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4).The company should have a good way of evaluating training and customer satisfaction measurement. As Mobilezone and United Mobiles are small to medium size organisations, they can adapt measurement methods which are easy and cost effective and which can be done without stoppage of any business operation. This could be done by staffs itself who are well trained and whose skills are developed. This will let company recognise the employee and customer needs and requirements and will also help in identifying the areas which need improvements.

5).The working environment of the organisation also affects the nature of the services. It is the manager's responsibility to keep employees' morale intact, solve their problems, resolve issues concerning working environment, conflicts, etc. There should also be recognition and reward for employees who contribute to customer satisfaction. Advantages of doing this include high morale and motivation of employees.

6). There are many designs, models and types of structures that both organizations can adapt according to their need, requirement, type and nature of business and other factors. Increasing globalization and are forcing companies to restructure from rigid bureaucracies to leaner and more flexible designs. This type of organization is highly adaptive and innovative, but requires more sophisticated managerial capabilities and employee skills to operate successfully. Organization should change its structure and adapt the culture according to the training needs in order to generate the benefits from the training process to its maximum.

7). Organisations should develop a learning culture which responds quickly to the ever changing environment in order to thrive in the economy. Employees must be trained to be familiar with the changes and anticipate the customer needs. Change process should be implemented steadily and systematically and employee involvement should be encouraged. Lewin's change model can prove helpful in managing difficult change processes. This model emphasises on the importance of unfreezing the existing rigid behaviours of the organisation and their environments; then introduction and implementation of the new ones, and when employees feel easy with the new processes, freezing this new behaviour. Company may face resistance. The only way to replace an old pattern is to launch a new one that shows better results and proves to be more satisfying than the older one.

8). The organizations have to understand the need for evaluation. A number of evaluation models exist, the majority concentrating on what are described as the levels of evaluation. Probably the best known, and certainly the most practicable, is the four levels model of Kirkpatrick, which is used in measuring the training effectiveness. This model of evaluation is divided into four levels: Level 1 is reaction in which it is evaluated how the participants responded to the training program. Level 2 is learning in which it is observed that to which extent participants improve skills and knowledge as a res本论文由英语论文网提供整理，提供论文代写，英语论文代写，代写论文，代写英语论文，代写留学生论文，代写英文论文，留学生论文代写相关核心关键词搜索。