Training and Development

ACKNOWLEDGMENT

I take this opportunity to convey our sincere gratitude to Mr. Dharshana Amarayinghe, PQHRM Module 03 lecturer, for delivering lecture for this module and providing us with all the knowledge which was required for the preparation of the examination and this case study. Also, for guiding us in the right direction which enabled us to enhance our knowledge in this field of study.

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I would also like to thank all my batch mates who shared their knowledge, experience and opinions in compiling this case study.

Not forgetting my parents who constantly encourage and motivate me.

I would like to thank them all, without whom the task of compiling this case study would be impossible as it is a collection of knowledge, views and experience gained from many sources.

CONTENTS

Acknowledgement

1

Executive Summary

3

Scope of the study

4

Question 01

5

Question 02

8

Question 03

10

Conclusion

12

Annexures

13

EXECUTIVE SUMMARY

This case study is compiled on “Care-Link”, which is a leading pharmaceutical company that had established the market for over ten years. Care-Link is specialized in importing and distribution of pharmaceutical and healthcare related products. It is the local distribution agency for five leading global pharmaceutical manufacturers.While having a wide regional distribution span around the island in cities such as Kandy, Anuradhapura, Kurunegala, Galle, Ratnapura, Badulla and Negombo, the Care-Link head office is situated in the heart of Colombo.

The company employs over 200 employees which comprise of medical representatives, sales representatives, Area sales managers, Brand managers, marketing communications manager, training manager and stores manager.

Care-link in the market is known to be company which lavishly spends on its trainings, however in this report what’s discussed is the issue caused due to high expenditure on training and employees not meeting performance targets.

As mentioned above, Care-Link had been providing its employees with various types of trainings in-house, out-sources trainings as well as overseas trainings for which the training expenditure was quite high. In comparison, in house training was done at a low cost since it was done by the manager himself even though it was limited to product training.

A new CEO is appointed who inquired about the high expenditure that been incurred. Justifying the high expenditure is the responsibility of the training manager who is facing difficulties in doing so due to certain weaknesses in his part of the job. The has then taken the decision to meet employees personally to inquire about the effectiveness of training provided to them. The CEO then realized that the training function of Care-link had not been done.

My objective is preparing this documentation is to suggest possible action that can be taken to rectify the situation that had occurred at Care-Link.

SCOPE OF THE STUDY

This Study intends to identify the key issues that had caused Care-Link to face a situation where the company is experiencing a very high expenditure on training yet insufficient and inadequate results.

As the consultant to the company the writer will be addressing the following issues:

Identifying the possible issues that had caused a situation where the company is not able to justify the high expenditure incurred on training employees against their performance levels.

Asses the role of the training manager who is the responsible person in facilitating the training function at Care-Link.

Importance of evaluating the skills of the employees required to perform well, which will in turn lead to organizational success as the company will then be conscious on its expenditure and the Return on Training.

Suggestions to get over the current situation and how training function can be done more meaningfully to the organization as well as make it more effective to the employees.

How to identify people's skill levels and training needs

How the company can take initiative to know the expectations of training from employees