Case Study on Training & Development

Topics: Management, Human resource management, Skill Pages: 10 (2655 words) Published: August 3, 2013
In the given case Care – Link is a leading pharmaceutical company which spends lavishly on developing their staff through training programmes. According to my study on this case we can clearly identify the issues which caused to create the current situation at care - link. It is required to concentrate on these issues and take appropriate actions to overcome from the current situation at care link.

Since Mr. Ravi has failed to meet what he expected from the organized corporate trainings. Not only the huge of amount of money spent (since arranged local and international corporate training programmes are costly), the efforts, the time and the expectation all meaningless wasted.

With my analysis of the given care, I concluded the followings are the major causes of failure for corporate training at care link:

Lacking of specific training objectives and plan

The company had’t a specific objectives and plan for developing their staff. Case itself state that either Mr. Ravi or the participants couldn’t find why they sent on various expensive training programmes. Any job without SMART objectives is concluding with failure, so are corporate training programmes. Mr. Fernando fail having detail plan before any corporation training programmes are considered.

Absence of Training Need Analysis

Certain managers consider the training subjects basing on their own perception. But mostly considered needs are different than the actual needs of their staff. (To a certain extent, this may be correct.) However, in absence of need analysis to identify the needs to best suit the requirement before its implementation has caused issues at Care link.

Training Manager lacking of related professional knowledge

In an organization Training and Development plays major role. Training Manager is the key person to set the trainings in line with organizational corporate objectives. The given case itself says that Mr. Fernando had over 10 years experience in pharmaceuticals and it has not stated that he had any training experience or knowledge. Organizing Training is a long process which required lot of skills and knowledge. It is not just allocating an external or internal training programme to employees. Training manager needs to follow the training cycle according to the requirements of organizations, departmental and individual. If he success by doing it systematically, then as a team organization can experience the return on the investment.

Lacking of programme evaluation

The most challenging task for the training professionals is to prove to the top management how effective their training initiatives have been, in order to achieving goals. In the given case also created since the training manager failed to prove how effective was his training initiatives to the organization. Evaluating the effectiveness of a corporate training programme through post-course studies is the key to evaluate the effectiveness of their training programmes. Mostly evaluation studies are conducted by the training providers but Mr. Fernando has ignored the result of these studies. He has considered that when the training programme is completed the whole job is completed. How it affects the job and for the future requirement has been neglected.

Training Manager lacking of skills as a trainer

“If a trainee has not learned, the trainer has not taught" That was a famous phrase that mostly used in the training industry. Mr. Fernando was the person who conducted in house training programmes at Care link. There is a doubt on his output when considering the newly appointed CEO analysis on the product knowledge of the medical and sales reps. CEO experienced that their product knowledge was not up to the expected level. But when he check on the training materials it was excellent. It’s clearly explained to us that Mr. Fernando was lacking skills as a trainer.

Above highlighted issues could identify when we clearly analysis the given...

References: • Snell, Bohlander & Vohra. Human Resource Management- A south Asian Perspective.
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