Star Software Company, Coursework Example

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Words: 1777

Coursework

Summary

Star software is a software development company that is facing scarcity of talent. The purpose of this paper is to provide an analysis of the success factors of the training and development program in the organization. This is all in the quest to escalate the effectiveness of the program in the organization. It will also provide an insight into organizational learning and its benefits.

Introduction

An organization should consider the critical success factors in training if they want to deliver value for their business. An organization has to consider analyzing the business before commencing on the training. The company has to consider such factors as clarity of the training goals, that is the reason for training and how the training is linked to the needs of the company. The company should also consider its key objectives and explain how the training offered will have an impact on the performance indicators. The trainer as well as the learner should have a comprehensible perception of key performance indicators at the beginning of the training. If the training is self-directed, the participants should be made aware of how the completion of the program will have an impact on the key performance indicators.

Findings

Resources availability, objectives of organization, business environment, essence of knowledge development

There are several key success factors and elements of training and development programs in the organization.

Some of the methods of training can be extremely costly and hence the trainer involved as well as the organization has to consider some factors. The factors include the resources and the cost available for the development and the implementation of the methods of training (Saks & Haccoun, p. 183). The objectives of the Star software company include:

To be able to improve their products through the realization and improvement of individual’s talent and potentiality processes. The company also aims to improve their productivity by ensuring that the availability of talent enables them to acquire quality standards. Another aim would be to create synergy among the trainees to share and extend the experiences and knowledge gained through the training programs. The company also aims to spread the results of training to sensitize the employees in the quest to improve their software programs (Riel, 2010, p. 292). The training will also prepare the trainees to manage ambitious projects that are supported by well-defined processes.

The business environment of any software company is highly dynamic and hypercompetitive. The star software company should therefore, revolutionize their business processes to ensure that their company is more focused on its goals, that it is more efficient, and more importantly profitable (Knapp, 2008, p. 487).

The company can develop an extensive network of partners that deal with products that are similar to theirs. The partners will help the company to market its products, in the stipulation of technical support for clients and in the completion of software implementation projects (Knapp, 2008, p. 489).

Knowledge development means the creation or replacement of organizational content. It means a change in the organization’s explicit and tacit knowledge. The training and development programs have an objective in that they aim to increase knowledge development quality by permitting expansion of ideas and information and the construction of beliefs (Gottschalk, 2005, p. 92).

Types of training, training material, trainer, trainee, learning styles

The training and development provided will help in the management of performance. The training offered can be on a one on one basis, on the job, role-plays, simulations case studies and self-study. The combination of the mentioned methods means a greater result will be realized. Other methods that are appropriate for training include discussions, lectures and video conferencing (Saks & Haccoun, 2010, p. 183). The above methods however, allow the trainer passively observe information. The effectiveness of any training method employed will depend on the training objectives and the expected outcomes. The choice of the method of training to use for a certain training program should start with the objectives of the program.

The methods of training to be employed will depend on the preferences as well as the skills of the trainer. This is so because a trainer can be more skilled in some methods as compared to others. The trainer can also have a personal preference as far as using some methods is concerned (Saks & Haccoun, 2010, p. 184). The trainer employed by the company should therefore, be experienced in role playing method of training.

Trainees have different learning styles and hence are likely to prefer different methods of training (Saks & Haccoun, 2010, p. 184). This means that the trainees will vary in terms of the methods of training that will maximize their learning. The trainees should also consider the ability to gain from a certain method of instruction. Training methods have a degree of difference in the effects it has on trainees. This is because trainees differ in terms of knowledge, skills and abilities.

Learning styles are identified using several instruments. The knowledge of learning styles will enable an individual to be aware of individual preference. This can also result in metacognitive awareness. Learning styles are grouped depending on their focus. The groups include metacognitive influences, cognitive styles, personality styles and environmental influences in learning.  The trainer should understand the learning styles of individuals in order to acknowledge and focus on them. The trainer should allow trainees to choose the learning styles they feel are comfortable. Through this, they are able to curb the talent scarcity in the organization (Reid, 2005, Chapter 4). The company will benefit from individuals who have metacognition. This is because the individuals are conscious of their own learning. They have self knowledge and are able to comprehend and develop concepts on their own. They take control and utilize their talent in the best way possible. They are able to direct and monitor their learning to discern if they are on the right path or not.

