The Design and Implementation - Management Essay Example

ABSTRACT Under the challenges and opportunities of the dynamic market competitive environment, the work of human resources are asked for the new requirements, especially in the election, appointment, education and detainment of the employees, companies are increasing investment - The Design and Implementation introduction. Training, as one of the contents involved in appointment, education and detainment in human resources work, are received more and more attention of enterprises. The establishment and improvement of the training system has also become one of the most important hotpots for the human resource practices in many enterprises.

Guangdong Q Company is a group corporation with over 3000 employees. In the recent years, for the reason of economic downturn in overseas market, the number of employees in the enterprise has been reduced by nearly 5,000 people to just more than 3,000 employees. In the conditions of reducing employees’ number, a higher quality demand for human resources management has been raised. Hence, how to develop the human resource effectively, how to make a good training, how to improve the overall quality of all staff, thereby enhancing the company’s overall performance, this has become the key to obtain a competitive advantage for a company.

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Based on the actual situations of Guangdong Q Company, in this paper, a suitable training system has been designed to obtain the leader competition in the complex and ever-changing competition in the market. This thesis base on the reality of Guangdong Q company’s training system, use the theories of training and development in the human resources field as a guide and take some specific research methods such as questionnaires, interviews, literature survey, data statistics and chart method to analyses the training status in Guangdong Q Company to identify the problems of the training system and analyses the causes.

Finally, combined with the actual situation, author use the relevant theoretical knowledge of training, designed and optimized the employee training system I systematically in all aspects of the training system such as process system, courses system, institution system and organization system to constitute a closed loop type of training management system. In order to maximize the training effect, in addition, we discuss the training supporting environment to promote the sustainable development of enterprises.

The optimization of the training system in the paper is proposed on the basis of the analysis of Guangdong Q Company’ Human Resources condition, and then combined with the actual operation of the company’s training issues. It has a strong operability. The optimization of the training system contributes to the highly efficient implementation of training, and provides a reliable guarantee for the competitiveness of enterprises. As a result the enterprise and its employees achieve “win-win”. At the same time, this training optimization has reference value for similar types of businesses institutions.

Key Words: Human Resource, Staff Training, Training System, Optimal Project II CONTENT ABSTRACT …………………………………………………………………………………………… I CONTENT ………………………………………………………………………………………….. III CHAPTER I INTRODUCTION ……………………………………………………………. 1 1. 1 RESEARCH BACKGROUND AND MEANINGS ……………………………………………………….. 1 1.

2 RESEARCH METHODS …………………………………………………………………………………….. 2 CHAPTER II RELEVANT THEORETICAL RESEARCHES OF TRAINING SYSTEM ………………………………………………………………………………………………. 3 2. 1 THEORIES AND PRINCIPLES OF EMPLOYEE TRAINING …………………………………………. 3 2. 2 THE STATUS REVIEW OF TRAINING SYSTEM IN DOMESTIC AND OVERSEA ……………. 4 CHAPTER III STATUS AND MAIN PROBLEMS OF GUANGDONG Q COMPANY’S EMPLOYEE TRAINING SYSTEM ……………………………………

6 3. 1 INTRODUCTION OF GUANGDONG Q COMPANY…………………………………………………… 6 3. 2 STATUS OF EMPLOYEE TRAINING SYSTEM ………………………………………………………… 9 3. 3 THE MAIN PROBLEMS OF STAFF TRAINING SYSTEM …………………………………………… 9 3. 4 CAUSES OF PROBLEMS AND ANALYSIS IN EMPLOYEE TRAINING SYSTEM …………….. 9 CHAPTER IV THE DESIGN OF AN OPTIMAL TRAINING SYSTEM IN GUANGDONG Q COMPANY ………………………………………………………………. 11 4.

1 PRINCIPLES AND APPROACHES FOR Q COMPANY’S TRAINING SYSTEM REDESIGN .. 11 4. 2 SPECIFIC MEASURES OF OPTIMIZATION FOR EMPLOYEE TRAINING SYSTEM ……….. 11 CHAPTER V THE MANAGEMENT AND SUPPORT FOR THE OPTIMAL TRAINING SYSTEM…………………………………………………………………………… 26 5. 1 THE MANAGEMENT AND SUPPORT FOR THE OPTIMAL TRAINING SYSTEM …………… 26 5. 2 SUGGESTIONS OF IMPLEMENTATION ………………………………………………………………. 26 CHAPTER VI CONCLUSION …………………………………………………………… 27 6.

