It goes without mentioning that training is one of the most prime opportunity to expand the knowledge base of employees who are working in any agency or company. Though, most of the employers in the current employment framework do find growth opportunities to be damn expensive. As employers to tend to believe, most of the employees do miss their work when they attend some of the training sessions. Thus, the fundamental reason why I was consulted to provide training services to the organisation was due to non-adherence to some organisation norms. Mainly because of the abrupt change of employees behaviour management and acquisition of skills in the workplace that lead to poor organisation performance by the works place, due to my high level of expertise. The organisation so it wise to lend them an olive branch in terms of training their employees so that they can maximise in their job output.

Candidly, the Trigger Point Company was incorporated some years back, and it is one of the agencies that majors in utility service provider. The agency, via its subsidiary. Trigger Point is one of the generation agency, which has entirely engaged numerous activities which involved the use of either qualitative or quantitative behavioural science activations or communications (Hoyle, 2011). That motivates its clients through the designing of behaviour brands. It is one of the companies or agencies that have a robust vision which has to ensure it provides a performance targeted on progress. Trigger Point is also one of the major energy companies, which believes that a good, reliable, and reasonable behaviours within an organisation or a firm should be dispensable for a brighter future — making it be one of the prime reasons why they were committed to a good character attribute, inspired by the needs and the desire of the society. Admittedly, it is always upon all the agencies to have aims and objective that steers them to accomplish their enshrined mission and vision.

Trigger Point’s objectives are to be one of the world known Investor Company in their industry which will provide around seventy per cent to all organisations which will require behavioural research and design consultancy by the year 2030, managing a good design consultancy which will generally be concerned on the issues behaviour issues among the employees. Those make the key primary objective of Trigger Point company agency. This program aims to teach Trigger Point Agency staff members’ composite skills on how to correctly implement some particular behaviour management skills to manage some of its employee’s behaviours within the workplace vicinity. It also goes without mentioning. It is a program which is designed to teach employees how to execute fundamental teaching techniques to impart some of the skills which will aid them in requesting for preferred items and social attention (Hoyle, 2011). The program was improvised after some of Trigger Point’s agency employees who are full-time workers, with around three years working experience within the agency requested to have some formal training to help them to manage disruptive behaviours within the agency and also imparting teaching skills to the agencies clients.

Indeed, staff training is essential to any firm or agency as it helps to improve an agencies output in terms of productivity and meet suppliers’ market demands. Trigger Point’s target or objectives behind imparting, their able employees on managing staff behaviours and teaching strategies were inclined towards the following. One of the goals was to eliminate disruptive staff behaviors within the organisation which was unhealthy. To nurture and enhance a healthy talent and skill development opportunity among the staff members of Trigger Point agency or company, improving a robust competent personnel understanding which an aim of  creating mutual relationships among the employees of Trigger Point Agency, and  code of conduct of creating a spiritual satisfaction of needs intertwined with proper awareness on good employee behavior as enshrined in the employment act. This training program by Trigger Point Company was annexed towards achieving an intended goal which is to pass the qualification of the supervisors’ test within the organisation in its totality. Candidly, behaviour management is always one of the fundamental requirements within a firm or an organisation. A proper communication channel, good time management, cultural diversity within an organisation, conflict resolution, and stress management within a firm are always paramount for a productive output (Shen, 2016). Admitting, those were the areas which were supposed to be addressed by the said intended training program. That was being steered headed by the organisation’s top management and human resources department. Undoubtedly, the training program generated some new skills within the organisation in terms of communication process and abilities. Some desired behaviours as the conflict resolution procedures which were used by the organisation had to be maintained because it had good feedback from both the employees and the top management. Absconding of duties, without proper communication to your immediate supervisor and also being time conscious in work was some of the vital, integral issues which needed to be eradicated by the training program.

Consequently, time management and proper communication channel or skill within an organisation is something that should be given appropriate consideration by the administration of an agency. In first place appropriate time management among the employees in an agency always leads to high rate of productivity thus, aiding every stakeholder within an organisation to achieve their desired goal or objective (Rabl, 2018). Likewise the same applies when proper receptive communication channel or skill is put in to practice by stakeholders within an organisation. Besides time management within an organisation set up is referred to as the proper or effective time management with an aim or objective of allocating right time to the right activity within an organisational framework. Apart from that, appropriate or effective time management allows employees within the organisation or an agency to be able to allocate specific timelines of the activities that they intend to do depending on their degree of importance.

Therefore, some of the examples attached to time management as behaviour which requires a full overhaul within an organisation are: creating and keeping deadlines, delegation, decision making, team management, and lastly setting and meeting the expected goals of the agency as enshrined in their service charter. While on the other hand, a good communication skill or channel is crucial to an agency, as it refers to the ability of information being able to flow within the organisation or an agency and with other respective organisations. Categorically, directions and decisions within an organisation can either flow downwards or upwards or even sideways dependent on the location of the manager in the communiqué network. An example most of the information available in the lower niche management level will automatically flow upwards within the communication channel.

