The Samsung Company And Apple Company

Published Date: 02 Nov 2017

Having a group activities is important as to brain storming among the people involve. People have different perspective towards a certain task or different idea towards handling a task. According to Diffundo (Excellence in Training Design and Delivery) they stated out discussion groups are sub-groups of the plenary group. The group consists of 4 to 6 persons where the task is to debate on issues. Typically, the discussion time will be about 0 to 5 minutes. Therefore, the discussion is broader and more information can be circulate among the group. The trainer organizes the discussions but does not participate. The progress of the discussion is closely monitored by the trainer as the trainer can sit in each group for a few minutes to get a sight on what is the group has been doing.

Job Experience through trainee and internship.

This is the important first step for the fresh graduate worker which they did not have any experience towards the job. Mostly in every college or university offers a program for the student to get some experience in the field to more prepared them. For the company itself, by doing this they can able to attract more after graduate to work with them since they provide experience enhancement. Yet the company will not have to advertise so much on the needing job prospect in their organization. Trainee or internships can also help the company to find more quality workers from internship or trainee.

Internship or having trainee is important for the future of them for further improve in their carrier development through the market (Gupta, Burns, and Schiferl 2010). As discuss the company can able to benefit from the internship or trainee because they provide quality work and more information on the company cost or the work that they wanted to be excel by Hall et al. (1995). With these applicable towards having a free extra worker for the company, this method is highly advice to be use in all company.

Technology a Computer Base Method

Computer base method has been widely use in the current era. Ofer and Cristian (2010) findings show that computers holds a very large database and able to connect with people from all around the world. This world is now called as an information era where everything is just a click away. By having a portal like example Hard Rock brand where the portal can connect to the main training outline on how to train their staff. Hard Rock has a portal for all the staff to further learn about the history of the brand, information related how the staff should be learning or working (Hard Rock Portal).

E-Learning is where the network about everything is on the net to learn. The benefits of E-Learning are it has the ability to learn on time where the information are available, data are up to the date and able to reduce the company cost, and the main important thing is able to collaborate with other working people over experience or a tutor that can provide more adequate information ( Jeff Gold 2007). On CIPD survey (2005d) found out that there are 94 per cent of respondents agree to use e-learning as it was far more effective when adding on together with another method.

Message Board Training

Message board is where information related to the work are being circulate. It plays an important role as well as, the staff are being to take initiative to read what are the massage that the company sent out. Besides this, the massage board can also be an informative place where all the data that compile from the human resource department can be share among all the departments from, is this department are doing well? How much is the sales this month? What are the turnover rate in the organization? And so on. According to Statutory Instruments (1969), they have order that all hair dressers must follow the guide line as provided in the massage board. As it is the basic rule or recommendation towards the job description.

John (2006) talks on how does the message board did it’s part by also translating information to foreign people who does not understand the country mother language. Example; if you were travelling to Malaysia, the mother language of the country is Bahasa Malaysia, or perhaps you travel to Japan where the language is Japanese. With the message board providing extra translation information towards the staff in the company, it plays a great advantage that the message are being deliver accurately.

Human Resource Training Implementation

Nilson and Carolyn (2003), To implement the training program, there are two ways either by long term planning or short term planning. The importance of implementation will determine how well the training program goes to the company future plan. This two method are more preferred by the company because it is easy and dynamic in a way that implementing the training are easy and more straight to the point.

Long-Term Implementation

Long-term training is usually become a company main training that every staff or trainee must follow this training exercise. Example, Public Appointment Service (2001) has stated out that a training called Guest Experience Workshop (GEW) must be implemented in their organization to enhance the quality of service that they produce to the customer or guest. Besides this, the long-term can also be put into the government policies that certain criteria of training must be conduct even in which industry or all of the organization.

