PAMANTASAN NG LUNGSOD NG MAYNILA

University of the City of Manila

Intramuros, Manila, Philippines

Case Study No. 3

The ABC Training Program

Submitted by:
Arcilla, Red Andrei
Billona, Jomarie
Gonzales, Altheza Lanna
Grutas, Clandestine - Juror
Hernandez, Rhea Mae
Martin, Jiliah – Leader
Oria, Ma. Ellaine
Secretario, Darel Joyce
Vega, Nickole Anne
Tagalog, Zaira Mharie
BSBA OM 2-2

Submitted to:
Ms. Marivic F. Flores
I. Title
The ABC Training Program

II. Time Context

The problem arose within the ABC Corporation when they tried to cope with the
technology advancements which required training of the employees, resulting in a
disagreement between the HR manager and vice president for finance and operation
manager. The HR manager suggested that a number of their employees be sent to the
mother company for training but the vice president for finance and operation manager
disagreed as they deemed it costly both in terms of the corporation’s finances and
operations.

III. Viewpoint
The HR Manager of the ABC Corporation has the proper viewpoint of the problem. As
the company is currently behind in the training of the employees for all the technological
advancements, it is the HR manager who must deal with ensuring that their employees are
properly trained. The HR manager must decide on how to deliver the proper training
program without further inducing more costs which would be contradictory to the
company’s cost-cutting.

IV. Statement of the Problem

The ABC Corporation is a manufacturer of electronic components for automobiles.
The increase in technology and a rise in the demand for updated new products require the
company to send employees to training in order to adapt. The HR manager suggested
sending three managers and eight supervisors to the mother company in Japan for training
on the updates in car electronics technology. However, both the vice president for finance
and operation manager disagreed. Sending employees to the mother company would lead
to lack of personnel in their operations as well as increase the costs for training. They, then,
suggested that the mother company send technicians that will handle the training in the
Philippines. The suggestion, though, would be costly as the rate of pay for the technicians
would be higher. Both suggestions show how the corporation lacks proper training review
analysis as well as budget planning.
V. Statement of the Objectives
Short Term Objectives

• To assess and compare the cost between sending employees to Japan and inviting the
technicians from the mother company to the Philippines.
• To identify the best solution to training the employees in order to keep up with
increasing demand in the industry they are in.
Long Term Objectives

• To ensure that the company’s employees are well-skilled and adapted in the new
technological advancements in the industry of car manufacturing.
• To establish a systematic approach to training that will be used for future trainings.

VI. Areas of Consideration

STRENGTHS WEAKNESSES
1. The ABC Corporation has a huge 1. With the increase of demand for
number of workforces, employing 350 updated new products, the employees
employees and about 30 supervisors lack sufficient training and knowledge
and managers. to keep up with the demand.
2. The ABC Corporation has been in the 2. The company is undergoing cost-
industry of manufacturing electronic cutting which leads to lack of budget for
components for five years thereby the employees’ training.
making them established. 3. The company has not delegated the
3. Given the company is taking the steps tasks properly as they claim there
to train their employees, they are a would be insufficient manpower had
flexible and adaptable company in the the managers and supervisors went to
face of changes due to update in training abroad.
technology.
 OPPORTUNITIES THREATS
1. The ABC Corporation requires training 1. The competitors might take lead over
for employees which would give them ABC Corporation whilst they are going
an advantage over their competitors in through with the training of the
terms of skills and knowledge with all employees.
the new updated technology. 2. Since the demand for new products is
2. The company is able to keep up with increasing from local and foreign
technology advancements, making their customers, competition in the industry
products top of the line in the industry. is tight.
3. The industry is continuously growing 3. With the ABC Corporation innovating
with more demand from both local and and releasing updated products, other
foreign customers. companies may follow suit and be able
4. The company can further improve its to improve and innovate new releases
reputation given the employees receive of products as well.
training and they release new
technology on car electronics.

VII. Alternative Courses of Action

ACA #1: Establish a systematic approach to training and create a budget proposal for the
training.
Advantages
1. The corporation will have an established training program that will work even for future
training programs that will be done.
2. The vice president for finance will be able to readjust the corporation’s finances to
secure enough for training.
3. With a systematic approach towards training, there will be no confusion among
employees as to how it will be done.

Disadvantages
1. Establishing a systematic approach to training may take longer time to be completed in
comparison to other alternative courses of action.
ACA #2: Reevaluate the tasks among employees and redesignate them in order to send the
selected managers and supervisors to training without affecting the company’s operations.