Analysis of relevant theories and models including Learning theories and models, organizational learning

Learning theories are learning processes, and they explain how a learner interacts with the material, they are required to learn. Kolb’s model of experiential learning provides a cycle through which the learning process of an individual progresses (Dixon, 1999, p. 40). The learning cycle includes concrete experience, reflective observation, abstract conceptualization and active experimentation. Concrete experience, is where an individual experiences the world in his or her own senses. Reflective observation involves reflection of what occurred away from the experience. Abstract conceptualization is trying to make sense of the experiences. New ideas are related to already available meaning structures. Active experimentation involves taking action based on the constructed meaning. Kolb’s steps are essential since it makes learning in the organization complete and effective. Individual learning is a process where creation of knowledge is through experience transformation. The essence of learning is captured, in that, learning is about interpreting the world experiences, that the meaning we create mediates action and that individuals creates their own unique interpretation (Dixon 1999, p. 41).

Many theorists of organizational learning have training backgrounds in several professional fields. Organizations have an assumption that all employees have knowledge stored in their minds (Easterby-Smith & Lyles, 2003, p. 32). Most organizations employ theories that are more semantic rather than systematic in the explanation of learning

Analysis

The modern society has experienced an explosion in knowledge and continued realignment of disciplines as well as departments in the work place. The institutions offering related courses should therefore, shift from providing content driven courses. They should instead engage students in the identification of patterns that are fit for all work situations. Such programs will ensure that desired outcomes are achieved. Such individuals will possess decision-making and problem solving skills and will have a better understanding in the values of diversity, ethics and their professional disciplines.

What should be noted is that knowledge is a technological or social process. This is so depending on the context in which knowledge is used. Knowledge development is beneficial to the organization in that it enables the development as well as the communication of human meaning (Gottschalk, 2005, p. 89). The trainers should understand the work situation and practices of the trainees and the complex human processes that are involved in work.

The best method that suits the Star Software Company is the role-play method. This is because the main objective of the organization is to realize the talent that each trainee has. This is through a process called talent development (Saks & Haccoun, 2010, p. 183). The trainers ought to chose methods wisely and ensure that they suit the needs of the trainees. This is so because the trainees need to apply the skills acquired in their job.

The most important issue is for organizations to stay competitive through constant creation of new learning. This is so because learning results in the change of behavior and they way people examine their ways of learning. Organizational learning has been found to be malleable and constrained (Easterby-Smith & Lyles, 2003, P. 26). The assumption of organizational goals and objectives helps in the production of timely counterintuitive performance results. Learning helps to enhance the interactions and relationships of people in the organization. It helps to make personal knowledge available to all. The social nature of the company helps in the explanation of such processes as internalization, externalization, combination and socialization (Easterby-Smith & Lyles, 2003, p. 28).

Conclusion

Star Software Company will be able to curb talent scarcity through consideration of a number of factors. To obtain effective programs, they have to consider the availability of resources, the environment in which they operate and the benefits that knowledge development brings. The trainer should be able to know the learning styles that suit each trainee if they want to obtain optimum results. Learning theories also provides an insight into how important, organizational learning is, and their benefits.

References

Albert, M. (2005). Managing change: Creating a learning organization focused on quality. Problems and Perspectives in Management, 1, 47-54.

Brown, J. & Duguid, P. (1991). Organizational learning and communities practice: Toward a unified view of working, learning, and innovation. Organizational Science, 2, pp. 40-57.

Dixon, N. (1999). The Organizational Learning Cycle: How can we learn collectively. London: Gower Publishing Ltd.

Easterby-Smith, M & Lyles, M. (2003). The Blackwell Handbook of Organizational Learning and Knowledge Management. New York: John Wiley & Sons.

Gottschalk, P. (2005). Strategic Knowledge Management Technology. Kansas:  Idea Group Inc.

Knapp, M. (2008). Contemporary Auditing: Real issues and cases. New York: Cengage Learning.

Riel, A. (2010). Systems, Software and Services Process improvement: 17th European Conference, EuroSPI2010. Grenoble, New York: Springer

Reid, G. (2005). Learning Styles and Inclusion. New York: SAGE.

Saks, A & Haccoun, R. (2010). Managing Performance through Training and Development. New York: Cengage Learning.

Uzzi, B. (1996). The sources and consequences of embeddedness for the economic performance of organizations: The network effect. American Sociological Review, 61, 678-698.

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