Short-Term Implementation

Short-Term implementation usually will only conduct in the period of 3 months or less where the training only available when there are needs on the training. Perhaps language classes, flexible development program, ice breaking session just for those short term classes or course is consider the short term training. Or the most suitable program for this short-term is train the trainer (Travis 2012). He also stress that it is important to maintain the quality that the food has to serve to the guest. For a brief program, this is the way to implement.

Conclusion

With these method that I’ve discuss, I found out that by combining all of these method are more useful than just by using 1 or few. Adding in through the traditional way which is more practical and by adding the technology, the training will be more effective and reliable. With this further support by (James and Debora) central of research survey, they pointed out "IN THIS BUSINESS, YOU ARE WHAT YOU KNOW! Keeping your skills and abilities up-to-date in today's on-demand environment is a critical component to your success". Even by the scouts that they created a workshop called APR Workshop on Training Methods and Techniques (2008) says that the method are consists of talk, question & answer, lecture, demonstration, discussion, brainstorming, group work, role play, project, visualization in participatory, case study, game, computer-base training (CBT), and training studies.

On these example and studies I believe this methods combining together will further help the company as well as archive its competitive advantage towards other company available.

Human Resource Evaluation

Purpose of Human Resource Evaluation.

Evaluation only begins after the method of training being implement. This purpose is to determine either the training has done its part on the company target or the goals of the company. Beside this, this can be also as a guide for a better training program to be develop in the future. Philips (1983) says that evaluation can also be help on these criteria:-

Determine either the training program reach its purpose.

List out the weakness and strength of the training program.

Show that the training program is cost effective or not.

To further determine who to use on the training program.

Single out the benefits of the trainee who pass the training program.

To gather important data out from the training.

Making a data out from the training program so that it will assist the management on the decision making.

Thus this makes the evaluation is most important process among all of the strategy that been discuss. Joseph, Emmett and Louw-Potgieter (2012) used implementation as an evaluation towards is it possible to archive pay-as-per performance from the training methods that implement. The further research by them as well stress out is it possible to get the best practice to be implemented as well.

Evaluation Models

The most famous evaluating model is Kirkpatrick (1959) where he emphasize on 4 level of measurements which is reaction, learning, behavior and results. The level 1 of measurement insist of reaction where it means where the guest or customer to feel the satisfaction towards the service. Level 2 are learning where the trainee or participant who go through the training program has increase its knowledge, skills, or change of attitude after participate in the training program. Level 3 are behavior where the participant has change in his or her behavior because of attended the training course. Level 4 emphasize on result whereby is the participant has help in increase production, improve work quality or might help on reduce turnover of the company because of the effectiveness of the training.

This method was later challenge by Paul Kearns (1996 ), he describe that this method is a lay back or just at the bottom of approach. He further stated out that Kirkpatrick model did not stated on how to evaluate on the benefits of having the training. He come out with these few questions such as is there a way for a company to measure the individual performance for a trainee? He further asks that if not why would the organization wants to train them. The other question is what is the value of training will Kirkpatrick method able to generate? And so he created his own further step towards the method such is:

Level 1: what reaction that the trainee will react towards the training?

Level 2: is possible that the trainee learn anything from the training?

Level 3: training has deliver, but is the trainee using the method?

Level 4: through the training, does it bring improvement?

With these question being ask, he further says that it is fundamental to get the baseline or information correct. Collection data before the training and after the training will able to evaluate how the training can be taken in place.

There are another which currently use widely by a human resource practice is by using the ROI method which is Return Of investment Method by Phillips (2002). The calculation will calculate on cost of HRD/operational effectiveness ? ROI (or for a for-profit organization – cost of HRD/operational effectiveness + increases in revenue ? ROI). The reason why in use of this model is because it can able to calculate direct or indirect cost of a training program, it can also gather a data or create a database for the area activity where the training can be more focus on, it can also analyze the effects or outcome from the training.

