Reliablesources contend that for the last few decades, the L-3 communicationcompany has witnessed major setbacks in its operations. According toPlunkett(2011), L3 engages in some of the most technical military operationsin the world. The corporation’s core roles involve the provision ofbroad range intelligence and surveillance information to the militaryas well as commercial firms. This implies that the company’soperations must be efficient and never speculative at any time.Incorporation of advanced technological devices is therefore anawfully paramount aspect in L-3 Corporation. Since its inception, thecompany has continually focused on providing quick, reliable andinnovative services to its customers. However, in the recent past, ithas been reported that the company is retrogressing in terms ofquality service delivery. According toPlunkett(2011), L-3 Corporation is failing to provide its employees with theneeded professional training to enable them complete their jobsefficiently. After a close scrutiny of the training needs assessment,it was ascertained that there was a very big correlation between thedecreasing performance and poor training plan for the employees.Sources contend that in the last few years L-3 had implemented majortransformations in its organizational structure .This resulted to newemployee recruitments and expansion of its departments. Moreover,some its employees retired while others who could not fit in the neworganizational structure resigned from the company. This ultimatelysaw an influx of new employees in the company especially in thematerial handling department (Bernardin,2010).Their employees lackedthe proper training and skills .The major blow hit the L-3 company in2010 when the United States air force suspended all the company’scontracts both at the federal and state levels. There was thereforeneed to train the employees on material handling and fast response inthe provision of communication details to their customer in order tosalvage the company from customer dissatisfaction and poor servicedelivery. The intent of this paper is to elucidate how an efficienttraining plan can be developed using the ADDIE model so as to salvagethe company from poor performance into a desirable and efficientperformance. The training plan will be based on the findings andtraining outcomes as revealed through the training needs assessment.The training design will focus on the material handling department inL-3 Corporation.
Itis evident that the major motif for the training needs assessment wasthe immense recruitment of new employees in the material handlingdepartment at L-3 communication. Most of these employees seemed to beunfamiliar with the operation of the company. After a thoroughanalysis of the situation, it was ascertained that the companyprovided little training to its employees rendering them unaware andnot in a position to handle most of the equipment in the corporation.For authenticity and reliability, the employees were interviewed faceto face and also given questionnaires. The employees confessed thatthey were given minimum training and immediately givenresponsibilities in the company. The workers were also not fullyoriented to the new structure adopted by the company. This ultimatelyresulted to inefficiency and poor performance in the company.
Toaddress this predicament, it was suggested that l-3 corporationshould carry out an employee evaluation at the end of each month. Atthe same time, there was s need to develop new software for thematerial operations department. This gave an opportunity for thecompany’s management to assess the job performance for the workersin the material handling department. The company also alerted itsemployees of the need to train them fully on the operations of thenew software that was being developed. However, the chief executiveofficer gave a stern warning that employees who were not willing totake part in the training sessions, their services to the companywould be terminated immediately. The training would therefore bebased on the attitude of the employees and their willingness to meetthe company’s objectives. The analysis phase of the ADDIS modelsallows firms to discern the performance gap as well as thepedagogical considerations within the given context. Here, anexplicit analysis of declining performance in l-3 Company, it wasevident that the company needed to close the gap between ineffectivetraining and the employment of inexperienced employees. The traininggoals for the staff in material handling department are outlined as:
Toreceive full training in the trace level explosive detection system
Gainproficiency in millimeter wave passenger screening system
Acquireskills in holographic weapon sights
Beable to operate mobile aviation simulators
Demonstrateextemporary skills operating baggage scanning equipment
Itshould be noted that these objectives are intended to be achievedupon the implementation of the new software.
Moreover,the trainees should be able to apply the knowledge skills andabilities acquired to effectively operate all the equipment in thecompany. Most importantly the trainees must portray positivity andself-drive towards the training sessions.
Thetraining is intended to impart skills, knowledge and abilities inthat enable the employees effectively operate the new software.
Oncethe employees are enrolled into the training session, they will beallowed to perform their daily work routines and train at the sametime. This implies that the program will be awfully flexible and thetraining schedule shall be adjusted depending on the availability ofthe employees. The normal work schedules will therefore not beaffected. The training is expected to take three months with anestimated total cost of $ 2000.The flexibility of the trainingsessions will minimize extra costs such as paying overtime foremployees to perform work they ought to have done during the day.According toPrice& Price (2011),allowing employees to train at their pace gives them more motivationand saves companies numerous expenses. Moreover, the company willprovide video clips and power point presentation in the company’shalls where employees can access them with ease.
Toensure quality performance, once the employees in the materialhandling department are recruited, they should be presented with L-3communication company’s objectives, values and expectations. Theywill be expected to conform to the stipulated work ethics, practicesand norms. Those that comply will then be enrolled into the trainingsession where they will be fully imparted with knowledge, skills andabilities of the software as well as the general operation of theequipment. The program shall thorough training in trace levelexplosive detection system, holographic weapon sights and mobileaviation simulators. The employees will also be provided withpersonal modules which they can refer any information on the newsoftware at their convenience. Upon the completion of training thecompany will immediately implement the new software and carry out anassessment to ascertain the applicability of the skills taught aswell employees reliability in the management and operation of thesoftware.
Accordingto Plunkett(2011),any form of training should first set the framework and strategiesfor the best techniques and procedures for a productive trainingsession. Within the given context since the training is organize bythe human resource management the human resource managers should setthe tone for the training by preparing the employees on theexpectations and the essence of the training.
Thetrainers should always be on time in every training session andcreate a good rapport with the trainees during the sessions. Thetrainers must display proficiency in the software. The trainersshould be knowledgeable, skilled and able to use the software. Theyshould also motivate the employees and actively engage in assistingindividual employees to master the use of the software.
Asthe final phase in the ADDIE model, evaluation is the most crucialstep in any form of training and instruction. Evaluation enables thetrainers determine how successful the training was undertaken. Inthis context, L-3 communications should use questionnaires and surveyas the key evaluation methods. Through these methods, the humanresource in L-3 communications will be able to determine whether thetraining concurred with company’s expectations and objectives. Thequestionnaires provide feedback and the reaction of the employeestowards the entire training session as well their general perceptiontowards the software.
Inconclusion the ADDIE model is ostensibly the best method thattrainers should always use to ensure efficiency and productivity inthe entire training session. Analysis, design, development,implementation and evaluation are key processes in any form oftraining since the trainers are able to determine the beststrategies, objectives and outcomes of the training.
Bernardin,H. J. (2010). HumanResources Management: An Experiential Approach(5th ed.).
NewYork: McGraw-Hill Companies, Inc.
Plunkett,J. (2011). TheAlmanac of American Employers 2008.Houston, Tex.: Plunkett Research Ltd.
Price,A., & Price, A. (2011). Humanresource management.Andover: Cengage Learning.