Training Program
The purpose of this project is to design a training program that addresses the specified needs of an organization. This training program serves as a tool to enhance employee performance. It bridges any gaps between current performance and idealized performance by targetting and building knowledge, skills, and abilities. To consult for the organization, a needs analysis was one of the first critical steps in designing this training program. This program was created as an initiative to address the Kaizen business model for continuous growth and improvement. It is the first training program ever created in the organization that is directed at the Leads.
Background & Purpose
Yusen Logistics is a global leader in the supply chain and logistics field. This organization started in Japan and has now expanded to about 45 countries, worldwide. Yusen specializes in international freight forwarding (IFF), contract logistics (CLG), and Supply Chain Solutions (SCS). There are approximately 23,000 employees worldwide.
Process
1
Needs Assessment
2
Data Collection
3
Data Analysis
4
Training Content
5
Evaluations
Needs Assessment
A needs assessment is a systematic process of collecting critical data to inform if training would be appropriate to align with organizational goals, what training type of training would be necessary, and what type of training would be feasible for the organization and the trainees. This information is then used to tailor an appropriate training that targets the specified needs of both the trainees and the organization.
An organizational analysis is geared towards gathering data related to understanding the organizational goals and mission. At this stage, it is essential to garner stakeholder buy-in and support. To achieve this, I consulted with the Director of HR, managers & supervisors of Yusen Leads, and other employees from the HR team, as well as referred to the company website.
Organizational Analysis
Data Collection & Analysis
Training Content
Training Objectives
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Identify the 9 core competencies to drive behavior (Module 1)
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Identify the different communication styles (Module 2)
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Practice effective communication techniques (Module 2)
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Reflect on individual communication styles (Module 2)
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Identify individual leadership styles through a self-assessment (Module 3)
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Recognize effective approaches to leadership (Module 3)
Learning Goals
Training Design: Modules
9 Competencies
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Standards and expectations for successful job performance
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Guide professional development
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Connects to Yusen values
01
This module will go over the 9 essential competencies that guide performance standards at Yusen Logistics. This is incredibly important for the Leads to know and familiarize themselves with because it will help them understand what factors to focus on in order to foster their professional development within the company. Lastly, these 9 competencies connect to our 3 C values: Connected, Committed, and Creative.
Communication
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Activities for knowledge and skills application
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Active Listening & Non-verbal communication
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Communication Styles
02
Communication was a heavily recurrent theme that popped up throughout the needs assessment stages. This shows gives further confidence in how important of a training topic this is for the Leads. Within this module, communication types are introduced followed by a further expansion on active listening and non-verbal communication. This is concluded with a section on communication styles. There are both activities, discussions, and videos woven throughout modules 2 & 3. These specific topics were selected based on the findings from the data.
Leadership
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Leadership styles
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Leadership styles advantages and disadvantages
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Equilibria Colors Assessment and leadership
02
This module was the most commonly selected training need from the survey data. After a brief discussion and case study example, the module goes into leadership styles. Both pros and cons for each leadership style are presented. The goal here is to show that different leadership styles might be more or less advantageous in different situations. This module closes by going over the Equilibria Color Assessment. This will help Leads understand their personality type and map it onto their leadership types. This will provide space for them to reflect on their approach to leadership and how they could grow as leaders.
Evaluations
Evaluations are essential to the success and longevity of the training program. They measure the effectiveness of the training.
Satisfaction Survey
A survey has been created and will be given to Leads at the end of the training to gauge their reaction to the survey. The survey items will assess whether they enjoyed the training, whether they found the training beneficial, the degree to how much Leads perceived the training to be effective, and what can be improved.
Reflection
Accomplishments
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Individually designed and developed a comprehensive training program
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​Established a strong and trusting relationship with key stakeholders
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Instill a passion for organizational development and instructional design
I am incredibly grateful for the opportunity to contribute to the organization I work as an internal consultant. I am very proud of the diligent work I have done in creating a comprehensive training program. It was an intensive process and I really a lot of time and thought to ensure its success. Project management was a particular skill this project emphasized -- I constructed and lead the process from start to finish. The other training program was one of the rigorous group projects I have worked on. I learned from that experience and curated my own training program which was definitely a labor of love. This sign of growth has helped me feel more confident in my abilities as an I/O practitioner. This project has both been challenging as well as exciting. I am very passionate about organizational development and instructional design. I hope to both grow my knowledge and expertise in this field as well as contribute to it!
Future Considerations
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Expand the training program into two in-depth training sessions
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Conduct job observations to expand the data
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Create a Spanish version to increase accessibility
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Conduct training with a pilot sample
I really enjoyed the process of creating this program I think to improve it, the next step would be to expand on the training. This initial training program is aimed to be an overview of the material. It is informational and digestible but it would be great if a subsequent training program could go more in-depth on the topics. I would really enjoy utilizing higher-level concepts and going into detail on both communication and leadership topics. Another idea that could be implemented is to conduct job observations. Observations would provide more information on the working environment of Leads. There, I would also be able to observe interactions between Leads and associates. Though only a few Leads asked for a Spanish version, I think this is a critical request to consider and respond to for the benefit of our employees. Lastly, before rolling out the training program, I would like to conduct the training with a pilot sample to gauge its effectiveness and make adjustments where necessary.
Competencies Utilized
Stakeholder Management
Transparency and trust were essential to building rapport with key stakeholders. This is a foundational element to building a collaborative and well-functioning working environment.
Project Management
Planning and organization were essential skills that carried this project to its successful completion. There are many components and stages to consider while constructing a comprehensive training program. Structure and strategy helped progress this process.
Communication
Communication is crucial to every aspect of the project. This is essential to relay ideas, messages, and intentions to stakeholders. Both written and oral communication were employed.
Data Collection & Analysis
Obtaining meaningful data was critical to the creation of this training program. Thus, employing appropriate data collection methods and techniques proved vital to obtaining critical information. A mixed-methods approach was utilized to analyze the data
Adaptability
I was quick to adapt and be flexible to any changes that had to be made. It was important to be open and accommodating in order to address the needs and requests of the key stakeholders. Expecting unexpected changes helped keep the process flexible and ready for adjustments and improvements.