by Yasodha Pathirana
Training should be conducted in a
systematic order so as to derive expected benefits from it
Figure
01 - Systematic Training Model
Identify Training Needs
The first step in
developing a training program is identifying and assessing Training needs. It helps
to determine which teams or employees need training, what training they need,
and the best ways to deliver it. Training needs assessment is the process of gathering data to
train employees in order to meet organizational needs. Training needs analysis
is required when there are changes in the system or in the work, when new
technology is introduced, when new government’s standards are introduced, when
there is decline in the quality of work or performance, when there is lack of
skills and knowledge and when there is lack of motivation
Plan and design Training Programs
Training
design deals with defining, identifying the objectives and scope, methods and
media to be adopted to deliver the training program. The objective of the
training program is derived from the training needs analysis which involves
what to be done and be achieved. These should be aligned with the mission and
vision of the organization. The design of the training and development should
be done with views and full participation of management, supervisors and
employees
Implement Training Program
Training and Development
implementation is concerned with starting the Training and Development program.
It is the undertaking of the actual training program. The organization will
make sure that the trainers and trainees have reported and are ready to deliver
and learn respectively. The program should also start on time as agreed upon.
Resources such as money, vehicles, teaching aids and learning materials are
provided and are available to be used. The facilities such as classrooms,
furniture, lightening systems, the physical and the general environment should
also be conducive to learning (Mensah & Darkwa, 2016). Under this step the prepared plans
and programs are implemented to get the desired output and employees are
trained to develop for better performance of organizational activities
Evaluation of Training
Evaluation
is defined as the process of determining the value and effectiveness of a
learning program. Evaluation of the training program is necessary to determine
whether the training accomplished its objectives
Evaluation
of learning can be done through assessment and validation tools to provide the
data for the evaluation. Assessment is the measurement of the practical results
of the training in the work environment; while validation determines if the
objectives of the training goal were met. Training must be evaluated in terms
of how much the participants learned; how well they use their new skills on the
job (did their behavior change?) and whether the training program achieved its
desired results (reduced turnover, increased customer services etc.)
Conclusion
Training
and development programs play a vital role in every organization. Training
programs provide employees with the skills and knowledge needed to perform
their roles effectively, resulting in increased productivity and improved job
performance. Training programs foster employee engagement and satisfaction,
leading to higher retention rates and a positive work environment.
Moreover, training programs enable organizations to adapt to technological advancements and industry changes, ensuring their workforce remains competent and competitive. Ultimately, a well-executed training program not only enhances individual performance but also contributes to the overall success and growth of the organization (Explorance, 2023).
References
Armstrong, M., 2006. A Handbook of Human Resource
Management Practice. 10 ed. London: Kogan Page.
Explorance,
2023. Explorance Inc.. [Online]
Available at: https://explorance.com/blog/5-steps-to-creating-effective-training-programs/
[Accessed 2 December 2023].
Indeed,
2023. Indeed. [Online]
Available at: https://in.indeed.com/career-advice/career-development/training-and-development-process
[Accessed 27 November 2023].
Kulkarni, P.
P., 2013. A Literature Review on Training & Development and Quality of
Work Life. ResearchersWorld - Journal of Arts, Science & Commerce , IV(2),
pp. 136-143.
Mensah, A.
A. & Darkwa, P., 2016. Training and Development Process and Employees’
Performance in the “Chop Bar” Industry. Journal of Research and
Development, Volume 3 (1), pp. 34-57.
Muhoho, J.
E., 2018. The Impact Of Training And Development On The Performance Of
Administrative Staff In The Public Sector Organizations: The Case of the
Second Vice President’s Office – Zanzibar. International Journal of Life
Sciences Research, 6(3), pp. 174-191.
Pynes, J.
E., 2004 . Human Resources Management for Public and Nonprofit
Organizations. 2nd Edition ed. San Francisco: Jossey-Bass.
Team, I. E.,
2023. Indeed. [Online]
Available at: https://in.indeed.com/career-advice/career-development/training-and-development-process
[Accessed 27 November 2023].