The steps on calculation ROI is important for the outcome to continue with the training or not. The effectiveness of the steps are base on how was the ROI being made at what cost?, all the cost where direct or indirect must come to the account of counting. Secondly the baseline of the training program must be identify to quantify it so that the improvement was able to measure. The last is the calculation must base of the fact that it has a solid outcome whether is usable or not.

Evaluation Process

Evaluation process should be begin with the company training needs. Assessment will be important to help on what knowledge, behavior, skills and other important needs to be needed in the training program itself. Using Grove and Ostroff (1991) evaluation process:-

The process stress-out that the first step is by conduct a basic needs of the company analysis. Going to the second process is after develop a learning capabilities and identifying the training needs, develop an outcome for the program so that it can be measure by what is the objective of it. After develop an outcome measure, pick a evaluation strategy so that the company will able to identify what will be the last step of the process. After finishing the evaluation strategy, planning the strategy and implement it and the evaluation will be successful giving back the information that needed.

The process can also be achieve using questionnaire. Wendy (2002) says that questionnaire can offer a much better structured tool to get quantitative or qualitative answers of information about the participant that participate in the training. It focus more on the content and training delivery. Questionnaire that produce must specific target the respond of the trainee so that the data can be gather more accurately. Information that gather should help on future training to conduct or how the training should be revise in case of changing the training format due to not effective training program.

After the process of calculation and sending out survey to determine the effectiveness of the training, the trainer must conduct an observation review because trainer can see whether the training method are in fact being practice around the organization or not. This technique may not be the best formal way of conducting test or answer to the effectiveness of the training, but it can generate a particular point to determine is there any training ways that are being use effectively or utilize from what the training has been conduct.

Evaluation Data Collection

Data as an important reference, every training that has been conduct must either produce a positive or negative impact on the participant. From the training itself, data can be collected while the training are in progress. Santos et al (2011) define data collection as a way for future to design back on the training course which either prove to be effective or not. By this learning that data is the utmost important and plays a big role on how the organization will evolve from the training that been conduct is vital.

Conclusion

With my findings, I would conclude that training is vital towards all of the organization. Cohen and Carol (2012) mention that training is not a cost but an return of investment. Where there is a 40 year old man who goes for an internship at this company. He was able to learn more new things that the younger generation and the older generation has a different set of thinking. Well, to archive a real competitive advantage over another company is not easy where there are age factors that can be included into the critical part as there are a saying older is wiser but does not mean that the older generation are up to the vase changing pace in the competitive environment.

In this research I also found out that not only one method are useful towards the organization to archive its competitive advantage as well, looking at ( Hard Rock Training ) Hard Rock as a training example. They provided all in-depth training towards all the department which is multi-skill level training, teaching and learning about the brand and the history of rock, both including the old traditional way and the computerize way which is why they have their own portal for the staff to log in and learn. Another example by Ritz Carlton where they also adapt the same method but more to exceeding the expectation of a guest who which to stay in their hotel ( Ritz Carlton Training ).

With all these ways and method finally the data have to be compile back to the management because of the future usage to determine either the training are archiving its purpose or the training is not effective due to the company goals are differ then the training itself. With this I conclude that by archiving competitive advantage using training and development are vital as to train and invest to the staff so that they can have the skill to perform better for the company. The world are into more demanding for service supply as every worker has to do multi skill job at a time.

Carl T. et al (1999) research stated that the world are indeed demanding for multi skilled worker. The report also stated that multi skills eventually will make the worker more competitive then the single skill worker. But there are limitation towards implementing multi skill worker, the burden that the staff will have eventually makes the staff go away or resign. Besides this, the report also stated that due to the safety purpose each staff can only be limited on certain multi skill. Massey and Jarvis (1996): Nixon (1998) also stated that union in a company also plays a role to not letting this multi task being implemented as the union will protect the staff where there are no work overload towards the staff.

There-for to archive a competitive advantage, there are the needs of co-operation towards everyone on this demanding society.

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Appendix

Table 1.

Source Venugopal & Pingali (2010)