Training Plan For Boldflash Management Reports Examples

Type of paper: Report

Topic: Management, Workplace, Business, Communication, Training, Employee, Organization, Information

Pages: 6

Words: 1650

Published: 2023/05/15

Background of the Problem

The departments of Boldflash face mounting challenges due to technical communications were one of the leading causes of the distress from rapid sales growth, restructuring of the division itself. The wide array of products and the quick pace of innovative product development had all amplified the challenges to effective communication amongst division teams and also with suppliers, associates, and clienteles. The areas of concern are the problems encountered in the day to day operations of the division, and they involve the following:

Unproductive conflict between the functional departments

Inability to get new products quickly to the market
No formatting requirements for the documentation prepared by its employees
Individual efforts in the accomplishment of tasks
Hundreds of complaints about the increasing complexities of the product. In other words, the technical terms were not understood by the departments that were not conversant with them.

Pricing pressures from competitors

The management teams of the various departments were consulted through telephone interviews to find the best way to train them. The medium works best since it offers confidence and privacy on a one on one basis. The lack of face to face communication allows the respondents to provide truthful information without pressure. The setting for the training endeavors is the boardroom since the members are familiar and would respond favorably to such an environment.

Goals and Objectives

Sound training plans set a goal and measurable purposes and selects the substances and learning events through which trainees are to obtain desired knowledge and skills.

Communication Improvement

After recognizing that an organization's personnel are its most valuable stock and are entitled to quality internal communications, it is the policy of any firm to keep them informed and up-to-date about government initiatives. The departmental plans and progress coupled with human resource developments also work better. The overall government progresses through a comprehensive internal communications process. An amalgamation of factors that contribute to the employee’s sense of value, and one of these – effective communication – is essential.
The management should realize that most internal communications are a duty of a department’s management, but not its communications section. Communications can, nevertheless, provide managers with guidance and coaching. Moreover, internal communications are meant to help inform decision making and influence employee behavior in means that benefit the company, the public, and employees themselves. Internal communications consist of accurate, consistent, and timely information. Employee feedback supports managers to decide if the communication has been conveyed and understood. As well, employees have important operational information that can help to make the government more successful in achieving its goals. A business relies on processes and information systems; thus, it is important that managers and executives pay close attention to how their business works and how performance can be increased so that they are in a prime condition to push it forward and manage growth. Whether you have an idea for a venture in the future, or you already have a sideline business while studying, this course will help you consider how to grow any business. It will give ample time to plan, share your ideas with others and start to document your thoughts in a structured business plan. It's all about developing the 'will' and the 'skill'. Aiding them to understand the importance of proper performance management, by developing the skills and then holding them liable for applying those skills in the real-world practice.
Communication also helps to enhance relationships, promoting common understanding, enabling employees to sustain their organizational success. Moreover, it is an aptitude that can be learned – but it takes practice. For better participation in Boldflash, leaders in successful organizations should be conversant with their messages and ensure that everyone involved also understands the goals and how to achieve them.
Vertical communication provides channels for ascending and descending communication and listens to what the employees say. Also, more respondents from high-performing organizations than from all others regarded their upward communication channels as operational and attested that employee input was applied in decision-making


It is imperative that executive directors and bosses keep in touch with front-line processes, and brief, scheduled training are a respectable way to do that. The manager has assumed an opportunity to perceive what going on first-hand, and personnel are given an occasion to explain their roles in the conveyance of information or concerns, and ultimately to ask questions. These duties should occur after every few weeks.
All managers from across the department, including the deputy or CEO, should come together to deliberate strategic management matters. It builds nous of professionalism and solidarity among management. The forum weakens the isolation that particular managers can feel, specifically if they are specialized in that particular field. It offers a chance to redeploy on – and scrutinize the validity of – business plan objectives, urgencies, and strategies. Furthermore, the affiliation of managers promotes a sophisticated level, aiding more tactical thinking and discussion. To enhance collaboration, the leaders often feel a necessity encounter with other managers to argue about issues facing the business. Now and then managers feel that a lot of sweat is lost to keep staff in the loop, at the expense of keeping the management informed. These meetings arrange for an opportunity to refocus management on strategic issues and to hear from agency head. Managers may travel to a centralized location, frequently away from the office, for their meeting. The meetings customarily last a day and bid for a mix of presentations and interactive training. Handouts or information kits may be fitting since the meetings can be long and can cover a lot of subjects. Managers are allowed to reproduce the material and share them with other staff or selectively use the information contained in them to deliver dependable decisions and correspondence to staff about ongoing issues and events. Staffs do communicate between internally, so consistent messaging is critical to collaboration.