Yashodha ,
B., 2014. Employee Training and Development: A Conceptual Framework. Journal
of Emerging Technologies and Innovative Research, 10(3), pp. 77-82.
Well written. Have training and development based on the current needs of organizations and being mindful with the current industry trends will provide a competitive advantage. Having a well-established training program will enable organizations to address performance gaps, optimize workforce potential, ensure employee satisfaction, enhance productivity and cultivate self-motivated employees to handle workplaces challenges independently and reduce their reliance on their immediate managers and supervisors. This will lead to significant benefits for companies, some of which are: a competitive edge over competitors, new policy awareness, enhanced performance using new technologies, leads to employee retention, career advancement opportunities and organizational growth (Chellappa, 2023).
ReplyDeleteTherefore, I totally agree with you.
Reference:
DeleteChellappa S. (2023) 'Importance of Training And Development For Employees: 12 Benefits', Engagedly, 23 April. Available at: https://engagedly.com/blog/importance-implementation-and-benefits-of-training-and-development-program/ (Accessed: 03 December 2023).
Agreed with you. Training and development programs play a vital role in every organization. These programs improve Employee Performance at workplace, it updates Employee Knowledge and enhances their personal skills and it helps in avoiding Managerial obsolescence. With the use of these programs, it is easier for the management to evaluate the job performance and accordingly take decisions like employee promotion, rewards, compensations, welfare facilities, etc. These training programs also help the managers in succession planning, employee retention and motivation. It creates efficient and effective employees in the Organization (Kulkarni, 2013).
DeleteKulkarni, P. P., 2013. A Literature Review on Training & Development and Quality of Work Life. Journal of Arts, Science & Commerce, 4(2), p. 142.
Hi Yashoda,
ReplyDeleteI would like to point out that a practical scenarios in to the theoretical article. A common challenge for HR or Administration is to properly identify the exact training requirement of employees. Since the knowledge and expertise of all peers are in variation this may happen. And given the slight attention to this step is also a cause.
This would affect next steps, that is planning implementing and evaluating. In Implementation a common training program may conduct by the resource person/ consultant at a common speed.
Thank you for adding more information to the article. Yes, agree with you. it is essential to identify employees training needs at individual and organizational level in order to upgrade their skills, knowledge and attitude as per changing environment.
DeleteFurther, the training and development process is a systematic approach to design, develop, deliver, and evaluate training programs to enhance employee skills. Main purpose of the training and developments will be Increase the productivity , Reduce employee turnover , Improve the service quality , Decrease the cost and errors. HRM role not only involves initiating training & Development programs. They also have to make sure that the programs are adequate and useful.
ReplyDeleteYes agree with you Mahesh. If organizations are capable to support all employees in meeting their requirements then both, employees and organizations will get the long-term benefits. Moreover, it is also very important for the organizations to timely evaluate the success of employee training and development program.
DeleteGood article, thank you. Agree in general. Training and development is important to keep developing the competency of employees and ensuring they reach their potential. HRM again pays a critical role but this is also now or should be more a function of the manager him/herself. As it is the manger who knows precisely the performance of the employees and key strengths and weaknesses and knows where help is needed. IT is also the manger who will know in detail the impact after the training or development exercises and best placed to evaluate and assess.
ReplyDeleteAgree with you Sheron. Training and development programs play a vital role in every organization. These programs improve Employee Performance at workplace, it updates Employee Knowledge and enhances their personal Skills and it helps in avoiding Managerial Obsolescence. With the use of these programs, it is easier for the management to evaluate the job performance and accordingly take decisions like employee Promotion, rewards, compensations, welfare facilities, etc. These training programs also help the managers in succession planning, employee retention and motivation. It creates Efficient and Effective employees in the Organization (Kulkarni, 2013).
DeleteKulkarni, P. P., 2013. A Literature Review on Training & Development and Quality of Work Life. Journal of Arts, Science & Commerce, 4(2), p. 142.