A1 Fashions is one of the leading America multinationals that engage itself in designing, developing, manufacturing, and carrying out global marketing for its products. A1 Fashions is highly engaged in the sale of footwear, apparel, sports accessories and services as well as different equipments. The multinational has its headquarter situated in Oregon, in the United States (Caro &Martínez, 2015). Additionally, A1 Fashions happens to be one of the world largest suppliers of athletic shoes as well as athletic apparel and also happens to be a key manufacturer of sports equipment globally.
Mission statement of A1 Fashions
The mission statement of A1 Fashions states as follows. A1 Fashions strives to be the worldwide leader in the sporting industry with sports and apparel brands that are build on passion for sports combined with a sporting lifestyle. A1 Fashions is committed to continuously strengthen its sports and other services brands as well as improving its products for purposes of improving out competitive position in the market.
A1 Fashions vision statement is to enhance both social as well as environmental performance of the company and its supply chain, thereby improving the lives of the people working in the company as well as that of the customers served by the company.
A1 Fashions offers different products and services to the customers that it serves across the world. Firstly, the company offers sports equipment to its customers across the world. A1 Fashions offers a broad range of sports equipment with its most sold product being track running shoes. Currently, the company is engaged in the production of sports shoes, shorts, jerseys, base layers and cleats for a broad array of sports. These products are made for sports like track and field events, ice hockey, baseball, tennis, soccer, basketball, cricket and lacrosse (Caro &Martínez, 2015).
Additionally, the company is also engaged in the production of street fashions with its distinctive L saves logo quickly being termed by a number of clients across the world as a representing a status symbol. The street fashion is greatly used in urban fashion as well as hip-hop fashion as a result of its links to sports success. A1 Fashions clothing has been termed as the staple for mainstream American youth fashion especially its tracksuits, baseball caps, shell suits, and a number of its truck and running shoes (Caro &Martínez, 2015).
A1 Fashions has a number of strategic goals. Firstly, the company aims at expanding its operations to different places of the world with a key focus being its expansion to a number of African countries (Forgatch, Patterson, &Gewirtz, 2013). Additionally, the company aims at coming up with products that appeal to its customers as well as improving its customer services by improving on its responses to the complaints given by its customers. Again, the company plans to improve the quality of its track events equipments for purposes of improving their durability and the comfort experienced by its customers (Caro &Martínez, 2015).
Need for the training program
Over the last couple of years, here have been complaints raised by different customers served by the company regarding the quality of products offered by the company. Despite their being the possibility of counterfeit goods being produced and availed to the market, the way in which the complaints were addressed did not meet the expectations of the customers.
On noticing that the company is reluctant in addressing the raised issues, most of them opted to seek for products and services from other companies offering the same product across the world (Caro &Martínez, 2015). Customers lost their trust to the company thus going for other companies for similar products and services. The way in which the customer care desk of the company handled the customers was unexpected thus calling for improvements to be carried out instantly (Forgatch, Patterson, &Gewirtz, 2013). It as a result of this that the training has been organized for all the employees in the company to learn how to deal with customers and prevent it from loosing the much needed customer base from different parts of the world.
As such, it will be in order for the organization to carry out some sort of training that will help its employees to improve on their customer response as well as improving the quality of their products by incorporating the changes proposed by their customers in their production process (Caro &Martínez, 2015). The raining will be geared towards improving the way that customers are handled within and outside the company premises, improve marketing abilities of the company and ensure that all that pertains to customer care is done to perfection to avoid similar problems from being done in the future (Forgatch, Patterson, &Gewirtz, 2013).
The purpose of the training will be to create a pool of readily available as well as to have adequate replacements for that particular personnel who may leave or even move up in the organization. The training is also made to build a more efficient, effective and highly motivated team that will enhance the competitive position as well as improving the employee morale thus improving the way that they handle their customers (Caro &Martínez, 2015). The training is also made to make sure that there is adequate human resources for the expansion of the into new programs.
The training is expected to increase the productivity of the company, reduce employee turnover, and increase the efficiency of the company that will definitely lead to financial gains of the company (Caro &Martínez, 2015). The training will also make sure that there is very little supervision carried out when the employees carry out their activities.
How the model will help in preparing the training program
The training model offered will with no doubt make it easy to develop the best training program for the organization. First, following the information provided on each of the phases of the model will make it very easy to design the best program for the organization.
Phase one of the model will help in identifying the gap that is responsible for the problem that needs to be addressed through the training program. Generally, the organization will be used to identify the organizational performance gap that will guide in designing the program. On finding the gap, the cause will be determined and the appropriate syllabus for the training developed for effectiveness and efficiency.
The evaluation phase will be carried out to determine if the design developed for the training is effective and if any changes are needed to make the program more effective (Grohmann, &Kauffeld, 2013). The evaluation phase will be contacted after every other phase to make sure that all what is developed is important and effective in the whole program. An evaluation should also be done to determine if the identified gap is real or it needs some modification to be done. The evaluation phase will help in evaluating the effectiveness of the program in the organization (Grohmann, &Kauffeld, 2013).
The design phase is also very important, as it will help in coming up with the best training program that will suit the needs of the organization. The design phase will guide those involved in coming up with the best program that will give the organization what it needs to improve on its performance and its relationships with the employees. The design phase will also help in determining how the constraints that phase an organization will be addressed by the training that will be made for the organization (Forgatch, Patterson, &Gewirtz, 2013). Additionally, trying to identify the factors that are required in the training program to facilitate the process of learning and how the knowledge learned will be applied to the organization are very key to the organization and they are only found through the design phase. Understanding these factors will create the most important guidelines that will demonstrate how the training for the organization will be carried out (Grohmann, &Kauffeld, 2013).
The next phase will be used to develop the guidelines provided by in the design phase to the real program. The development phase will be used to combine all what has been stated in the design phase to reality and come up with the best possible training program for the organization (Grohmann, &Kauffeld, 2013). The development phase is very important as it makes the developers of the program to best understand the different elements that are needed in meeting the objectives of the training program. The development phase will guide in applying all the needed inputs into the program including the content to be trained, the instructional methods to be applied in delivering the content, the materials to be used, the media to be used for communication as well as the materials, and the manuals for the whole training process.
On finishing the development phase, all the other previous phases are brought together to form what is known as the implementation phase. This phase as put by the model is important as it will help in understanding the effectiveness of the whole training program. The developed program is tested for its effectiveness in the organization. It is through this phase that the key areas of the training program that needs to be improved are identified thus making it very important in the whole process (Forgatch, Patterson, &Gewirtz, 2013). The phase also makes it easy for those involved to identify the specific parts of the program that may be out of context and that which may not be relevant to the whole program.
From the model provided, the only change that is needed is that of placing the evaluation phase just after the analysis phase. The reason for this change is that it is important to make evaluations of all the processes that are done towards developing the training program (Grohmann, &Kauffeld, 2013). As such, there needs to be an evaluation from the time that a problem is identified to that particular time when the program is implemented. The model does well in all the other phases thus making it worth to be followed in developing an effective training program for the organizations.
Caro, F., &Martínez-de-Albéniz, V. (2015). Fast fashion: business model overview and research opportunities. In Retail Supply Chain Management (pp. 237-264). Springer US.
Forgatch, M. S., Patterson, G. R., &Gewirtz, A. H. (2013). Looking forward the promiseof widespread implementation of parent training programs. Perspectives on Psychological Science, 8(6), 682-694.
Grohmann, A., &Kauffeld, S. (2013). Evaluating training programs: Development and correlates of the questionnaire for professional training evaluation. International Journal of Training and Development, 17(2), 135-155.