1 RESEARCH CONCLUSION ………………………………………………………………………………. 27 III 6. 2 THE ASSESSMENT OF THIS PROGRAM ……………………………………………………………… 27 REFERENCE ………………………………………………………………………………………. 28 APPENDIX …………………………………………………………………………………………. 30 ACKNOWLEDGEMENTS ……….. ERROR! BOOKMARK NOT DEFINED. IV MBA Degree Thesis The Design and Implementation of An Optimal Training System in Guangdong Q Company

Chapter I Introduction 1. 1 Research Background and Meanings China, the world’s leading manufacturing base, is facing increasing challenges with the economic development. As one part of the manufacturing industry, printing industry now is feeling the impact of the economic tide. The export tax rebates, the pressure of appreciation of the RMB, the enhancing environmental requirements, the improvement of safety standards, the increasing labor costs and staff turnover, the unstable product quality and other factors affect the development of the printing industry.

It is difficult to change when facing the external environment, to reduce the turnover of employees, consolidate the operational processes, make the product quality firmly, and then effectively reduce costs of recruitment, new employee training and the defective products, those are the practicable improvements in printing industry, even in the entire manufacturing sector. The imperfect training management system, single form of training method, lack of training evaluation validity and other issues, almost become the common problems in the manufacturing sector.

This thesis is studying the Guangdong Q Company. Through 30-year’s development, Guangdong Q Company grows and develops as a well-known printing enterprise with certain scale from a small printing workshop in this industry. How to deal with the turnover? How to improve the employees’ skills? How to make a good plan for the human resources? The senior managers of this company have insight into the positive and important role of human resource management in the process of expansion.

According to the actual situation of Q Company, the author design a suitable training system to help it to gain a competitive advantage in the complex and ever-changing competitive market, and this will be some important meaning for its further development. Improving the staff training system can ensure the sustainable development of enterprises and contribute to the implementation of enterprise development strategies. Meanwhile this optimized staff training system can be an oriented type training system to enrich training system for the industry. 1 MBA Degree Thesis

The Design and Implementation of An Optimal Training System in Guangdong Q Company 1. 2 Research Methods The thesis based on the thread of “ask questions”, “analyze the problem” and “solve the problem “, combine the theories of training, such as the composition of the training system, the knowledge of training methods, training assessment methods to analyzed the status of training system in Guangdong Q company, including the imperfect training process system, imperfect course system and so on, then analyzed its causes, and designed and optimized the system.

2 MBA Degree Thesis The Design and Implementation of An Optimal Training System in Guangdong Q Company Chapter II Relevant Theoretical Researches of Training 2. 1 Theories and Principles of Employee Training Modern human capital theories consider intelligence and skills of the labor as an important component of the high quality human resources. To improve the professional skills of workers has become the key of survival and development for an enterprise.

Vigorously develop the corporate employee training production and management process. The competition of the 21st century is a talent competition. Therefore, the selection, appointment, training and detainment of talents are the hot issues that human resource managers and even senior managers generally concerned about. Training, as one of these contents, now is gained the great importance regard by the academia and the business communities, and attracts many scholars to made in-depth study. 2. 1.

1 Signification of employee training Training is a designed, systematic implementation plan and activities that can improve the quality, ability, job performance of personnel and contribution to the organization in the enterprises. Raymond A. Noe defined the definition of training. He said training is the efforts that were taken by the company in order to help employees learn work-related abilities, these capabilities include knowledge, skills and behaviors, and then the employees apply them to their daily work activities.

