Problem Solving In Training Programs

Problem Solving In Training Programs

Length: 1634 words (4.7 double-spaced pages)

Rating: Excellent

Open Document

Essay Preview

More ↓
I. Introduction
Orange Electric is the leading electrical manufacturing company in Sri Lanka with commanding market share of more than 70 % in Electrical Switches & sockets market. They are well known for high quality of their products both domestically and internationally.
The company has three state of the art manufacturing plants which manufacture electrical switches, sockets, low voltage circuit breakers and cables. The head office is located at Maharagama and the company has a distribution network which has spread throughout the island. Each of these distribution points, offices and factories are interconnected via a VPN (Virtual Private Network).
Orange Electric is one of the early set of companies to move in to implementing an ERP system in Sri Lanka in year 1999. With the change of business processes the company management has decided to upgrade the system with new functionalities. This was done after analyzing new requirements and future opportunities.

II. Recognizing the problem
There were numerous irregular behaviors observed in the organization after the migration to the new system. Most of those observations were directly related to the business process of the company.
• Daily productivity reduced
It has been identified that after implementing the system there was no delay in physical production of goods. However there is a significant delay in recording the information in the system it terms of
- Entering material issues / receipts
- Production order completing
- Reporting operations
Due to this although the produced goods are there in the warehouses company couldn’t release those to customers using the system, hence manual systems needed to be used which lead to a serious drop in productivity.


• Day to day activities got delayed
o Supplier Payments
o Financial statements
o Purchase receipts
o Invoicing


• Customer complaints increased (internal & external)
Most of the customers and partners complained about the delay in delivery of orders and payments. This was happened due to the delay in recording particular transactions in the system.
• Cultural issues started to arise
o Inter departmental conflicts
Departments are having their own schedules and goals. Due to the delays occur in the process each department started blaming others. Moreover most departments were in a huge conflict with the IT department for implementing such a complex system.

o De-motivation
The staff seems to be de motivated by the system change and most of them still wanted use the old system. Some of the employees complained that they are de motivated because of the complexity of the new system.

III. Define the problem

1. Employees are not attending to training programs
While analyzing above mentioned issues at Orange Electric we have found out that main reason for almost all issues is that end users have not properly been trained on the new system.

How to Cite this Page

MLA Citation:
"Problem Solving In Training Programs." 123HelpMe.com. 06 Dec 2019
    <https://www.123helpme.com/view.asp?id=166958>.

Need Writing Help?

Get feedback on grammar, clarity, concision and logic instantly.

Check your paper »

Strategic Thinking And Problem Solving Essay

- Strategic Thinking and Problem Solving in the Workplace Benefits of Strategic Thinking What It Is Strategic thinking is a strategy that most, if not all, people should familiarize themselves with. This skill involves the ability to view, analyze, and conceptualize situations (beyond immediate goals) with the objective creating a better future for themselves and others (Ebersole 1). Strategic thinkers work diligently to maximize their potential and opportunities in all aspects. People with this ability are considered problem solvers....   [tags: Problem solving, Critical thinking, Thought]

Research Papers
720 words (2.1 pages)

Student 's Training Program For Students Essay

- Student’s training program (internships, work placements, on-the-job training and work-based learning) was one of the main concerns discussed by the academic interviewees. The importance of training program was recognised, by the academic participants, as it has a huge impact on the development of work-related skills and knowledge among students. An academic said ‘practicing the reality of work is the best practice for students to learn and to gain the skills needed in the labour market’. A common perception amongst the academic participants was that training programmes were intended to provide BMA students with work-based-experience and to enhance their practical understanding of the employ...   [tags: Training, Skill, Practice, University]

Research Papers
2330 words (6.7 pages)

Case Study : Training For Customer Service Essay

- Case Study: Training for Customer Service Specialists Customer service is a critical aspect of doing business for many organizations. This is where the consumer has contact with the organization, and if they feel like a problem or an outsider, their view of the organization will likely be diminished. Professional customer service workers will understand the process of responsive listening, a process that works to show the listener both hears and cares about what is being said (Stern, 1997). In addition to communication skills, customer service professionals need to be trained in conflict resolution....   [tags: Problem solving, Skill, Customer service]

Research Papers
1292 words (3.7 pages)

