The essay builds on the Training Needs Assessment proposed by Lexington firm which specializes in human resource training and advisory to clients in need. The development of the training is prompted by the outbreak and spread of COVID-19 that has caused unprecedented effects in the operations of organizations. COVID-19 has disrupted the day-to-day operations of organizations in different sectors prompting the organization to seek professional expertise, advice, and guidelines on how to conduct their operations. The preparations for Return-to-Work (RTW) plans presents numerous challenges in reducing liability, increase compliance in the workplace, keep employees safe, provide a safe environment, and prevent the spread of the coronavirus in the workplace among the employees. The implementation of RTW presents a myriad of challenges and difficulties in complying with all the set standards of successfully integrating the employees back in the organization and sustaining human resource requirements in the workplace than adopting Work-From-Home protocols. Therefore, the essay analyzes potential training outcomes, expected performance, and assessment performance gaps that justify the incorporation of the programs. Hence, set course for the resumption of work and influence employees to remain vigilant and committed to high functionalities and performance.
Outcome 1: Safe Environment in the Workplace
The training program for RTW primarily focuses on establishing a safe environment in the workplace amid the continuing spread of the COVID-19 virus. The training program provides the necessary measures in which the employees are bound to be informed in handling themselves when resuming to the workplace (Frost, 2019). In the first instance, all employees will be subjected to mandatory testing of the COVID-19 and continued surveillance and vigilance of the coronavirus symptoms in any of the employees. This allows the employees to understand the seriousness of the matter and the company’s devotion to keeping them safe. The second instance will follow the training of the employees to maintain a social distancing of 1.5 meters at all times in the workplace. Installation of hand sanitizers and disinfectants at every station will be provided to ascertain continuity in safety measures. This will train employees to cope with the physical distancing and how to communicate in the workplace. The training aims at enabling the employees to operate effectively and maintain their spirits despite physical distancing. The change in shifts to accommodate social distance will be provided as a measure that results in the creation of sufficient space (Shaw, 2019). The change of every shift will see disinfection exercise conducted in the workplace to enhance the safety for the next lot while the other take-home assignments to complete.
Outcome 2: Motivation and Building of Employee Morale
The training outcome is focused on retaining high spirits and morale of the employees in the workplace despite the challenges being experienced in the implementation of RTW protocols. The outcome will be based on minimizing the hours an employee is required to remain in the workplace (Shaw, 2019). That is, the use of shifts is necessary to allow the employees to have enough time to deal with both personal and work challenges amid the COVID-19 pandemic. The organization will provide training on how to supply drinks and lunch at the work cafeteria to motivate the employees in having the least worry. Also, access to all necessary provisions such as water, coffee, snacks, devices, among other equipment in the workplace will be made more efficient. The outcome as well will build the internet connections for the employees in their respective homes to allow continuity of work from their houses. The training will focus on facilitating the employees’ interchange between the workplace and home, as well as, change shifts (Simplify Training, 2020). Therefore, workload delegation will be fair and attract high rewards for overtime work.
Outcome 3: Elimination of Fear Among the Employees
The psychological conception of the COVID-19 pandemic and its impacts on the employees will be a major component of the training. This is critical to eliminate fear among the employees in the workplace. The capacity to build confidence is informed by taking deliberate measures such as the installation of air conditioners to such the air from the room to the outside. Installation of water points, the supply of soap and hand disinfectants in the workstations, and the creation of online groups to allow virtual communication among the employees is vital to keep them calm and sane. Moreover, assuring the employees of their safety in the workplace is vital to building trust and confidence in the safety measures taken by the organization (Rice University, n.d.). This will see vast renovations implemented to comply with the set standards in making the workplace a safe environment. As a result, the dedication of the organization to train employees on how to handle themselves and commitment to their safety is a major component resulting in the elimination of fear. Therefore, the training culminates in maintaining low-risk levels as employees are regularly monitored to ensure safety for all.
The employees are expected to comply with the set of protocols and standards of operations in the workplace. Respective individuals will have the mandate to help achieve the training outcomes in the workplace. For instance, social distancing is expected to be made possible following the installation of hand sanitizers, disinfectants, masks, water points, among other measures in the workplace. The respect for the set standards will enable employees to use their work stations with a 1.5 meters’ distance and communicate using various channels and devices in the workplace (Frost, 2019). During shifts change, employees are expected to make it convenient for the incoming lot to be comfortable and safe while in the workplace. Individual responsibility is the key to making COVID-19 related training in workplace success. That is, aggressive and proactive measures are key to the realization of the expected performance whereby employees report suspicious cases. The results of continued vigilance in the workplace will result in the performance of the employees (Shaw, 2019). Therefore, with minimal hours (six maximum) in the workplace, the employees are encouraged to build morale, commitment, and competitiveness to emerge the most performing individual. Consequently, acquire the rewards offered to encourage high performance in the workplace over the COVID-19 pandemic period.
The onset of COVID-19 and government regulations and standards policies and responsive measures highly disrupted the workplace functionality. The performance gaps revolve on the need to follow and comply with these standards and maintain business continuity and competitiveness in the workplace. The performance gaps are illustrated in balancing the operations and safety of the employees in the workplace (Simplify Training, 2020). The use of shift schedules will enable increase the distance between respective employees in the workplace. The use of virtual meetings and communications channels will allow employees to avoid physical contact. The implementation of the disinfection of the workplace after every shift fills the gap in the potential threat that may build as a result different individuals changing positions. The mandatory testing provides a sense of guarantee and assurance that the employees in the workplace are COVID-19 free. The psychological perceptions of the virus are transformed through training and assurances in the workplace. The offering of rewards and minimizing working hours fill the gap of morale and motivation (Rice University, n.d.). The control of entry and exit points into the work premise is vital to eliminate any vulnerability point in the workplace that may lead to the virus finding its way in the workplace (Shaw, 2019). Furthermore, the training is offered to build understanding and engage the employees in preventing and mitigating the spread of the coronavirus in the workplace.