The goal of the training is to make employees’ knowledge, skills, working methods, work attitude and work values improved, and then perform the greatest potential to improve the performance of individuals and organizations, and promote the continuous advancement of the organizations and individuals. 2. 1. 2 The content of employee training system The complete training system is the base of implementation for talent training plan, including internal training institutions, training course system, training 3 not only meet the need of improvement, but also have the strategic significance in the modern

MBA Degree Thesis The Design and Implementation of An Optimal Training System in Guangdong Q Company regulation system, training process system, training organizational systems. 2. 1. 3 Relevant theories involved in training system (1) The type of training methods. Raymond A. Noe pointed out several training methods in his book The human resource management foundation, including classroom teaching, audio-visual training, computer-based training, on-job training, scenario simulation, business games and case studies, behavior shaping, team development, action learning and so on.

(2) Training assessment. The four levels evaluations including reaction level, learning level, behavior level and result level is the classic training assessment acts. Kirkpatrick noted that the people have not fully aware of these four acts as the components of our evaluation that we call it as an integral part of the assessment in his book How to do a good job in training assessment – Kirkpatrick four level assessment Act. (3) The 16 principles of adult learning. Tom W.

Goad, the American management expert, summarizes the 16 principles of adult learning in his book The first-time trainer, the main contents of these principles include: No. Main Point 1 Adult learn through the use 2 Use an instance 3 Adults contact with the original knowledge to comparative study 4 Participate in training activities in the informal atmosphere 5 Add diversity 6 Eliminate the fear 7 Be a facilitator to push learning 8 Clear learning objectives Repeated practice, practice makes perfect.

The practice is an effective 9 means 10 Guide heuristics Learning. Guidance is final desired effect of the training 11 Give feedback and continue to learn 12 Step by step, cross-training 13 Training activities should be closely linked to learning objectives 14 A good initial impression can attract the attention of the participator 15 Have a passion 16 Repetitive learning, impress memory 2. 2 The Status Review of Training System in Domestic and Oversea 4 MBA Degree Thesis The Design and Implementation of An Optimal Training System in Guangdong Q Company

In Japan, companies tend to give different levels employees with different training contents and form in order to achieve the training objectives of different objects. Those training methods include hierarchical education system, functions education, on-job training, correspondence education, and foreign language education. In the United States, specialized agencies or departments are responsible for all corporate staff training, include setting training centers, human resources development centers, corporate universities, etc.

The establishment of human resource training system in small and medium enterprises is a systems engineering, it greatly emphasis on the relevance training objectives, the operation of the reality and efficacy of the practicality. So, we must use the training needs analysis at first, then determine the training objectives, and make the detail training plan for the objectives, finally assess the effect. 5 MBA Degree Thesis The Design and Implementation of An Optimal Training System in Guangdong Q Company Chapter III

Status and Main Problems of Guangdong Q Company’s Employee Training System 3. 1 Introduction of Guangdong Q Company 3. 1. 1 The overview of Guangdong Q Company Guangdong Q Company is a one-stop service provider in paper product manufacturing and printing. With a professionally trained workforce of 3000 and two manufacturing plants in Dongguan and Tianjin, China, housing the latest state-of-the-art facilities, the group specializes in the design and production of diversified high quality products for exporting to American and Europe.

3. 1. 2 The organizational structure of Guangdong Q Company Guangdong Q Company’s structure is divided in functions, include the Board of Directors, manufacturing function, materials function, sales and customer service function, human resources function, administration function, engineering function, research and design function, logistics function and so on, all functions are equipped with top management – the senior manager or Associate Director. Guangdong Q Company’s organizational structure as below:

Chart 3-1 Guangdong Q Company Organization Chart 3. 1. 3 The employees constitution characteristics and management status in Guangdong Q Company There are currently more than 3,500 employees in Guangdong Q Company, including the front-line workers production which is more than 2,100 people and non-production employees which is more than 1,000 people. (1) Staff educational status in Guangdong Q company 6 MBA Degree Thesis The Design and Implementation of An Optimal Training System in Guangdong Q Company Chart 3-2

Staff educational status By the statistics of the figure shows, the majority of employees in Guangdong Q Company are not well educated. It is closely linked to labor-intensive enterprises. (2) The posts distribution in Guangdong Q company Chart 3-3 Posts Distribution From the figure above, we can easily see that the workers, monitors, technicians, captain accounted for the majority of the posts in Guangdong Q Company. We can be divided categories of classification in job functions once more, as following figure: 7

