees complained of some form of user-freedom-transition, thus suggesting the need to better prepare employees for digital interfaces. Furthermore, the diversity in employees’ speaking languages became a minor concern for employees in non-English speaking countries of the world; therefore, it is wise to consider providing language translation or general multilingual support in future programs. Struggling to organize the workshop timings also depicted low participation in the overall session scheduled for the day.

Return on Investment (ROI)

Overall utilising € 105,000 for the training program the training program established a positive ROI. In this case, revenues which are increased, efficiency, and employee retention rates which are higher counterbalance the expenses. To maximize the benefits the Board of Directors can think about the expansion of such a program to other European regions.

4. Briefing to convince Management

The role of e-learning today is nothing less than crucial especially when it comes to corporate training, where it provides reasonably priced and easy-to-scale solutions for numerous problems related to workforce learning. To a company such as Brico Market L.C which operates in several European countries, e-learning is therefore seen as an opportunity to offer effective training to the employees at a greatly reduced cost. Regular training approaches involve the use of ample resources on transport, accommodation, hiring of facilities, and trainers, which are eliminated through e-learning. As a result of the organization’s use of digital content, a large populace of personnel across various regions can be trained simultaneously at a one-time cost of developing high-quality information, which saves time and costs of logistical managerial training (Peterson and Arnold, 2024). The fact that it is an online program means that employees can attend training schedules without having to change their normal working schedules. This flexibility is especially valuable for Brico Market’s extended teams in France, Germany, and Spain for training while not impacting, for the most part, productivity. In addition, most of today’s e-learning platforms allow for a high degree of employee interaction through the use of videos, quizzes, games, and simulations. Additional routes based on the roles of the employees enhance the effectiveness of training, by addressing issues particular to departments within the organization, whether it be customer service or logistics among other departments. A third major benefit of e-learning is the opportunity to collect quantitative information. This, integrated into the e-learning platforms, provides managers with the possibility to monitor the results and productivity of employees, evaluate their achievements, and define the spheres that need to be addressed and developed. This information can also be used to improve the upcoming training activities and their relevance to the needs of the organization with an emphasis on ongoing learning. E-learning produces environmental effects that cannot go unnoticed. E-learning reduces the use of paper-based information, traveling and physical structures for training making it instrumental in supporting Brico Market's sustainability goals (Williams and Taylor, 2023). By adopting this strategy, it is not only asserting corporate social responsibility but also appealing to employees and customers with conscience earth concerns. Furthermore, it enhances the capacity of Brico Market to compete effectively with other firms within the fast-growing industry by enhancing the training and skill level of the employees through e-learning. In the current world, e-learning has proved to be one of the best course training methodologies since it embraces efficiency and flexibility, and is a powerful tool in training the workforce as embraced by Brico Market L.C. In this regard, adopting this unique approach will help the company increase the level of employee competencies, increase organizational performance, and thus adapt to the competitive market in the home-improvement industry.

Conclusion

Training is seen here as an important area of investment for Brico Market L.C. within the performance-deficient region of its European market. This paper finds that through the exercise of the Training Plan that focused on skills development, operation integration, and employee involvement, the company realized increased performance among employees and organizational results. Electronic learning was identified as a new powerful tool that provided cost-effective, mass, and flexible training. With individual development tracks, game-based activities, and analytics, the company enabled its organizational members to become a sustainable and competitive workforce that better served the company and the marketplace.

References

• Althunibat, A. and Rosli, M., 2022. The Impact of E-Learning Systems on Employee Training and Development in Multinational Corporations. Journal of Organizational Behavior and Management, 45(3), pp.123-138.
• Bower, M., 2020. Developing Effective Training Programs through E-Learning Platforms. International Journal of Human Resource Studies, 10(2), pp.67-85.
• Cheng, B., Wang, M. and Chen, J., 2023. Enhancing Workforce Competency through Blended E-Learning Approaches. Asia Pacific Journal of Human Resources, 61(2), pp.212-230.
• Ford, J.K. and Meyer, T.A., 2021. The Efficacy of Corporate Training Interventions: A Meta-Analytic Review. Journal of Applied Psychology, 106(4), pp.572-590.
• Hall, E., 2019. Leveraging Technology in Training to Achieve Business Goals. Human Resource Development Quarterly, 30(3), pp.347-365.
• Jones, T. and Reid, D., 2022. Cost-Effectiveness of E-Learning in Multinational Organizations. International Journal of Training and Development, 26(1), pp.24-41.
• Kaleem, M., 2021. Employee Engagement through Customized E-Learning Solutions. Management Learning, 52(4), pp.499-514.
• Li, H., 2020. Technological Innovations in Training: Evaluating E-Learning’s Role in Employee Development. Training Journal, 58(5), pp.45-62.
• Murphy, C., 2023. Strategic Integration of Digital Learning in Corporate Training Programs. Global Journal of Business Research, 17(2), pp.113-130.
• O’Donnell, A., 2019. Bridging Skills Gaps through Corporate E-Learning Initiatives. European Journal of Training and Development, 43(6), pp.588-602.
• Peterson, M. and Arnold, S., 2024. Optimizing Training Costs Using E-Learning Platforms in Large Corporations. Journal of Business and Technology, 32(1), pp.89-105.
• Williams, K. and Taylor, R., 2023. E-Learning and Employee Retention: Addressing Challenges in Talent Development. Human Resource Management Journal, 33(2), pp.245-261.