Training And Education Program For Employee Essay

- Training and Education Programs for Employees Today, most of organizations attempt to develop the outlook and performance of its employees by using training and educational programs. In comparison to this, several academician's, researches and professionals hold that the personality of employees is generally developed when they learn several dimensions of job while working. Similarly, it is also believed that proper development of the personality of an employee by exercising ‘on the job’ will be more useful when the organization simultaneously gets related mission to enhance emp...   [tags: Employee Training Organization]

Research Papers
1933 words (5.5 pages)

Personal Narrative Losing A Job Is Not The End Of The World Essay

-  Losing a job is always a difficult and painful experience for any individual. It is even more difficult and heart wrenching based on the years of service with the organization, how you lost your job and the responsibilities that are hinged on your employment (family, mortgage etc.). However, as a company, it is important to let employees know that losing their job is not the end of the world. As Bob Marley said “when one door is closed another door is open”. This should be the mindset that management must try to instill in employees as they take on the challenge of a new chapter in their life....   [tags: Employment, Problem solving, Training, Problem]

Research Papers
744 words (2.1 pages)

Why Change Programs Don 't Produce Change Essay

- Why Change Programs Don’t Produce Change Revitalization does not come from the top. It starts at an organization’s periphery, led by unit managers creating ad hoc arrangements to solve concrete problems Faced with changing markets and higher competition, more and more firms are struggling to reestablish their dominance, keep market share, and in some cases, ensure their survival. Many have come to understand that the key to competitive success is to transform the way they function. They are reducing reliance on managerial authority, formal rules and procedures, and narrow divisions of work....   [tags: Management, Problem solving, Change]

Research Papers
749 words (2.1 pages)

Essay on Problem-Solving Criminal Justice Initiative

- Problem-solving Criminal Justice Initiative We can all agree that an important goal of the American criminal justice system is rehabilitation. It expects that most, if not all, offenders to learn from his or her wrongdoing and become productive members of society (Ballenstedt, 2008). It is this thinking at the heart of a community-based initiative that is designed to bring law enforcement officials together to form a single concerted effort to identify and address patterns of crime, mitigate the underlying conditions that fuel crime, and engage the community as an active partner (Wolf, Prinicples of Problem-Solving Justice, 2007)....   [tags: Criminal Justice ]

Research Papers
738 words (2.1 pages)

How do Parent Training Programs Benefit the Parent, Teacher, and School Relationship

- How do Parent Training Programs Benefit the Parent, Teacher, and School Relationship. One factor in determining the success or failure of a school is to determine the effectiveness of the parent, teacher, and school relationship. To enhance a child’s educational experience, parents, teachers, and school leaders must form a partnership which helps to foster lifelong learning in the lives of the children they serve. (Brooks & Goldstein, 2001) Some teachers are often perplexed by the parents’ lack of involvement, while others are just as perplexed by the over involvement of some parents....   [tags: Education]

Research Papers
1252 words (3.6 pages)

Job Training versus Career Development: What Is Voc Ed's Role? Essay

- Job Training versus Career Development Should vocational education concentrate on preparing students for specific jobs or should it be more focused on broader career development, including lifelong learning, employability, and cognitive skills. This Digest explores these questions and examines how vocational education programs can best prepare students to meet the demands of the current and future workplace. Job Training and Vocational Education When asked to describe the role of vocational education in the schooling of the nation's youth, most educators (and citizens) would say it is to prepare students for work in a given trade or vocational area....   [tags: Compare Contrast Education Training Essays]

Research Papers
1874 words (5.4 pages)

Riordan Problem Solution Essay

- Problem Solution: Riordan Manufacturing Riordan Manufacturing is a global plastics producer employing 550 people with projected annual earnings of $46 million. The company is wholly owned by Riordan Industries, a Fortune 1000 enterprise with revenues in excess of $1 billion. Production is divided among three plants: plastic beverage containers in Albany, Georgia; custom plastic parts in Pontiac, Michigan; and plastic fan parts in Hangzhou, China. Research and Development is conducted at corporate headquarters in San Jose, California....   [tags: Problem Solution Case Study Riordan Manufacturing]

Research Papers
987 words (2.8 pages)

This lack of training has been continuingly creating more and more problems in the office environment.

