Training and Development Uber and Grabtaxi

Question: Discuss about the Training and Development for Uber and Grabtaxi. Answer: Introduction The study is about the problems faced by Comfort Transportation Pte Ltd. The taxi industry of Singapore is not in a stable condition due to the emergence of Uber and Grabtaxi. The taxi industry is found to be in crisis as the Singaporean drivers are eager to join Grabtaxi and Uber. Major taxi companies of Singapore like TransCab and Comfort Delgro are incurring huge losses due to exodus of drivers. The study will focus on this situation by analyzing the needs of training in the organization regarding performance gaps of employees and the actions that the company will perform in order to reduce the impact of the new entrants in the industry. Business Goals The main business goal of the company is to become the best land transport provider with point-to-point transportation to the commuters. The business goals will be discussed in the form of SMART objectives. The company strives to meet and anticipate the changing demands and requirements of the customers and the markets. Specific- The company is focused to meet the regulatory requirements of Singapore by continuous improvement of technology, product quality, services, processes while establishing periodic review of the objectives. Measurable- The goals must be accomplished within a particular time so that the drivers of Comfort Transportation finds interest in the schemes of the company. Achievable- The business goals are achievable as they are formulated by conducting market research regarding the competitive business environment. Result-oriented- The steps of achieving business goals of Comfort Transportation are result-oriented as it is set for the benefit of the employees as well as to mitigate the demands of the industry. Time-bound- The methods and approaches of Comfort Transportation are to be accomplished as the organizational training need is required within the time. Training Need Analysis Organizational training need analysis is defined as the need of training in the organization while identifying the most cost effective methods of training that will meet the requirements of the business goals. Organizational training analysis focus on some aspects like business needs, training methods, current competencies, cost benefit analysis, effectiveness. The desired outcomes of the training need analysis will include the involvement of the driver for Comfort Transportation rather than Uber and Grabtaxi. The organizational analysis will address the wrong competencies that are responsible for wrong training methods (Sung Choi, 2014). The need for organizational training analysis is to identify the wrong training methods that are responsible for not meeting the expected outcomes. It will answer some questions such as the place of training, required cost of training, impact of training, persons involved in training, etc (Krueger Casey, 2014). TNA will determine the desired outcomes such as improving the ratings of the customer service satisfaction, improving the speed of service delivery, improvement of the employee morale via proper supervision, requirement of information required for organizational development and market needs, etc. Evaluation of the critical competencies will determine the abilities of the employees prior the job entry and after joining the company. The current competencies of the company regarding the mitigation of the impact of the deregulation of the taxi industry of Singapore are customer feedbacks, interviews, self-assessments, tests and performance evaluations (Elnaga Imran, 2013). Task Analysis Task analysis of Comfort Transportation is essential in order to improve the current responsibilities of the employees associated in setting new business goals. Task analysis in Comfort Transportation includes activities like element and task durations, task delegation, frequency of the task, environmental conditions, task complexity, etc. Task analysis is directly related to user analysis. The employees of the company will include checklists that will not only identify the faults of the processes of the company but also it will address the new roles and responsibilities of the employees. Apart from that, it can be said that critical task analysis is to be implemented rather than hierarchical task analysis (Shann, Martin Chester, 2014). A critical task analysis is defined as the analysis of the task that is delegated to the strategic management department of the company. If the human performances are not accomplished properly, then the critical task analysis will point out the adverse effects of the system reliability, system effectiveness, reliability or safety. The ergonomics professionals and human factors often perform them. The next step of task analysis is the requirement of training of the employees that needs improvement in the newly set business goals (Neuendorf, 2016). Individual Training Need Analysis Individual training need analysis is the last stage of the TNA where the implementation of the new activities of Comfort Transportation towards accomplishment of business goals is done. The people who are associated with the strategy building identify the need of training that is essential for measuring the performance of them in their field of work. For identifying the need of individual training, performance analysis needs to be done that will address the quality of the work performed by the existing employees. The training will be conducted in order to provide the knowledge of the different activities related to the new plan of employment of new drivers and building new policies for them (Ford, 2014). The newly recruited employees should be provided training regarding the organization culture of Comfort Transportation while providing them the knowledge about the benefits of joining the company. The best practices of Grabtaxi and Uber can also be implemented in the organizational c ontext so that the company can recover their losses incurred during the downturn of the taxi industry in Singapore (Goetsch Davis, 2014). Intended Learning Outcomes The training suitability analysis is required whether the intended training is the desired solution or not. Comfort Transportation is a reputed company in the taxi industry of Singapore. However, the training is the only solution that will increase the level of performance of the new drivers and other employees of the company. The different types of training need analysis like organizational training need analysis, individual training need analysis will help in identifying the actual methods and approaches of training that will be implemented in the organizational level of Comfort Transportation while improving the performance of the drivers (Dixit Bhargava, 2015). They can mitigate the gap of performance of the previous business model of Comfort Transportation and the current market trend. The current TNA for Comfort Transportation will definitely help in adopting best practices of the other multinational companies of Uber and Gryabtaxi. For this, Comfort Transportation must have t o conduct a market research in order to collect information and data regarding the competitive strategies of other companies in the same industry (Phillips Phillips, 2016). Conclusion It can be concluded that, with the rise of the new entrants in the taxi industry, ComfortDelgro is having losses. However, the new business goals are formulated while addressing the challenges of the enterprise and the industry as a whole. The requirement of organizational training-need analysis is essential in order to accomplish the business goals. This is to be done in order to identify the weaker areas of the employees to mitigate the performance gap. However, the intended learning outcomes portrays the necessity of the three analyses that is done in the context of organizational needs. References Armstrong, M., Taylor, S. (2014).Armstrong's handbook of human resource management practice. Kogan Page Publishers. Dixit, A., Bhargava, R. (2015). Training Need Analysis of Faculty Members of Business Schools.KHOJ: Journal of Indian Management Research and Practices,1(1), 83-88. Elnaga, A., Imran, A. (2013). The effect of training on employee performance.European Journal of Business and Management,5(4), 137-147. Ford, J. K. (2014).Improving training effectiveness in work organizations. 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