MBA Degree Thesis The Design and Implementation of An Optimal Training System in Guangdong Q Company Chart 3-4 Categories of Classification Position It is obvious to see in the figure above, Guangdong Q company’s first-line employees accounted for 60% of the total number, engineers and technicians account for 23%, managers accounted for 11% and other supporting staff about 6%. From this pie chart, we can clearly know that the Guangdong Q Company is a typical manufacturing plant, the quality of engineering and technical

directly affect the mode of production and productivity of front-line workers. (3)The age distribution of employees in Guangdong Q Company Chart 3-5 Age Distribution Most employees’ age is between 20 to 40 years old in Guangdong Q Company. The adults of these ages are still interested in learning, so make some work of the 8 MBA Degree Thesis The Design and Implementation of An Optimal Training System in Guangdong Q Company training and education for these ages’ employees can effectively enhance their job performance, while also appropriate help to retain staff.

3. 2 Status of Employee Training System There are three main situations of employee training system in Guangdong Q Company. As below: (1) The company’s management is emphasis on management training, ignoring production, professional and technical personnel training. (2) This company has set up a training department, beginning to build the training system, but the system is not perfect. (3) Employees training extensively in practice within the enterprise, but specialized hierarchical classification of training were still in its infancy. 3.

3 The Main Problems of Staff Training System In Guangdong Q Company’s staff training system, there are main following issues: (1) Employee training is not highly link to corporate strategy; (2) Training management system is imperfect; (3) Training curriculum development and training methods relatively single; (4) Training courses system is not perfect; (5) Lack of effectiveness assessment methods for training effectiveness evaluation. 3. 4 Causes of Problems and Analysis in Employee Training System People often said that behind the problem must have its cause.

To face these problems, the author through analysis the company’s work processes, training department staffing, training effectiveness evaluation to find out the following cause of the problems. (1) Training managers was invited to participate in management decision-making meetings less, lack of strategic communication. (2) The training staff lack of experience and professional training knowledge, failed to attach importance to the construction of management system. (3) Training courses usually “Take doctrine”, self-development course is a relatively small.

9 MBA Degree Thesis The Design and Implementation of An Optimal Training System in Guangdong Q Company (4) The training courses have not yet effective hierarchical classify, it is difficult to form a comprehensive curriculum system. (5) Training assessment sector is relatively weak; the trainers tend to focus on relatively simple first level assessment only. 10 MBA Degree Thesis The Design and Implementation of An Optimal Training System in Guangdong Q Company Chapter IV The Design of An Optimal Training System in Guangdong Q Company 4.

1 Principles and Approaches for Q Company’s Training System Redesign There are three principles for Guangdong Q Company’s training system redesign, as below: (1) Target-oriented principles: due to position System to appoint person (2) Dynamic principles: timely adjustments to the course content (3) Economic principles: low-cost, high-profit 4. 2 Specific Measures of Optimization for Employee Training System As we learned above, we have known that the training status of Guangdong Q Company is imperfect, now we combine the content of the training system to optimize training system for Guangdong Q Company.

Optimization include: the optimization of training process system, the optimization of curriculum system, establishment and optimization of the regulation system. The designs of these optimization measures will be based on the actual situation of Guangdong Q Company and focused on the operability and effectiveness. 4. 2. 1 The optimization of training process system The general process of the training are: Chart 4-1 Training process For this training process, the optimization measures from several aspects to dwell on. 11 MBA Degree Thesis The Design and Implementation of An Optimal Training System in Guangdong Q Company

4. 2. 1. 1 The optimization of training needs analysis The main factors affecting the effectiveness of the training are: the effectiveness of the training plan, trainees’ willingness to learn, scientific training coordination, training incentive systems Training needs analysis is a process that through a certain analysis methods to understand who is the most people need the training, why should need the training, what kind of training and other issues, then in-depth explore and research. Generally speaking, the training needs analysis include organizational analysis, task analysis, and personnel analysis.

