Global Training and Development Trends

Question: Discuss about the Global Training and Development Trends. Answer: Introduction The paper firstly focuses on evaluating the workplace practices introduced by the new yard manager at Wollongong Yard of Top Truck Company and aims to understand whether the same are complimentary to each other. Secondly, the paper would focus on understanding the risks regarding sustaining of the changes introduced in Wollongong Yard beyond the presence of the new yard manager and also the trade union leader. Finally, it would focus on comparing the participation of blue collar unions with public or service sector unions to changes introduced in an organization. Evaluation of the New Workplace Practices The new yard manager employed by Top Trucking Companys Wollongong Yard reflected the requirement for effective communication practices with both the trade union leader and also the employees. The managers of business institutions are required to ideally focus on conducting both formal and informal communication practices with the leaders of the trade union. The engagement of trade union leaders by managers through collaborating and communicating with the former contributes in the meeting of business and institutional objectives in a joint fashion (Rozkwitalska, 2012). Moreover, the development of effective communication of managers with trade union leaders also contributes in enhancing the quality of relationships between the two parties. It would also contribute in motivating the trade union leaders for actively collaborating and working with the managers and employees and also in enhancing the productivity at the workplace. Further, the engagement of trade union leaders by managers enhances the level of participation between the parties which in turn reduces the level of resistances to new changes introduced in the business institution. It also reduces the level of internal tensions between the managers and trade unions in the organization and thus enhances the level of trust and workplace cooperation for meeting of business goals and targets (Shi Wang, 2011). Similarly, the new yard manager also focused on engaging the employees in the Wollongong Yard of Top Trucking Company such that the same contributed in growth of teamwork and coordinated practices within the firm. Development and growth of teamwork practices between managers and staffs is considered potentially effective for generation of creative and novel ideas in rendering effective solutions to emerging business problems (Podsiadlowski, Grschke, Kogler, 2013). Further, the practice of involvement of employees by managers in workplaces ideally helps in gaining needed feedbacks from the former relating to new changes and policies introduced in the firm(Olsen Martins, 2012). It would also encourage the employees for disclosing problems faced by them at the workplaces and thus would enhance cooperation between the managers and staffs in meeting of business goals and objectives. Improved levels of communication between the managers and employees in the organization rightly helps in enhancing the performance levels and also the quality of work performed in the institution (Ferdman Sagiv, 2012). Further, the new manager employed at Wollongong Yard focus on improving the health and safety of employees in the firm through generation of training programs associated to technical and customer servicing parameters is also considered to be highly relevant. The development of such training programs by the new manager in the firm would contribute in enhancement of workplace productivity through reducing the chances of accidents and also in reducing the level of absenteeism of employees in the institution (Khanaki Hassanzadeh, 2010). Further, the incorporation of such training programs by the managers in the organization also would contribute in enhancement of the knowledge and expertise of the staffs in the firm for meeting of institutional objectives and goals in an effective fashion (Ongori Nzonzo, 2011). The chances of reduction of accidents and absenteeism of staffs at the workplace would contribute in reducing the level of manpower and business cost for the firm. It would help in reducing the need for the organization in recruiting new staffs in the firm and thereby would contribute in enhancing the level of trust and corporate citizenship in the organization (Ongori Nzonzo, 2011). The different activities undertaken by the new manager Wollongong Yard like the enhancement of communication practices with the trade union leaders and staffs, growth of teamwork between the different hierarchical levels and also the incorporation of skill enhancement and customer services training programs are observed to be complimentary to each other. The above activities increased the growth of trust and dependence of the drivers on the management such that they highly supported the activities undertaken by the manager like the introduction of new trucks and uniforms. It also increased the level of respect of the staffs towards the new manager (Olsen Martins, 2012). Similarly, the enhancement of communication practices between the manager and the trade union leader, George also contributed in sharing effective information associated with the yards performance. Increased consultation between the manager and the trade union leader potentially helped in earning new ideas for meetin g the objectives of the organization in a productive fashion (Ferdman Sagiv, 2012). The results of new practices undertaken by the new manager rightly helped Top Trucking in earning new contracts and also in successfully meeting the different benchmarks in an effective fashion (Bhatia Kaur, 2014). Risks to Sustaining the Changes The changes introduced by the new manager in Wollongong Yard need to be effectively sustained in Top Trucking Company irrespective of the presence of the George, the trade union leader and the newly appointed yard manager. The successful implementation of change in the firm requires the changes to be effectively planned, organised, directed and also rightly controlled by the management in the firm (Shi Wang, 2011). The change leader in the firm is also required for the development of a new vision and strategic framework for the firm and also in development of an effective organizational culture that would encourage the sharing of values, vision and mission objectives while also rightly motivating, empowering and also in potentially inspiring the potential stakeholders in the firm. The new manager is thus required to formulate an effective vision that would reflect the benefits of the new changes introduced in the firm (Rozkwitalska, 2012). Mission objectives are also required to hig hlight new directions for the organizational members for successful implementation of the changes introduced and thereby to reap the potential benefits. The change manager or leader is also required to rightly share the vision and mission objectives with both the existing and new staffs in the organization (Nilson, 2010). Further, the change leader or the new manager is also required to effectively motivate and inspire the staff and thereby in aligning staffs with like intellectual and emotional potential for meeting the business objectives. Along with sharing new vision and mission guidelines and objectives the new manager and George are required to rightly empower the organizational members for being actively involved with the change process. It would help in development of new leaders and supervisors in the firm that can further help in continuing with the implementation and sustaining potential changes introduced in the Wollongong Yard (Olsen Martins, 2012). Blue Collar Unions vs. Service Sector Unions The blue collar unions generally refer to the small trade unions like the Transport Workers Union as reflected in the case of Wollongong Yard of Top Trucking Company. These small unions to take active part in the change management process of the organization are required to be ideally trained and empowered by the change leaders of the institution. Here, also it is observed that the new manager of the Yard operating as the change leader continually interacted with the trade union leader and also the other staffs for implementing the new changes (Jehanzeb Bashir, 2013). On the contrary, the public or service sector unions are generally identified to be larger union bodies. These union bodies take active participation in the change management program of the institution based on formulation of training modules for the union members (Slavi? et al., 2014). These unionized bodies interact with the top management of the firm and thereby gain effective insights needed for training the instit utional members and in introducing the employees to the new vision and mission objectives of the firm. It is thus observed that Blue Collar Unions are less engaged compared to the public or service sector unions regarding change management initiatives of the firm (Dartey-Baah, 2013). Conclusions The analysis carried out in the paper ideally reflects that the different change management initiatives undertaken by the new manager at Wollongong Yard of Top Truck Company were complimentary to each other in enhancing workplace productivity and in motivating the staffs with the trade union leader. It also reflected on the importance of an effective change leadership model such that the same would contribute in sustaining the change ideology in the Wollongong Yard unaffected by the future moves of the new manager and George. Finally, the paper reflected that blue collar union leaders are less involved in the change management process of the firm compared to public or service sector unions. References Bhatia, A., Kaur, L. (2014). Global Training Development trends Practices: An Overview. 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