Wy oral presentation Essay Example

Red Telecom Speech Draft

Introduction

What if you don’t adjust to changes in your life? How different would our lives be? The truth is that we need to continually adapt to the changes in our environment to get going. The same situation applies to organizations that operate in an ever increasing competitive global stage. As you are aware, organizations are affected by both internal and external factors that need them to strategize continually. This means that they have to make modifications in their vision, culture, and even management structures. “

Indeed, the structural changes at Red Telecom have adversely affected the operations at the firm. As part of its global strategy, the company decided to outsource its customer relations department to a foreign firm. This resulted in complaints from its Australians clients who raised their concern on language and cultural difficulties when discussing their accounts with overseas operators. They were also upset at the changes to pricing policies and processes such as bill payments. The shifts in the management structure led to friction between team leaders and their subordinates. The lack of trust and unity among the new recruits and team leaders resulted in the latter reluctance to share information and wanting to retain power. As we speak now, there is a high turnover of employees, and the challenges need to be fixed.

To curb the challenges, the proposed learning and developed strategy identifies the competency gap and offers solutions. The ADDIE plan was used to come up with the learning and development interventions. The advantages associated with the model are that it is flexible and can be utilized for learning events that are not time sensitive. It can also be modified to suit user needs and can be employed with other models. The main disadvantage of the model is that it is time-consuming and costly. The framework stresses on ongoing evaluation. It is divided into the following parts: analysis, design, development, implementation, and evaluation.

At the analysis stage, the objectives are established, and issues identified. The problems in the company have been identified as lack of teamwork and anxiety brought about by the changes, communication problems, lack of problem-solving skills, and lack of enough training among employees to handle their work efficiently. The organization managerial team did little to address the challenges and guide their team members. There was a lack of employee and peer support. The findings are derived from the analysis of information collected from employees through surveys and the organizational analysis.

The design stage includes storyboards and graphics as well as the integration of any eLearning technologies. Particularly, this will be centered on equipping the employees with teamwork skills, communication skills, and problem-solving skills. They will also be taught on how to handle change in the work environment with the aim of improving performance.

The next stage which is implementation focuses on developing procedures for both facilitators and learners and learning outcomes. Employees will be required to attend all the training sessions. The training course will involve impacting the employees of the organization with the required communication skills and how to manage change in the workplace. Team building will help foster the ideals of cooperation among all employees whereas mentoring will help those in senior positions guide their subordinates on how to go about specific tasks. The proposed benefits include unity of purpose among the employees, effective communication skills including cultural competence, and equipping employees with the skills on how to manage change.

The final step is an evaluation. The outcomes of the process will be continuous and will follow the Kirkpatrick’s 4 levels framework. The framework will measure the following:

1. The degree the participants react favorably to the learning event

2. The extent to which the participants acquire the intended knowledge, skills, and attitudes based on their participation in the learning event

3. The degree to which the participants apply what they have learned during the training when they are back on the job

4. The degree desired outcomes occur as a result of the learning events and subsequent reinforcement.

Conclusion

Finally, I would like to emphasize the need of adjusting well to changes in the business. Most organizations rush to carry out modifications in their organizations without evaluating the impact of the process to employees, customers, and stakeholders. An analysis of the Red Telecom reveals that the changes at the organization adversely affected key stakeholders that are employees and customers. There was anxiety in employees which affected their daily operations and rendered them unable to perform their jobs to perfections. These challenges can be addressed in the proposed learner development plan. Moreover, the company should develop a habit of performing SWOT analysis to identify their strengths and weakness. It is my hope that the proposed changes will yield the desired results for the company. Thanks.