According to the training needs analysis methods, combined with the actual situation of Guangdong Q Company, this paper presents the following training needs optimization programs for Q Company: Form 4-1 Training Need Optimized Point Analysis Method Actions – Training managers participate in the executive meeting to understand the direction of business development and change programs – Meets regularly with senior management to communicate and understand their hopes and priorities – Use SWOT analysis method to analyze the most in need of training in companies – Assist in Human Resources department to consummate manual framework and the corresponding capacity requirements of job description – Design interview subject and survey form, conduct interviews or surveys regularly, collect analysis data for training needs – Increase permission of training department to transfer performance data – Summary analysis of the annual performance evaluation to identify training needs – Transfer the exist interview data, summary of training needs – When the training staff lack of experience or ability, they should consider outsourcing the project to the training consultants to determine the training demand. This method is only used for high-level or core training needs analysis, in order to save costs. Organizational Analysis Task Analysis Survey Analysis Performance Evaluation Assessment Center

For the particularity training, employees can take advantage of the self-application submitted to training department for their training needs. Appendix 1: “Outside Training Application Form” 12 MBA Degree Thesis The Design and Implementation of An Optimal Training System in Guangdong Q Company 4. 2. 1. 2 The optimization of training content preparing Training content preparing work includes: the overall design of the course, course unit design, stage evaluation and revision. Aim at the status quo of “Take doctrine” in generic courses and experience sharing or process demonstrates in technical courses, we design the tracking form for required preparation of the training courses to enhance the training courses’ qualities. Form 4-2 Course Content Check List No.

1 2 3 4 5 6 7 8 9 10 11 12 13 Training Method Type Need Survey Course Content Check Item Training needs survey Understand participators’ situation Clear training objectives Course overall design Curriculum unit design Phase evaluation and revision Determine the training method New training methods Training case Identify training equipment Proper training schedule Interactive sessions Homework and Quiz Y N Remark 4. 2. 1. 3 The optimization of implementation in training process Training implementation process is very complicated, if it miss some small parts, it may possibly make the training unachieved the desired training effect. To successfully implement the training activities, you need to do a lot of work, summarized as follows: make the implementation plans, training preparation and organization, training process control and training follow-up sessions.

According to the above points, “training arrangements checklist” was design to deal with the implementation of training programs to enhance training satisfaction. Please refer to Appendix II: Training Arrangements Checklist. 4. 2. 1. 4 The optimization of training effectiveness assessment Training effectiveness assessment is the evaluation for the training results to see whether it is good. Through the surveys on the object of trainees, trainees’ supervisors and colleagues, we can analyze the areas should be improved, which the trainees 13 MBA Degree Thesis The Design and Implementation of An Optimal Training System in Guangdong Q Company should improve after training, and whether their performance has been improved.

We mentioned earlier that the assessment of the training effectiveness includes four levels: (1) Reaction Level (2) Learning level (3) behavioral level (4) results level 4. 2. 1. 5 Specific optimization measures for assessment Base on the training theories, aim at the current training assessment situation of Guangdong Q Company, integrate training problems and its causes, now the author optimize assessment the all levels as below: (1) For the reaction level, we redesign an assessment evaluation form. Please refer to Appendix III: “Training Course Evaluation Form”. (2) For the learning level assessment, we use variety of assessment methods for it.

About testing the course content, written report, oral test and practical test can be used to evaluate knowledge mastery in the depth and breadth of the training participators. In addition, we can also organize training follow-up sessions or the Case Studies for evaluation. (3) Behavior level assessment is relatively time-consuming; the focus of this level is the appraisal of supervisor, behavior observation and appreciation of colleagues. Hence, the behavior assessment framework was designed to be used in the actual course. Form 4-3 Record of Assessment in Behavior Level N a m e Course Super -visor Course Main Points 1. 2. 3. 1. 2. 3. Behaviors Before Training 1. 2. 3. 1. 2. 3. Behaviors After Training 1. 2. 3. 1. 2. 3.

Appraisal of Supervisor Appreciation of Colleagues Comment of Training Department (4) Assessment between the investment and output is relatively difficult, and also requires a lot of manpower and resources, so author will prefer to recommends that whether implement this level assessment should according to decision and needs of 14 MBA Degree Thesis The Design and Implementation of An Optimal Training System in Guangdong Q Company executives. For instance, while need, view the expectations of stakeholders and the business results as a starting point, select and implement effective and efficient learning and strengthen measures. 4. 2. 1. 6 The optimization of training transformation

Training transformation is a process that through the usage of training and curriculum resources, the trainer trains the participators to apply their knowledge, technology, behavior and attitudes acquired in training course to their daily work effectively, so that the overall qualities would be enhanced, thereby their performance would be advanced and bring the output gains. Training transfer is emphasizing the principle both process and result. This paper proposes a transformation method which has been shown in form 4-5 to effectively improve the effect of training and achieve the training objectives in Guangdong Q Company. Form 4-4 Transformation Methods No.

