Training And Development In Comfort Transport †MyAssignmenthelp.com

Question: Discuss about the Training And Development In Comfort Transport. Answer: Introduction The analysis in the report is based on the discussion about the needs of training and development in ComfortDelGro Corporation. It is a famous transport company in Singapore. The company was founded in the year 2003. The company was formed by the merger of two companies namely Comfort and DelGro. The taxi industry in Singapore has been on the fall in the last few years. ComfortDelGro operates the largest number of taxis in Singapore (Bruun Stage, 2012). The training need has been identified in the organization for the modification of the business structure of ComfortDelGro. Review the needs of training and development The training and development program is required in the organization for the modification of the structure. Training needs to be given to themanagement level employees so that they can calculate the fee related to booking of taxis. The drivers must be trained to handle the delays on the road due to excess traffic. The most important need of the program is to train the drivers to work in midnight shifts to increase the availability of the cabs (Pollock, Wick Jefferson, 2015). The learning outcomes of the training program relates to the innovation that is required at the different levels of themanagement to deal with the competition. The pricing strategy of the company needs to be reasonable and should attract the riders. The availability of the cabs at the oddest times of the day is required to attract more and more riders (Coetzer, Redmond Sharafizad, 2012). The training provided to the drivers and the professionals of themanagement should be adequate so that they make the experien ce of the drivers more enjoyable. The goals of the company include the control over the high rates of the rental fees of the cabs and increase the business. The other goal of the company is related to the unavailability of the clarity regarding the break-up of the cost related to the booking of the cabs (Punia Kant, 2013). The high pick-up fee of the company due to the congestion in the road should also be removed. The extra prices that are charged by the company due to midnight pick-ups should be removed as well. The business goals of the company are related to the training needs that are identified by the analysis (Gallagher, D., Costal, J., Ford, 2012). The training is related to the needs of the management level employees to be trained regarding all the aspects of the business, so that the break-up of the fees charged by the company can be understood by them. The training of the drivers is also necessary to meet the requirements of the riders (Nilsson Ellstrm, 2012). Justifying the choice of the methods of training The formative assessment method of training is implemented by the ComfortDelGro group to meet the training needs. The formative assessment method involves some steps as discussed further (McGrath, 2012). The task for the assessment of the group is designed, following this step the appropriate learning outcomes of the task are identified. The decision regarding the success of the achievement is taken and the criteria of the assessment and the performance standards are discussed. The response of the learners towards the task for assessment is reviewed and the gaps in the performance or learning is detected (Grohmann Kauffeld, 2013). The feedback is then provided to the learner so that they can improve their performance and finally the skills of the training are acquired by the learner. The training and the method of assessment of the employee should be aligned to the learning outcomes of the program. The SOLO Taxonomy model is used to understand the alignment of the learning program with the outcomes of learning. The model five steps (Sheehan, 2014). The pre-structural part of the model is related to the point of time when the task is not understood properly by the student and the it is done in quite a simple manner. The next part is uni-structural according to which the student provides a response only related to one aspect. The next level is the multi-structural part where the student focusses on many aspects of the training program, however, each aspect is dealt with independently (Jayakumar Sulthan, 2014). The next level is the relational level where all the aspects of the business have been integrated into a comprehensible model. This level suggests that the student has a sufficient amount of understanding of the topic. The last level is the extended abstract level where the whole topic is taken to the next level and a new topic is discussed. The measurement of the learning is decided based on the alignment of the learning with the goals of the organization. This is the best possible measure of the learning of an employee (Jehanzeb Bashir, 2013). Validation and the reliability of the methods of assessment The validity of the training program that is required for the company can be measured in terms of the indication of the ability of the assessment to measure the tasks of the assessment, interference caused by the external forces and the consequences of the assessment as well (Srivastava Dhar, 2015). The assessment task needs to be aligned to the goals of the business as has been discussed earlier. The goals of ComfortDelGro are to decrease the booking fees of the cabs, to maintain clarity regarding the break-up of the cab charges, to curb the extra fees that is charged during the peak hours (Kola-Olusanya, 2013). Finally, to increase the availability of drivers at the odd hours of the day. The training program that designed by the company should be able to fulfil these goals. The training should be provided to the managerial level staffs and the drivers as well. The reliability of the training program lies on the assessor of the program. The consistency level of the scores given by the assessor is another factor that affects the training program (Kulkarni, 2013). SOP for the training program: Step 1 The training program is conducted to train the managers and the drivers of ComfortDelGro regarding the goals of the company. Step 2 The method used for the training process is the formative assessment method. The method is a detailed analysis of the entire training process and the results of the process (Masadeh, 2012). Step 3 The method is implemented on the drivers and the managers of the company. The drivers need to be trained regarding the process to handle situations related to heavy congestion on the roads. The drivers need to be trained so that they are available in the odd hours of the day. The managers need to be trained to handle the break-up of the booking fees and making it customer friendly (Sung Choi, 2014). Step 4 Assessing the results of the training of the training and thereby implementing any changes that are required (Latif, Jan Shaheen, 2013). Awareness regarding the requirement of resource and investment The budget of the training program would be approximately 1 million Singapore dollars. The training will require around 2 months of time. The first phase of the training will involve the drivers of the cabs, who are the main part of the business. The next phase of the training will involve the manager level staffs of the company (Lawrence et al., 2012) The venue of the training program will be the office premises of ComfortDelGro and the training will be provided by the trainer who is appointed for the specific purpose. Conclusion The above discussion can be concluded by saying the proper training program is required to solve the problems faced by the ComfortDelGro cab company. The training will be helpful for the company to increase their revenues and profitability and also to gain the trust of the customers. The main problems of the company that is related to the unavailability of the drivers and their inability to handle the congestion in the road can be solved with the help of proper training. References Bruun, A., Stage, J. (2012, November). Training software development practitioners in usability testing: an assessment acceptance and prioritization. InProceedings of the 24th Australian Computer-Human Interaction Conference(pp. 52-60). ACM. Coetzer, A., Redmond, J., Sharafizad, J. (2012). Decision making regarding access to training and development in medium-sized enterprises: An exploratory study using the Critical Incident Technique.European Journal of Training and Development,36(4), 426-447. 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