Red Telecom Speech Draft Essay Example
The senior management team Red telecom, it is my honor to present to you the summary of the key features of the workgroup learning and development proposal. What brings us here today is finding a solution to the problems occasioned by the organizational changes at Red Telecom. The company outsourced its customer service department to a global company which was not received well by its clients due to many reasons. Customers reported cultural difficulties when discussing their accounts with the foreign customer care agents. Forms the looks of things, the foreign operators were not culturally competent. Also, the customers were upset with the pricing changes. As you are all aware, the failure to manage change effectively can adversely affect the operations of an organization primarily employee engagement and motivation. The same outcomes have been experienced in this organization after some of the operations were shifted overseas. The findings of our study reveal that some of the challenges facing the employees including lack of cultural awareness, lack of teamwork, lack of the required leadership skills, and functional incompetence. When these problems are not solved earlier, the company will lose its clients.
The proposed learning and development strategy adopts the ADDIE framework to solve the current challenges with the aim of making the organization operate as efficiently as possible. ADDIE is a systematic instructional design model. The structure consists of Analysis, Design, development, Implementation, and Evaluation stages. These sections have been covered in the key learning and development interventions.
The first step of the interventions is analysis. It was established that the challenges affecting the company are the lack of teamwork among employees, functional incompetence, leadership incompetence, and cultural incompetence. To solve this, the employees will be required to undergo training within the shortest time possible to equip them with the necessary skills to perform their functions.
The next step is design. The employees will be trained in different areas based on the identified gaps. Each gap will be regarded as a broad topic with various modules. The learning will take place via different delivery options that include classroom and the internet or both. The content will be based on filling the identified gaps and will cover teamwork, leadership, and communication.
The subsequent step is the development of the plan. It is basically the content of the plan. Both formal and informal learning and training activities will be used. Formal training will be through classrooms where the learners will be taken through the various topics selected. Informal training will be through mentoring. Managers will be assigned to their juniors and will be required to guide them on identified areas of weakness. Employees will be required to participate in a series of team building activities to enhance their cooperation.
The fourth step is the implementation stage which focuses on developing procedures for training for the instructors and learners. Training will be carried through different delivery platforms. Employees will be required to attend classes where an instructor will take them through various topics. The company will identify experts both within and outside the organization to help them carry out the training. Additionally, the internet will be used to supplement classroom work. Links and necessary learning material will be provided in platforms that can be accessed either individually or collectively. Managers will be trained on how to mentor their subordinates effectively.
Consequently, evaluation of the process follows. The effectiveness of the process will be evaluated using Kirkpatrick’s framework. The structure allows for continuous assessment. Training evaluation is now seen as a process of continuous feedback rather that end point measurement. The report saw it fit that the learning is assessed through the Kirkpatrick’s framework.
The Kirkpatrick’s framework will assess the learning on four levels. The first level will measure the degree to which the employees deem the training favorable, engaging and relevant to their jobs. The second level will evaluate the extent to which the employees acquire the training, skills and their commitment to the process. The third level will measure the degree to which the employees transfer the knowledge learned to their everyday work responsibilities. The fourth level will measure the extent to which the results manifest themselves in the organization as a consequence of the training and the support and accountability package.
As I conclude, I hope the management will move at full speed to correct the challenges as proposed in the report. Failure to do so will result in massive loss of customers and affect the reputation of the company among the public and its shareholders. Similarly, the changes require the full cooperation of all managers and employees. Moreover, communication will play a significant role in determining the success of the program. You are therefore expected to encourage employees to forward any challenges they encounter to you. Since the methods have been used and proven elsewhere, I am sure that the outcomes will be positive and that the organization will be stronger than it has never been. Thank you.
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