The probable well-known communication channel available within an agency may constitute verbal communication, written communication, and non-verbal communication. Example of some types of communication methods, within an agency, are formal communication which can either be transmitted vertical or horizontally and also an informal discussion which can be in the form of grapevine. A reactive and passive time management style always leads to unsatisfying and disappointing results. Thus, it is appropriate to assign time dimensions to guide employees in their duties. These dimensions include: clarity of the intention, focus on effectiveness, and lastly desire for improvement. Communication channels also are governed by proper proportions which do always create transparency on different communication channels. So these are some of the measurable communication dimension channel within an organisation comprise of comprehension, vocabulary use, symbol use, complexity, and social action.

The 360 assessment procedure or evaluation is one of the best performance appraisals that I will employ to get appropriate feedback. It generally refers to the input that talks about employee productivity or performance in an organisation. Indeed, it is always provided by managers and even various departments or individuals an employee associates with within an agency. These people can be either fall under peer evaluation, external clients or even employees themselves.

DATE: 10/04/2019     Name:  Floyd Fisher      Observer:  Mark Henry 

Behaviour:  poor time management

Of course, there are some ways which can be used to determine staff preference within firms it comprises of both paired comparison and game board appraisal. Paired comparison is an appraisal where each employee and his or her job performance is compared with other employees’ job. They are always performed based on overall productivity. It is performed based on employee’s skills, knowledge capacity and time required for him or her to accomplish specific a task. While on the method the use of game board theory where participants who are the employees are allowed to make choices. Based on the preferences which consider all factors or variables that can affect their behaviours.  Training programs within companies can be rocked by several problems which may become barriers or stumbling blocks which can cause a significant difficulty to implement any program change. Some of the well-known stumbling blocks are employee resistance to change, a weak learning culture, poor leadership skills, and an overwhelming complexity. Due to the following reason, I do believe the company will have a positive reaction to the implementation of this program. They entail: well-established agency goals that captures all the needs, the presence of right employee technique process, availability of track and improve methods within the firm, and lastly proper time availability of employee training programs.

There exist various types of employee training, which are always used within an agency to train their employees’ appropriately. Instructive led employ training method is one of the best training technique which can be used by any company to train its employees. Here, is where an instructor or the person who is giving training lectures has the essential research materials to lecture his or her audience (Olivella, 2016). Thus, it makes this training method to be one of the practical techniques of delivering complex topics. ABA is one of the sources, are more appropriately used in analysing behaviour. It is one of the methods involving the use of both negative and positive reinforcement, modelling, shaping, and extinction and chaining behaviours.  Applied behaviour analysis technique entails discrete trials, behaviour momentum, token economies, and self-management methods.

Moreover, the training process involves procedures which are always in sequence to achieve an organisational goal and objective. Therefore, for a training process to be well defined or articulated it has to constitute five steps which include: evaluation, motivation, design, delivery, action plan. The levels are arranged in that format as one step supports or backs up the other step. Formative feedback is feedback which will be seen immediately during the implementation process. While the summative feedback is feedback which can only be observed after the program has been fully implemented, formative feedback will be achieved by making sure that it can answer questions like: are activities of the firms. Actually, aligned with their objectives and are the materials and the methods used appropriately for the intended program.

Besides, that summative feedback will be accomplished through making sure that I have met the learning objectives, will be required to modify specific activities within the company, and were the employees or the participant able to perform their job responsibilities. I will utilise both the baseline data gathering of all composite staff skills and also explore the use of vivo character attribute rehearsal to implement some consequence based processes. Baseline data collection is a scenario or a situation where the instructor who is the trainer makes an observation about his or her audience and probe queries of what his or her audience always does or how they tend to respond to circumstances and situations within their organization that makes some of them indulge in behaviours which are considered problematic. After the trainer has collected enough information, he or she will be able to design a training process based on the employees reported strengths.  Some of the tactics that I will employ to monitor how effective the employing training was is through; looking at employee engagement rates, employee turnover rates, and employee retention rates.

References

Hoyle, J. A. (2011). Effects of postural and visual stressors on myofascial trigger point development and motor unit rotation during computer work. Journal of electromyography and kinesiology, 2(21), 41-48. Retrieved from https://www.sciencedirect.com/science/article/pii/S1050641110000659

Olivella, J. &. (2016). Calibrating cross-training to meet demand mix variation and employee absence. European Journal of Operational Research, 56(123), 462-472. Retrieved from https://www.sciencedirect.com/science/article/pii/S0377221715006700

Rabl, T. d. (2018). Diversity Management Efforts as an Ethical Responsibility: How Employees’ Perceptions of an Organizational Integration and Learning Approach to Diversity Affect Employee Behavior. Journal of Business Ethics, 1567-1652. Retrieved from https://link.springer.com/content/pdf/10.1007/s10551-018-3849-7.pdf

Shen, J. &. (2016). When CSR is a social norm: How socially responsible human resource management affects employee work behaviour. Journal of Management, 42(6), 1723-1746. Retrieved from https://journals.sagepub.com/doi/abs/10.1177/0149206314522300