Focus on Customer Needs

When setting up interviews with internal customers, managers should be taught to learn what their main concerns are, thus attaining a good comprehension of business issues, which allow the management to offer real solutions and addresses the consultative worth as a function to grow the organization’s mandate. The bridging statement enables an employee to accept what your customer has asked for, even asking questions aids to fathom the customer’s intention. The goal should be to understand what they want to achieve and work towards this objective.

Conducting the Training

Successful management training ensures the alignment of an organization’s business by understanding where it presently stands and where leaders intend to take it. An extensive agreed picture of the current nature of the organization culture makes sure that all the most important issues are covered. To fully capture this scenario, the leaders ask their subordinate-group to label the current state of the organization and collect answers, combining comparable answers together and debating the practicality for added clarity. The trainer who undertakes a communication audit may discover which activities are most suitable to streamline the communication while delivering vibrant recommendations on how to progress existing channels and make superior investments even with budget constraints.

The benefits of well-implemented training include:

Learners who remain involved throughout the session
The distribution of knowledge and abilities that greenhorns can apply in their workplaces
Satisfied contributors and community organizations
Like-minded applications with the size of the group being trained.
Contemplation of the skill, proficiency and comfort of each trainee in the business process
Methods of Training
Employees can gain confidence in instances that they are becoming a more important part of the organization. It also supplies them a diversified work experience. Cross-training improves morale in that it breaks up the monotony felt by many employees when they do the same thing every single day. In this phase, a competent trainer will engage the participants and bring the abstract lesson plan to life. While the training is going on, the participants achieve practical information that they can faithfully practice and apply in their workplaces. This can present an enormously positive effect on their organizations. The trainer should be an instructor, guide, coach, and facilitator. The trainers must be conversant with adult learning principles and should examine them before entering a training session to better incorporate them into their endeavors. Whenever implementing the training session, it is vital to prepare the participants by aiding them recognize their own individual learning goals and also helping them be available for the experience.
The team was asked to list all of the main tasks they usually perform as part of their job and allocate a percentage estimate of how much of their time they devote communicating on each of those activities. Specific trainers should be chosen who will have a lasting impact on the training participants.
Presenting new information is critical to implementing a session. Lectures can be effective to encourage group participation or stop every 10 minutes and direct participants to share their views and questions in pairs or small groups. Differently, it is best to use more appealing and other interactive aspects of presenting new knowledge. Besides, in the development stage, once the leaders have identified several methods and activities for presenting new information. The trainer’s goal in the implementation phase is to use methods that the participants will be most responsive by nature.

Specific Guidelines

Computer-Based Communication
It is becoming increasingly widespread as technology becomes more prevalent and easy to use. Though customary forms of communication are not likely to be swapped completely by technological solutions, they will most likely be boosted by them. Human relations will always remain a significant component of workplace interaction. The use of emails will provide evidence for further scrutiny if the recipient does not understand the message conclusively.
Nonetheless, it is a noble idea to assess promptly the kind of technologies available offer and how they might be adequately used to supplement existing training programs or used when designing new ones. Computer-based communication formats vary from the unassuming text-only programs to highly refined multimedia programs, progressing to virtual reality. Other main procedures to ensure effective interaction in the firm should be adhered to. The brainstorming aspect allows for cooperative group efforts, enabling better role comprehension in times of crises.

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WePapers. (2023, May, 15) Training Plan For Boldflash Management Reports Examples. Retrieved April 23, 2024, from
"Training Plan For Boldflash Management Reports Examples." WePapers, 15 May. 2023, Accessed 23 April 2024.
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WePapers. 2023. "Training Plan For Boldflash Management Reports Examples." Free Essay Examples - Retrieved April 23, 2024. (
"Training Plan For Boldflash Management Reports Examples," Free Essay Examples -, 15-May-2023. [Online]. Available: [Accessed: 23-Apr-2024].
Training Plan For Boldflash Management Reports Examples. Free Essay Examples - Published May 15, 2023. Accessed April 23, 2024.

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