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Running head: Business 1

Training and Development

Student’s name

Professors’ name

Course title

Date

Business 2

Introduction

Performance is a perfect indicator of the state of a business. In a system that is so

competitive, retaining the right people would help the business to grow. But hiring the best talent

out there takes a lot of money and time hence employers have resolved to a less costly method of

training tits own so as to develop the right attitude towards business and grow the much needed

skills for growth. Employee training programs aim at improving employee performance by

helping him/her gain the required level of knowledge and expertise to perform his/ her job in a

more effective and productive way. But before the training is conducted, a Training Need

Analysis (TNA) is carried out to determine if there is need for the training to be carried out or

not based on several factors such as employees competence and cost of training. Industrial –

Organization I-O psychologists whose role is to increase the capacity of the individual as well as

the organization of the value of high resilience in the workplace for this case.

Training Need Analysis

Training need analysis is conducted in a systematic manner to determine whether or not

there should be training. It takes into consideration the needs of business, competencies of

employees, methods of training, and cost of training and the effectiveness of the training. It is an

evaluation of the gap that exists in knowledge, skills and attitudes among employees in an

organization. A poorly designed TNA can lead to conducting training that trains the wrong

group(s) of people, the wrong competence and utilizes the wrong training method thus eating to

the time and resources that would have been used for other purposes.

Several methodology exist that can be used in obtaining information that reflects on the

needs of employees that require to be addressed e.g. Interviews of employees and managers or

supervisors, employee performance appraisal data, observation, outside assessment centers and

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other workplace data analysis. For this case, an employee appraisal form was administered to

each employee complemented with what the employer’s observe. The Training Need Analysis,

was meant to establish the most pressing needs and ranking them to establish which of them had

the most adverse effect on both the employees and the organizational objectives. Employees play

an indispensible role in the organization and how they perform will translate to the meeting of

organizational objectives at all times. In this needs analysis, there were three major deficiencies

observed, and these were employees’ poor ability in self-expression, lack of resilience and poor

communication of information from one rank to the other.

Issues Raised

Impact on Organizational

Objective and Outcome

Magnitude

Lack of resilience

Negative impact towards

organizational

High Adverse Impact

Rate

Poor self-expression by the

employees

Inhibited needs of the employees

High Adverse Impact

Rate

Poor communication

Poor flow of information within the

organization though minimally

Median Adverse Impact

An industrial-organizational (I-O) psychologist job is to create avenues through which

individual resilience and better self-expression can be raised (Landy & Conte, 2016) e.g. via

individual training. Changes are a vital part of the work environment and acknowledging these

changes is time and again seen as a starting point for achieving individual resilience. Senge et al.

(2006) state that at the beginning of a change process, there may be resistance however when the

benefits start showing people slowly accept it and even further implement it. Preparation and

communication with the staff within the organization during the change process. Also the ability

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to raise complaints and express views about the changes is a key step in promoting easier

adjustment to changes and active participation in organizational change. Communicating and

notifying people of what is happening before the change is introduced reduces uncertainty and

resistance from the staff (Bierema, 2014). It is through this that the implementation and

maintenance of change is assured throughout all the phases of organization change development.

According to Luthans (2012), the foundation of learning about this subject is to promote positive

contribution of the individual to the company at all times.

Training Objectives

The established training, targets to improve attitudes that are meant to increase resilience

and promote better self-expression within the same organizational setting.

Training Program

The workable training program can be used by organizations to learn and promote

positive resilience of the staff through the facilitation of an industrial-organizational

psychologist. The training is scheduled to take place within two days, and there will be an

outside trainer namely the IO psychologist.

Training program

Date

Day One: 4/12/2017

Time: 10:00am – 1:00pm

Trainer/Title

Name

I-O Psychologist

Training goals

To understand the meaning of resilience and poor self-expression

To identify the causes of non-resilience and poor self-expression

To identify the Effects of non-resilience and poor self-expression

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To identify the ways through which to boost resilience and better self-expression

Body

What is resilience?

 Individual resilience in the workplace is the ability for an individual to cope

and survive change successfully, risks, uncertainty therein quickly recover

and gain one’s original robustness in their work (Masten, 2011).

What interferes with/affects resilience and poor self-expression?

 Internal factors including – Internal locus control, healthy relationships,

emotional intelligence, self-efficacy, self-confidence, personality traits,

adaptive coping ability, problem-solving ability and self-esteem (Landy &

Conte, 2016).

External and environmental factors – individual disruptions such as changing jobs

and conflict, team disruptions such as resource shortage, leadership that is

ineffective, continuous team reorganization, environmental and natural disasters,

terrorism, global financial crisis and pandemics (Baker & Schaufeli, 2008).

Date

Day Two (5/12/2017)

Time: 10:00am – 1:00pm and 3:00am – 5:00pm

Trainer/Title

Name

I-O Psychologist

Training goals

Explaining the effects of lack of resilience and poor self-expression.

Body

What are the effects of low resilience among employees?

 Increased stress

 Missed work days

 Negative emotional response including helplessness

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Decrease in productivity consequently affecting the entire

What are the effects of poor self-expression among employees?

 Misconception and accumulation of rumors

 Lack of confidence and reduced resilience

 Lack of confidence and reflection of poor performance in work done.

Ways to build high resilience and self-expression in the workplace (Tugade &

Fredrickson, 2014)

I. Leaders role

 Leaders can build trust and support

 Leaders can enforce policies that promote well-being of staff

 Leaders should act as appropriate role models for the staff to encourage

positive behavior

 Leaders can limit the factors that encourage low resilience such as

unnecessary uncertainty.

II. Individual role

 Establishment of positive stress management

 Use of positive emotions

 Change of thinking

 Setting of small and realistic targets

 Utilizing available resources to make the most of one’s potential

 Having life balance

Being flexible and adaptive

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Benefits of high resilience and better self-express (Tugade & Fredrickson, 2014)

 Increased job satisfaction

 Innovation

 Positive contribution to self and organization

 Positive coping despite challenges faced

 Creation of a positive working climate

Increased job retention

Conclusion

There is need to promote high resilience in the workplace as the benefits go beyond

the individuals. The organization is also positively affected as the staff is able to

contribute positively to the organization

Expected

completion

5/12/2017

Budget

$1000

The Budget

Dissemination of Program Activities and Final Reporting

Activities

Amount

Copying and Printing

$120

Consumables

$50

Communication

$100

Assessment tools

$150

Administration Support

$80

TOTAL

$500

Business 8

References

Bakker, A.B., & Schaufeli, W.B. (2008). Positive organizational behavior: Engaged employees

in flourishing organizations. Journal of Organizational Behaviour, 29, 147-154.

Bierema, L. (2014). Links to an external site.An introduction to organizational development. San

Diego, CA: Bridgepoint Education, Inc.

Landy, F. J., & Conte, J. M. (2016). Work in the 21st century: An introduction to industrial and

organizational psychology (5th ed.). Hoboken, NJ: Wiley.

Luthans, F. (2012). The need for and meaning of positive organizational behavior. Journal of

Organizational Behaviour (23, 695-706.

Masten, A. (2011). Resilience Process in Development. American Psychologist, 56(3), 227-228.

Senge, P., Kleiner, A., Roberts, C., Ross, R., Roth, G., & Smith, B. (2006). The dance of change:

The challenges of sustaining momentum in learning organizations. New York, NY:

Doubleday.

Tugade, M.M., & Fredrickson, B.L. (2014). Resilient individuals use positive emotions to

bounce back from negative emotional experiences. Journal of Personality and Social

Psychology, 86(2), 320-333.

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