Employee Training Programs at Ventura Center - Coursework Example

Employee training programs at Ventura Module The effectiveness of training employees depends on the factors that an organization may wish to achieve. Ventura is a customer care center faced with human resource problems and issues. The human resources department has a challenge of advocating some human resource issues as a way of developing employee skills. According to the conclusion in the report, the two options available for the human resource department involve using the smart technology in employee training and applying the development bay method in enhancing employee performance. The best method that would match the workings of Ventura involves the application of development bay according to the needs of the company. Introduction The central mission that Ventura intends to achieve pertains to the finding of suitable ways of offering training to the employees in order to suit their needs. The human resources recognize employee training as a way of enhancing skills and reducing the time taken in order to gain competence. The scenario of Ventura would focus on efficient ways of enhancing employee efficiency through training. This report seeks to find out an efficient measure of conducting training in Ventura in order to combat the business problems. Business Issues and Problems at Ventura Problem 1 There are human resource issues and problems that exist at Ventura. Such issues affect the management of human resource practice in relation to the success that they intend to achieve in the end. One of the tribulations that the company undergoes is the fact of time to proficiency. This fact explains the ways in which the business attempts to minimize the possible amount of time that the recruited agents can take in order to gain competence within the organization. The fact causes a problem to the human resources sector since they want to look for ways of training the workers in order to gain productivity within the minimum time possible. In human resource management, the process between induction and development always takes much time to enhance competence (Ubeda-García, Marco-Lajara, Sabater-Sempere, & García-Lillo, 2013, p. 170). This fact implies that the organization wants to add an indulgent of how to lessen the deficiencies that would exist in the company while the newly recruited employees attempt to gain competence. This problem also surrounds a means of gaining quality services from the recruited staff. Issue 2 Another business issue facing the organization is the inability to obtain the required group of employees that would be considered to perform effectively. This problem revolves around the inability of the company to acquire qualified candidates for their vacant positions. This fact of human resource inadequacy affects the ways in which their expected productivity levels pertain to their current situation (Stoll, 2001, p. 42). The customer service centers are considered among the central issues affecting the ways in which the productivity and training of workers would be affected. Lack of targeted candidates in the work systems has affected the ways in which performance would be enhanced in the areas quality. The crisis is surrounded by the customs in which the openness to the requisite workforce would be obtained in the market. The problem impacts on the quality performance of the company depending on the targets of the company and other issues related to efficient performances. These two business issues have affected the human resource strategy in an attempt to increase the levels of efficiency in the labor force. Training Programs Alternative One Training programs can be applied in enhancing the development of human resource departments in Ventura. The human resource training programs should be focused on increasing the performance of the employees within the shortest time possible. Among the training programs, which Ventura should incorporate includes the employ of technology in enhancing the preparation programs of staff in the organization. This factor adds to the extent of ascertaining that the guidance department would tender to the new people within the institute. One of the central issues that focus on the development of employees in an organization involves a monitored training that enhances seriousness and faster learning in employees (Pratt, 2000, p. 24). Employing the technology of monitoring the activities of employees during training would imply that the recruits engage in quality performances as required by the human resource personnel. For example, one of the best ways in which Ventura can apply the smart technology-training program in which the trainees can be placed within a confined range as they are monitored using the computers. The nature of the call and service information centre of Ventura has implied that there is the use of IT skills like the use of keyboard. Such ideas may promote the ways in which the company-training department can efficiently reflect the issues of training in the company. Monitored trainings would affect the rate of participation and involvement in receiving the intended knowledge concerning the activities of diverse departments within the business (Williams, 2008, p. 41). The ability to learn and develop is also associated with the existence of close concern with the ways in which learners undertake their activities (Dowd, 2000, p. 54). This supervised training program affect the ways in which employees learn efficiently under the constrained timing since the tutor would closely embrace the targets they intend to achieve. Alternative Two The other training program that can be adopted by the management of Ventura is the placement of the trainees into different developmental areas in which they would embrace practicality of the work that they should undertake. This fact implies that the recruits are projected to self-training bay. In the developmental stage, the employees are allowed to perform in the actual sense of business under strict monitoring. This fact would be effective in increasing the ability of workers to know the internal operations of the company. The training officers would ensure that the workers receive close supervision during their developmental stages. Subsequent to the initiation of the employees to the genuine functioning setting, the details are obtainable as a form of backing the echelon of contentment of the managers (Cekada, 2011, p. 54). The verity in this incident insinuates that the staffs are tested of the skills that they have identified in the prior instruction programs. This aspect of monitoring employees and gauging their performance according to the reports of the training officers implies that employees at Ventura would be assessed in terms of their ability. This plan is effective in the ways that