Training and Development in Small Businesses

Training and Development in Small Businesses Name Institution Introduction Sticker Giant is an enterprise that was founded by John Fischer. The company has 39 employees and deals with making and selling sticker balls. The business has mainly focused on the training of workers, with the end objective of high productivity, which would result in the business sustainability. The paper thus describes a comprehensive training proposal for the business. Key elements of training, issues to expect, benefits of training and a competitive training strategy are provided. Elements of Training and Development These entail the elements of training and development aimed at improving the Sticker Giant Company. Training and development basically addresses the side of the company’s employees. There is only a small difference when it comes to the width of implementation. A crucial element of training is having goals or targets that are not only realizable, but also solid and measurable. This is because, employees are trained on very particular aspects of the business, which they have to master for them to properly carry out their duties in the respective scenarios. Notably, the training outcomes should improve the workers' competency at work and adhere to the mission and goals of the business. Content development and instructional design are the other elements useful in training. With technology improving, it is important to use both face to face aspects of training and online methods (Pollock et al., 2015). With that, the content to be delivered to the trainees should be clear so as to ensure maximum instructional delivery to them. Using both internal and external resources in training is necessary. Selecting an in-house trainer is affordable, as the salary is accounted in the business budget, and the person has a better understanding of the need for training. However, the outside sources are also useful, as some are greatly skilled and have the communication skills that would ensure that the training is successful. Moreover, there is the element of training materials and educational development tools. The tools used in training should be useful enough, in ensuring that the right information reaches the workers and they are able to apply the knowledge in developing new abilities. In doing this, the instructor must understand the audience, business' culture and reasons behind the training. Some problems are encountered while training adults, as they have different levels of understanding compared to young people. This means that the facilitator should be keen enough so as to ensure that the problems do not affect the success of the session. Finally, the tool of effective evaluation should be included, which assesses the success of the training, based on the set goals. Challenges in Addressing Organizational Performance Managers or business owners face several problems in addressing organizational performance. The issues are experienced more in small organizations, as they have fewer resources needed in problem prevention. One of the challenges faced is weak communication. Communication is the primary source that ensures production and smooth working environment. However, most of the organizations have not managed this, which significantly impacts them. For example, if communication between one stage of production and the other is weak, it means that work would not be executed as expected. Most organizations are faced with the challenge where the employees do not freely communicate to the management due to poor relations. As a result, important information to reach the management does not, due to weak communication. The other challenge is employees’ issues, such as attitude and personality. For success to be attained, employees must work as a team and thus function towards a certain goal. However, the workers’ personality, supervisor problems and the organization’s structure oriented could affect the team (Bromiley et al. 2015). Notably, workers are wired differently and would therefore execute their duties differently as well. This is to say that supervisors should determine the personality of each worker, and accept them as they are. On the other hand, if the personality type does not contribute to the achievements of the company’s goals, then training is necessary. One way to curb this issue is regular training and motivation which assists in making the employees work as a team and thus ensure development. Otherwise, each employee would act differently, which prevents goals attainment. The third challenge is in the process of problem-solving, commonly experienced by the management. Even where an organization is focused and aligns its activities towards the set goals, problems have to be experienced. That should be clear to both the leadership and employees. However, how the approach used in solving the problems is the issue that determines the success or the failure of the organization. Sadly, most of the small businesses do not have an effective way to solve problems. One element that lacks is the in...