Introduction
The main goal of the report is to outline how the credibility of training program can provide high achievements of the organization. The emphasis on the strategic evaluation is placed within particular analysis of general background of the organization. In this respect the role of development in the managerial approach is underlined with more glimpses at the idea of learning provision within the employees. The thing is that the urge for higher standards should be imposed into the right estimation of priorities and perspectives by the organization for further efficiency and success of the company. The management of the organization should be aware of present day’s implementation of innovative technologies and methods in making services and production line with more points on facility and improvement. This is why the need for effective and flexible schedule of training programs is so vital for making business and keeping the personnel in touch with each other and with main stakeholders, such as owners, board of directors, senior management team, customers, and partners.
Discussion
In recent times notwithstanding the fast-growing tempos of technologies, the role of customer related management (CRM) as well as collaboration and knowledge management has expressly increased. It is so due to the fact of credibility and reliability of closest rivals in making services more convenient for customers. To meet every single requirement of a client is at a core of the discussion. Most cases assume the inappropriate training background in the organization due to the facts of customers’ complaints. Doyle (2003) recognizes the particular destination of training department in its high motivation:
…training team should have a high powered and well-recognized source of authority leading it and in many cases it is desirable that this person is not a member of the training team so that the results can be presented as having status independent from the training specialist (221).
Laudon & Laudon (2009) see the importance of training program and its credibility in its relation to new technological basis of probable frontal and distant training. All in all, for the effective and efficient work the top of the organization should make a decision about the flow of action needed and appropriate design of them.
Plan of actions
The plan of the development and enhancement in training programs should point out, first of all, the main goals which are to reach for high standards of knowledge credible for the organization in its understanding of the idea of good production and services. Then the timing should be taken into consideration. Periodical training programs should split into general and targeting types of them. The concept of credibility in this respect encounters understanding of training as the strategic investment, predominant character of it when planning asset management for each period of time. Such evaluation of credibility and its designed nature included into predicted outcomes for the company contributes to further positive development of the company with particular gradation.
Conclusion
Evidences of poor awareness of high standards for training programs widely used throughout the country emphasize the significance of credibility for the company’s internal and external improvements. In this respect correct and rightly assumed plan of action with monthly, quarterly and annual prescriptions for particular goals should maintained, as one of the strategic features of the organization. Thus, the importance of credibility cannot but valued as the major approach.
Reference
Doyle, C. E. (2003). Work and organizational psychology: an introduction with attitude. Brandon, VT: Psychology Press.
Laudon, K. C., and Laudon J. P. (2009) Management Information Systems: Managing the Digital Firm. Ed. 11 New Jersey: Pearson Prentice-Hall, Upper Saddle River.