Advantages
1. Redesignation of tasks among employees may lessen the majority of tasks in relation
to operation which were assigned mainly in managers and supervisors.
2. An off-site or outdoor development training will greatly help the employees to learn
more as this will allow them to become more focused on their training.

Disadvantages
1. The company will still experience large costs due to sending the select employees to
Japan.
2. Redesignation of tasks require training which will hinder the managers and supervisors
from being sent to training quickly as they would have to train the employees.
3. Conflict may continue between the vice president for finance and the HR manager due
to differing opinions on how training should be done – redesignating tasks and sending
the employees will only further this conflict.

ACA #3: Schedule a formal meeting for the managers and supervisors to attend in order to
settle how the training must be done.

Advantages

1. The company may gather suggestions which would be more effective on how the
training will be done and handled.
2. Managers and supervisors may help in settling the conflict between the HR manager,
vice president for finance and operations management by coming up with ideas of their
own with regards to training.

Disadvantages

1. There is no guarantee that the ideas suggested by the managers and supervisors would
be agreed upon thus causing another conflict between managers and supervisors over
the heads.
2. A meeting on how to handle the training with managers and supervisors may cause
rumors to spread around the company with regards to how the company is currently
faring and affect the company’s reputation.
VIII. Conclusion
It is not new to everyone that technology-based businesses have to become inclined
to the changes brought by progressive advancements in technology. An active
manufacturer of electronic components for automobiles like ABC company is no
exception. In response to this, ABC company has planned 8 supervisors and 3 managers of
its employees to undergo training to cope with the escalating demand for updated new
products. However, problems begin when identifying where the training should happen
and whether this training should be done locally or abroad in the presence of its mother
company in Japan. Sending 11 employees abroad for 2 months will leave the company with
issues of lack of manpower and excessive expenses. Meanwhile inviting technicians and
having the training happen here in the Philippines will put a lot of burden and
responsibilities on the employees, especially on those who will be sent to training. The
ABC Corporation must then establish a systematic approach for training that will work best
for the corporation whilst not incurring excessive costs on the corporation’s finances.

IX. Recommendation
Among the three (3) suggested alternative courses of actions, the first alternative
course of action is the best which is for the ABC Corporation to establish a systematic
approach regarding their training needs. By simply suggesting that employees be sent out
or for technicians to be invited, this shows how the corporation lacks the correct approach
towards training. The corporation then must first establish a systematic approach in order
to identify the training program that they will be implementing. Furthermore, while they
are working on a systematic approach towards training, the vice president for finance must
create a budget proposal that will be sufficient to fund the training. The corporation may
be undergoing cost-cutting, but training must not be compromised as developing the skills
of employees in order to keep up with technological advancements, especially in the
industry they are in, will give them a competitive advantage over other competitors.
Redesignating tasks to employees may not only cause employees to complain with
sudden changes among task delegation but also require training which must be supervised
by managers and supervisors. The conflict between HR manager and vice president for
finance would also persist given that tasks are being redesignated within the company for
the select managers and supervisors to be able to train in Japan. Setting a formal meeting
to discuss ideas amongst managers and supervisors may cause further conflict and arouse
rumors within the company. There is no guarantee that the meeting outcome will be well
and solve the issue on how the training will be handled. Furthermore, while it is helpful to
gather suggestions from employees, it is solely the HR department that must handle and
come up with how training should be done.
X. Action Plan
The ABC Corporation is encouraged to establish a systematic approach towards
training first before proceeding to any training programs.

1. The HR Department will be conducting assessment within the company. They may
conduct organizational analysis, task analysis and individual analysis depending on
what they see is needed in proceeding with the training program. (Week 1)
2. The management must then prepare the employees in terms of their attitude towards
the training. They must be prepared not only mentally but also show a positive attitude
before the training. The employees must also be oriented as to why they need to be
trained and be able to make the training meaningful. Not only should they be able to
learn but also practice what they will be learning from the training and receive feedback
as well from how they did. Training then must be properly arranged in order to conduct
a successful training. (Week 2)
3. Employees should be able to apply what they have gained or learned from the training
in their jobs. (Week 3)
4. The HR department must decide how training is to be delivered. In this case, it would
seem more appropriate for the company to mix different methods of training –
presentation method for all the new knowledge on the updated technology, hands-on
training for interactive learning and direct application of what they’ve learned, and
group building method to help employees become more comfortable working with the
rest of employees. (Week 4)
5. All the training that was done must then be evaluated – the value of the output that the
employees show before and after training would be the basis for evaluation. This would
show whether the training was effective or not and if there would be any need for even
more training. (Week 5)