Comfort Transport Pte Ltd Industrial Challenges, Business Goals, And Training Needs Analysis

Industrial Challenges Faced by Comfort Transport Pte Ltd

Question:

Discuss about the Industrial Challenges of Comfort Transport Pte Ltd.

The report argues over the industrial challenges that the organization faces as a whole. The Comfort Transport Pte Ltd is the Singapore cab services that have been established in 1970 and the motive behind this cab service was to provide the drivers with a better lifestyle and enhancing the job opportunities within the company. The business goals of the company are discussed using the SMART technique and challenges of industry are also mentioned. Thereafter the training need analysis has been focussed by paying attention to the organizational, functional and individual training needs. After that, the learning outcomes of the report will be discussed keeping in view the training needs analysis followed by a conclusion.

In Singapore, the dynamism in the taxi industry had occurred and the industry is facing the changes to the great extent as per the Land Transport Authority (LTA). The authority is the view to launch the private-hire taxi services like that of Ola and Uber. The demand of taxi has been increasing and the Singapore taxi services have suppressed the on-demand transport which comprises of around 30,000 vehicles. The private taxis in Singapore like Ola and Uber have increased in these past 3 years and approximately 10,000 vehicles are under such new entries in the taxi services and transport industry (Auyong, 2016).

The Comfort transportation Pte Ltd was established in the year 1970, commonly known as “Comfort”. It has been denoted as Worker’s-operative commonwealth limited and the aim of the company is to benefit the taxi drivers with the professional and happy life. The goal is to satisfy the employees and create the job opportunity in Singapore and let the service provider and driver lead a generous life. Initially, the company started with 1,000 Morris Oxford and in the present scenario, the company owns around 10,000 taxis (Cdgtaxi, 2017). The business goal could be flourished by undertaking the idea of challenges that the industry might face and shaping these goals using the SMART technique (Mindtools, 2017).

• Specific: The set goal needs to be specific and focus should always be on the vision that has designed and accordingly the success and development are The employee satisfaction and enhancing job opportunity is the business goal than this will automatically lead to progress of the business (Jason & Elpert, 2017).
• Measurable: The goals that are set should be measurable so that the success could be evaluated and the things that incorporated the development are retained for the future growth and set the high target to achieve the goal (Rowe et al, 2017).
• Attainable: The business goal that has been set should not be vague or virtual it needs to be real, challenging but achievable (Burdina, Hiller & Meta, 2017).
• Relevant: Business goal set up by Comfort should be relevant to the stream and related to the trend that has been prevailing so that active measures could be taken to achieve the business goal.
• Time Bound: For every organization, it is necessary to set the goal which is time-bound and timely the higher business goal need to be set up so that development continues with the higher pace (Halt et al, 2017).

In order to flourish in the taxi business and expand the business at the next level, there is a need to organize the appropriate training session. Training in the organization is necessary at all the levels, from the low-level workers like driver till the managerial level need to have the training so that the organization could flourish (HR survey, 2017).  For conducting the organisational training there is the need to have the focus group that collectively gathers the information and defines the training in the widen area. The pros and cons of such method are under quoted:

Business Goals of Comfort Transport Pte Ltd

Pros

The use of focus group represents the population in the distinguished manner.

The maximum information is gathered and exchange of ideas takes place.

Cons

High cooperation is required and at times difference in ideas results in the situation of conflict.

The group require high qualified and crucial people and the selection process might bother the other members in the organisation.

Functional training is not always in the context of physical fitness and exercises that have been performed by the person on the daily basis. The functional training helps to provide strength and mobility that is needed in the life of an individual (TRX training, 2017). For conducting the functional training the observation method of data gathering is used. It analyses the work that is processing and what output does it yielding out. Observation technique is considered to the authentic and reliable as it is first hand experienced. The observers are having keen knowledge and they are highly skilled and keen to gain information. Certain pros and cons of the observation technique are quoted as under:

Pros

The observation helps people to work hard and get devoted towards their job.

The observation is simple and consumes less time and simultaneously it is cost effective as well.

The safety measures are taken that motivates the employees and contributes in better working conditions.

Cons 

The training is given in the group so the individual focus is not paid which might not be able to develop the individual skills.The observation method has its own terms and conditions and creates its own science. The actual scenario is such that no science is actually been used and in order to implement marketing plan the fancy words are been used that does not contain any relation with science (Functional fit mag, 2017).