1 2 3 4 5 Methods Form the learning team List the action plans Knowledge tabular form Transformation environment Action learning plan Purpose Review of knowledge, mutual assistance and supervision Make a clear plan and operational targets, apply the new knowledge and skills to the actual work Refine the training procedures, methods and content in tabular form to facilitate the application Supervision of High-level managers, empower the responsibilities to line managers to create an atmosphere Students were composed as the study team to solve a tricky problem, work together, support each other, share knowledge and experience 4. 2. 2 The optimization of training course system

According to Guangdong Q company’s strategic development needs, based on the preceding analysis, the author redesign the new employee general training courses module, production courses, professionals courses, management courses, talent development project courses and E-learning system. 4. 2. 2. 1 The training curriculum design for orientation In Guangdong Q Company, the training courses of new employees were divided 15 MBA Degree Thesis The Design and Implementation of An Optimal Training System in Guangdong Q Company for two categories: the front-line employees training for two days, the non-front-line staff for one day. The only difference between these two groups is that the front-line employees have another production workshop briefing for one day. Form 4-5 Orientation Course List Front-line employees Non-front-line staff Days

Company Introduction Salary and welfare Rule and regulation Knowledge of ISO Knowledge of 5S Briefing of production workshop Visit of production workshop v v v v v v v v v v v v One day One day Beside the orientation, we design that the new staff should be arranged to participate the following courses in next three months: Form 4-6 New Staff Course List No. 1 2 3 4 5 Course Professional mentality Q company corporate culture Basis communication skill Easy time management Team building Hour 1. 5H 1. 5 H 2H 2H 3H Arrangement time 0-2 weeks 2-4 weeks 4-6 weeks 6-8 weeks 8-10 weeks Taking into account the staff of the entry number is not fixed, staff after recruited in a period of time will be arranged to attend these courses. We will consider in the middle and the end of month. 4. 2. 2.

2 The generic production training curriculum design for production function The number of production worker in Guangdong Q Company is huge, their performance directly affects the company’s performance, and the importance of training for them is self-evident. In addition to the necessary training of the technical aspects of production, we also offer the following courses: 16 MBA Degree Thesis The Design and Implementation of An Optimal Training System in Guangdong Q Company Form 4-7 Production Workers Course List No. 1 2 3 4 5 6 7 8 9 Advance 5S Safety production Effective Execution The charm of continuous improvement The secret of the Quality Management Monitor roles How to be a good monitor Train within industry Team building Course Hour 2H 2H 2H 2H 3H 2H 3H 9H 3H The object is monitor, arrange at off-season Depending on the work arrangements of production department Arrange time 4. 2. 2.

3 The professional generic training curriculum design for professional persons Professional persons include practitioners of the various business units. Now according to the main business units, we develop appropriate training courses: Form 4-8 Professional Course List Function Sale and Customer Service Course The basic knowledge of printing, Introduction of products and services, Communication and negotiation skills, Transaction management skills, Customer relationship management, Customer e-mail handling skills, Stress management, Team building, Human resources knowledge for non-human resources manager Basic knowledge of printing, Procurement and supplier management, Price negotiations, Materials development and sourcing,

Internal communication skills Basic knowledge of printing, Knowledge of BOM, Advance lean manufacturing, Advanced analysis of the problems and solutions, Effective communication skills, time management, Project management Logistics and supply chain management, Shipping Effective communication skills, Project management knowledge, Material Sourcing Engineering Logistics Quality Administration Production Material Control Human Resource QC seven tools, total quality management, Statistical techniques, Zero defects and quality costs Effective communication skills, Time management, Problem analysis and solving, Good sense of service Production material control and materials management, Theory of constrain, Lean production knowled

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