Wednesday, February 26, 2020

Critically Review the Blossoming Garden Centre case study Essay

Critically Review the Blossoming Garden Centre case study - Essay Example This has called for the emphasis on training and development of the workforce too. Consequently organizations have been observed to be making huge investments in conducting training needs analysis, developing training modules, and delivering the same to its human capital. Organizations constantly creating new knowledge and imparting the same through effective training and development to employees are seen to be providing better services and products to customers than others. Constant learning and development has become the key for success of the organizations (Vemic, 2007, p.1). This project seeks to bring forth the present HR conditions in Blossoming Garden City. For this purpose it conducts an evaluation of the organizations’ learning and development issues in the organization. The first issue which is observed is that the organization easily finds staff for itself but lacks the desirable skills or the willingness of these staff to get hands on experience with customers. The organization primarily faces difficulty in finding executives at the management and supervisory level. It is also expected that restructuring the management responsibility would be a difficult issue when Gordon would retire, who has been the Managing Director of the company since 1985. Moreover the nature of the business reveals that staffs need to be in constant touch with customers. This demands the right kind of customer skills which in turn demands adequate training on the skills. Training is considered to be an ongoing process in the organization, however, inadequacy of a formal training structure has been observed. Identification of Needs The report focuses on the learning cycle presented by Kolb, in terms of identifying the training needs, planning, delivering and evaluating the elements of learning and development. According to Kolb, every individual needs and responds to the stimulus of various types of learning styles to certain extent or the other. Depending on the best learning styles that fit the employees’ organizations set their learning strategies and preferences (Harrison, 2005, p.83). The following diagram provides Kolb’s learning cycle (Please refer Appendix 1). Researchers and practitioners have realized the requirement for training needs analysis as being an integral part of the organizations. In order to utilize resources successfully, it is important for organizations to determine the exact scope, location and magnitude of the training needs. Researchers have highlighted on the fact that there exists no justification of investments in training programs if it does not end up enhancing or improving the efficiency of the workforce of the organization (Moore & Dutton, 1978). Training needs analysis accounts for the very first step in the cyclical process of the overall education and training strategy staffs in organizations. According to the views of Gould, Kelly & White & Chidgey, (2003), training needs analysis begins with t he systematic consultation of identification of learning needs of the staff which is consecutively followed by the program planning, delivery and evaluation of the training programs. Research was conducted on micro and macro level organization for evaluating their training needs and assessments. It was revealed that in spite of their limited and small scope, the micro level organiza

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