Individual training needs analysis

In the individual training, the need of individual is analyzed and accordingly the training is been provided to them to groom up the personality. The actual performance of employees are identified and compared with the standard and the place where the person is lacking is figured out and work upon it to improve the quality and sense the hidden potential that the person possesses (Kumar, 2016). In order to gather information for individual training the interview method should be adopted along with the survey questionnaire. the interview helps in gaining the data face to face and it is fast processing that is time and cost saving. Through the interview technique mindset of the employees are easily gathered and their viewpoints could be considered as well. In the survey questionnaire certain hidden things could be known in terms of eth employment strategies and about the organisational environment and information from the employees could be collected and thereby they could be analysed and evaluated accordingly. The pros and cons of the above mentioned subjects are briefly quoted below:

Pros

The interview method helps the employee to speak up openly and share their opinions.

Lead to healthy interactions between the employer and the employee.

The survey questionnaire method easily collects the information of broad population.

The cost efficiency is there in survey questionnaire method.

Training Needs Analysis

Cons

Interview technique is used only when the specific information has to be collected.

The big projects and large survey cannot be done using mere interview technique.

The results in survey questionnaire might not always be reliable.

Also in the survey questionnaire the data gets manipulated.

The learning derived from the above content is based on training needs analysis i.e. organization, functional and individual analysis. The organizational training is important so that the development and acceptance of dynamism take place appropriately by the employees and they become adaptable to the external changes. From the functional training, the fitness and health consciousness has been focussed along with the knowledge, skills, and abilities that the person possesses. The employee’s activities are always monitored and so that discrepancies could be market and corrective actions are immediately taken.  Finally, the individual analysis has been learned that specifies the improvisation of individual activities and hidden talent is groomed up by monitoring the activities of each person. This method is time-consuming and cost effective but the result of such training is better than anything else.

Conclusion

Hence, from the above report, it could be cultivated that to enter into the new field like Comfort Transport Pte Ltd the business goal has been designed keeping in view the challenges that the industry is likely to face and criteria used to define the goal is SMART technique. After that, the training needs analysis is focussed over where the organizational, task/functional and individual training needs are elucidated along with the brief discussion followed by pros and cons of each training needs and implementing the training tact after analyzing and evaluating the same.

References

Auyong. H. (2016). Coping with technological disruption in the taxi industry. Viewed on 7^th November 2017. https://www.todayonline.com/singapore/coping-technological-disruption-taxi-industry.

Burdina, M., Hiller, R. S., & Metz, N. E. (2017). Goal attainability and performance: Evidence from Boston marathon qualifying standards. Journal of Economic Psychology, 58, 77-88.

Cdgtaxi. (2017). About us. Viewed on 7^th November 2017. <https://www.cdgtaxi.com.sg/aboutus_profile.mvn?cid=6544652>.

Functional fit mag. (2017). Pros and cons of cross fit. Viewed on 7^th November 2017. <https://www.functionalfitmag.com/blog/2011/11/29/crossfit-part-1-pros-and-cons/>.

Halt Jr, G. B., Donch Jr, J. C., Stiles, A. R., & Fesnak, R. (2017). Achieving Success Stage. In Intellectual Property and Financing Strategies for Technology Startups (pp. 81-86). Springer International Publishing.

HR survey. (2017). Need analysis: how to determine training needs. Viewed on 7^th November 2017. <https://www.hr-survey.com/Determining_Training_Needs.htm>.

Jason, C., & Elpert, L. R. (2017). Goal Setting: Effective Strategies to Plan for a Successful Career. In Hospital Medicine (pp. 45-53). Springer International Publishing.

Kumar. A. (2016). Beginner’s series: in-depth training needs analysis at 3 levels-part 3. Viewed on 7^th November 2017. <https://blog.commlabindia.com/elearning-design/training-need-analysis-at-3-levels>.

Mindtools. (2016). Golden rules of goal setting. Viewed on 7^th November 2017. <https://www.mindtools.com/pages/article/newHTE_90.htm>.

Rowe, D. A., Mazzotti, V. L., Ingram, A., & Lee, S. (2017). Effects of Goal-Setting Instruction on Academic Engagement for Students At Risk. Career Development and Transition for Exceptional Individuals, 40(1), 25-35.