employees would begin delivering efficient services to the clients. The justification of this idea is that the developmental bay includes the participation of employees in diversified field of customer centre services. This idea is part of training program that would enhance the first phase of participation that involved employee performance with tutors. The monitoring of employees would allow the training committee to identify various ways of enhancing accuracy and improvement allowances. The program would ensure that the training committee acquires the right direction to take after delivering the first phase of personalized training programs. The training activities in this section would also imply that the actions are personally subject to the employees involved in the training. The essentiality of this category of practice is that it identifies the paths of incompetency among the employees. The report generated by the training officers would also provide a sufficient foundation of enhancing the levels of performances of employees in diversified sectors (Case, 2003, p. 7). Performance is one of the essential sectors that make up the normal operations of new employees. Benefits and Drawbacks for Alternative One There are benefits and drawbacks associated with the solutions concerning the training programs provided under the case of Ventura. The close range training has its own advantages and demerits. In the first phase of training where the trainees are assembled in the class, and their activities monitored using a given computer server, some advantages related to efficiency. The process is efficient since the training officer can access the activities of each trainee and gauge them in relation to the instructions given during the training (Derouen, & Kleiner, 2004, p. 42). This element allows the training officers to highlight the points of deficiency within the training programs. Such ideas have enhanced the efficiency of the process that results into quality employee training. Another benefit associated with these programs involves the decreased time the training officers would undertake to reduce the time that employees need to gain competence. The involvement of efficiency in the processes implies that employees would easily gain the skills involved in working in a customer service center. Such practices enhance the ability of the trainees to fasten the speed of their competency towards the program. Some disadvantages may also be related to the training program that is involved under the first phase. One of the disadvantages involves cost related issues in which the technological training system would be adopted in enhancing the completion of the training program. The key strategic issue involved in this area insinuates that there would huge costs requirement to ensure the attainment of the system operations (Hughey, & Mussnug, 2007, p. 55). Such elements suppress the charge competence of such routines. The other disadvantage that is inherent to this nature of training program involves the inability of the management to assess the practical ability of new employees towards the career. This fact implies that the training officers cannot verify the levels of efficiency that the employees can apply in improving the services of Ventura. The limitation is enhanced by the fact that training programs do not engage in evaluation of performance of employees in diversified sectors of the service centre operations (Hughey, & Mussnug, 2007, p. 57). This limitation would tend to inhibit the chances of fast competency achievements among employees. Benefits and Drawbacks for the Second Alternative Illuminating employees into the development bay also has advantages and disadvantages that affect the training program. Among the virtues of the progression is that it allows for the veracity in the ability of trainees occupied in the actions of the organization. The training officers can gauge on how far they have achieved their success of training employees who intend to work in Ventura. This method gives an assurance concerning the levels of efficiency that the management of Ventura has achieved since it provides a more practical approach towards gaining competency (Pluta, & Fugate, 2009, p. 23). Another advantage of this process involves the ability of the management to develop a performance criterion for the trainees. This fact implies that the method is performance oriented in various sectors of the organization. This idea also implies that there would be a concrete ability of the company to set targets. They have a benchmark of evaluation against the performance of employees that have been recruited to the organization (Pluta, & Fugate, 2009, p. 24). The plan in this state is that the competency can be easily gauged by the management. The method of training also has a disadvantage in its mode of operation. The system is recital focused in that the spotlight of the executive dwells on outputs. There are some skills of employees, which would be ignored in the process of establishing a fixed way of performance (Williams, 2008, p. 40). The problem would arise in which employees would not show consistency in the levels of performance in the future period. This fact limits the notion of constant competency among employees undergoing the training. Conclusion The report has analyzed various plans that can be applied in Ventura outsourcing business in order to combat the human resource problems. According to the case, reduced time efficiency and selection of suitable candidates are the central aims of the management. In comparing and contrasting the two available methods, channeling employees towards development bay would enhance the achievement of the intended goals. This plan would reduce the time required in order to gain competent employees as well as finding suitable employees for a given sector. Recommendation Following a vigilant scrutiny of the nature of business that Ventura engages in, the second option of training that involves placing employees in a developmental bay stands to be the most efficient. The method is efficient since it illuminates employees into their various sectors of operations in order to gauge their different abilities. The method would also imply that the concerns and standards of performances that Ventura attempts to achieve are easily attained. The implication of this method is also that the company can combat the problem of gaining access to the skilled candidates for their various positions as well as reducing the timing needed by the management in order to enhance competency on the employees (Williams, 2008, p. 40). Such achievements would enhance the goals of the human resource management at Ventura. References Case, T.J. & Kleiner, B.H. 2003, "Effective coaching of organizational employees." 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