2. How did we found out that this is the problem?
In order to identify that lack of training is the problem for all the issues, we have carried out a small research which consisted of observation and interviewing. In the interview we have forwarded some simple questions (Appendix I).
The data collection and observation was done on selected random samples of each department. For this initial research we have selected a random sample size from each focused group as this supposed to be an abstract level of research carried out to identify the cause for the problem. The focused groups were selected from Stores / Warehouse, CR department, Finance department, IT department and top level management. The gathered results were analyzed further and it has been identified that during the period of ERP system implementation at Orange Electric there was a general tendency of users not attending to training programs.
Having identified the symptoms we carried out series of in depth interviews with some open ended questions (Appendix II) with key management personnel and employees as well as of a number of focus group interviews to understand the root cause of these symptoms.
Further to these interviews we understood that the primary reason for drop in daily productivity, delays in day to day activities, increasing customer complaints, interdepartmental conflicts and de – motivation is that employees resist attending training programs attempted at managing the change to a new ERP system.
To test this hypothesis quantitatively we collated data on daily productivity since the implementation of the new ERP system, number of invoices per day, average number of customer complaints per month, number of internal complaints and number of absent days per employee and plotted it against average attendance for training programs. A regression analysis was then carried out to find to what extent each of these symptoms was impacted by the attendance to training programs.
Based on the above we defined the problem as follows:

Having defined the problem we then proceeded to develop a process to understand the problem further and through that recommend possible solutions.
In order to dive deeper into the problem we first carried out a Mind Map (Appendix III) to identify all possible reasons for the resistance to training programs. Having identified a number of key reasons we carried out a Why – Why analysis to further understand each of the reasons.
For the purpose of carrying out the Why – Why analysis we conducted a short survey aimed at obtaining possible reasons and then a series of in-depth interviews and focus group interviews. The interview guides consisted of both quantitative and qualitative questions in order to obtain a right brained as well as left brained perspective on the problem.
By looking at the problem and its nature we realized that there is a logical behavior behind the problem. And also as we are trying to analyze a simple business problem occur in an organizational environment, plus the team also consisted of left brain thinkers, we selected “Why – Why” approach to analyze the problem.

3. WHY – WHY Diagram

Most of the respondents of the survey indicated that one of the main reasons they avoided attending training programs was that they did not see a value addition from the training programs and that they did not see a direct benefit from the training.
Further investigation revealed that one of the root causes for this problem is that there was no proper needs assessment carried out at the early stages. Although management realized the need for training employees in the new system there was no assessment of current skills and no proper understanding of the skills gap.
Stemming from the fact that there was no proper skills assessment and no proper evaluation of the skills gap, the training objectives were not clearly stated nor were they clearly linked to the organization goals and objectives. The result was ad hoc selection of employees for common training program which in turn has resulted in the lack of measurable benefits either to the employee or the organization as a whole.
Due to the fact that training requirements have not been clearly linked to company objectives, budgetary allocation for training too have to a large extend not been given priority. This has resulted in management cutting corners in the quality of the trainers etc. the opinion of many employees is that training is provided merely for the sake of providing training, instead of providing tailor made, state- of –the- art training.
A second reason for training programs to fail was the fact that the program itself was not designed well. Due to the act that needs had not been assessed well and training requirements were not linked clearly to company objectives, the training programs themselves were not designed effectively.
A number of reasons resulted in a poorly designed training program. There was almost no involvement of employees in trying to understand the training needs or in developing the training programs. Many employees felt that there should have been a more interactive system where employee feedback was taken into account when developing and deciding on training programs. This they feel would have enabled HR to develop a training road mad more relevant to the requirements.
Further many employees feel that there is a bridge between trainers and themselves. Many survey respondents feel that the trainers do not properly understand the context or requirements and do not pitch at the required level. Indepth discussions with employees revealed many of the negative sentiments towards training stemmed from the fact that some employees felt that training was pitched too high while others felt that it was pitched too low. As a result neither group benefited from the training offered. Further many employees were less receptive to trainers because of language issues and problems with connecting to the trainers.
Another reason why employees are not motivated to attend training programs is that they do not see a direct relation to performance evaluation. Management has not clearly linked benefits from the training to key performance indicators; therefore employees do not always see the direct impact of the training programs.
In addition, most employees felt that management did not encourage training and that they did not place enough value on training or believe in the benefits of the training. As such support in terms of time off, reduced work load etc is not forthcoming. Many employees felt that stress levels have increased since no allowances are made by superiors for time taken out for training time.
Another main reason why training programs have failed especially at the middle management level is that many of these employees are reluctant to attend training programs due to the fear that incompetencies being highlighted in a group setting. This has a more serious underlying reason that many of the middle management is not always the most competent and therefore many of these individuals who are in middle management levels and reluctant about attending training and discourage more junior members from attending training as well.
Return to 123HelpMe.com