0
Training is one of the most profitable investments an organization can make. No matter what business or industry you are in the steps for an effective training process are the same and may be adapted anywhere.
If you have ever thought about developing a training program within your organization consider the following four basic training steps. You will find that all four of these steps are mutually necessary for any training program to be effective and efficient.
STEP 1: ESTABLISHING A NEEDS ANALYSIS.
This step identifies activities to justify an investment for training. The techniques necessary for the data collection are surveys, observations, interviews, and customer comment cards. Several examples of an analysis outlining specific training needs are customer dissatisfaction, low morale, low productivity, and high turnover.
The objective in establishing a needs analysis is to find out the answers to the following questions:
- "Why" is training needed?
- "What" type of training is needed?
- "When" is the training needed?
- "Where" is the training needed?
- "Who" needs the training? and "Who" will conduct the training?
- "How" will the training be performed?
By determining training needs, an organization can decide what specific knowledge, skills, and attitudes are needed to improve the employee's performance in accordance with the company's standards.
The needs analysis is the starting point for all training. The primary objective of all training is to improve individual and organizational performance. Establishing a needs analysis is, and should always be the first step of the training process.
STEP 2: DEVELOPING TRAINING PROGRAMS AND MANUALS.
This step establishes the development of current job descriptions and standards and procedures. Job descriptions should be clear and concise and may serve as a major training tool for the identification of guidelines. Once the job description is completed, a complete list of standards and procedures should be established from each responsibility outlined in the job description. This will standardize the necessary guidelines for any future training.
STEP 3: DELIVER THE TRAINING PROGRAM.
This step is responsible for the instruction and delivery of the training program. Once you have designated your trainers, the training technique must be decided. One-on-one training, on-the-job training, group training, seminars, and workshops are the most popular methods.
Before presenting a training session, make sure you have a thorough understanding of the following characteristics of an effective trainer. The trainer should have:
- A desire to teach the subject being taught.
- A working knowledge of the subject being taught.
- An ability to motivate participants to "want" to learn.
- A good sense of humor.
- A dynamic appearance and good posture.
- A strong passion for their topic.
- A strong compassion towards their participants.
- Appropriate audio/visual equipment to enhance the training session.
For a training program to be successful, the trainer should be conscious of several essential elements, including a controlled environment, good planning, the use of various training methods, good communication skills, and trainee participation.
STEP 4: EVALUATE THE TRAINING PROGRAM.
This step will determine how effective and profitable your training program has been. Methods for evaluation are pre-and post- surveys of customer comments cards, the establishment of a cost/benefit analysis outlining your expenses and returns, and an increase in customer satisfaction and profits.
The reason for an evaluation system is simple. The evaluation of training programs are without a doubt the most important step in the training process. It is this step that will indicate the effectiveness of both the training as well as the trainer.
There are several obvious benefits for evaluating a training program. First, evaluations will provide feedback on the trainer's performance, allowing them to improve themselves for future programs. Second, evaluations will indicate its cost-effectiveness. Third, evaluations are an efficient way to determine the overall effectiveness of the training program for the employees as well as the organization.
The importance of the evaluation process after the training is critical. Without it, the trainer does not have a true indication of the effectiveness of the training. Consider this information the next time you need to evaluate your training program. You will be amazed with the results.
The need for training your employees has never been greater. As business and industry continues to grow, more jobs will become created and available. Customer demands, employee morale, employee productivity, and employee turnover as well as the current economic realties of a highly competitive workforce are just some of the reasons for establishing and implementing training in an organization. To be successful, all training must receive support from the top management as well as from the middle and supervisory levels of management. It is a team effort and must implemented by all members of the organization to be fully successful.
Wiki User
∙ 9y ago
Training and development typically involve conducting a needs assessment, designing training programs, delivering the training, evaluating its effectiveness, and providing feedback for continuous improvement. These steps help ensure that employees acquire the necessary skills and knowledge to perform their job effectively.
Add your answer:
Earn +20 pts
Difference between training and development and different methods of employee training?
Training focuses on teaching specific skills for current job tasks, while development aims to enhance overall capabilities and prepare employees for future roles. Methods of employee training include on-the-job training, classroom training, e-learning, and simulations. Each method has its own benefits and is chosen based on the learning objectives and resources available.
What are the four steps in Curriculum development process according to Tyler?
The four steps in the curriculum development process according to Ralph Tyler are: 1) Defining the objectives of the curriculum, 2) Selecting appropriate learning experiences, 3) Organizing the learning experiences, and 4) Evaluating the effectiveness of the curriculum in achieving the defined objectives.
What is an inhouse training program?
An in-house training program is a program developed and conducted by an organization for its employees to improve their skills, knowledge, and performance. It is designed to meet the specific needs and objectives of the organization and can cover various topics including technical skills, soft skills, compliance training, and leadership development. In-house training programs can be delivered through workshops, seminars, webinars, on-the-job training, or e-learning modules.
Concepts in human resource development?
Some key concepts in human resource development include training and development programs to enhance employee skills, talent management to attract and retain top performers, performance management systems to evaluate and reward employee contributions, and organizational development initiatives to foster a positive work culture and improve overall effectiveness.
What is ABC definition of situational training?
Situational training is a method of learning and development that involves practicing specific scenarios or situations that an individual might encounter in their role or job. This type of training helps participants apply their knowledge and skills in real-world contexts, improving their ability to handle similar situations when they arise.
What are steps included in the training designing model?
planning,analyze,design,development,implementation
Give you some training and development topics?
definition training and development
Define training and development?
relationship between training and deveiopment
What is a key element of every Individual Development Plan?
Identified training and development opportunities
Who assists AQF in the development of training packages?
whom assists the aqf in training package development
What are three steps on the eightfold path?
The eightfold path in Buddhism consists of Trishiksha, the 'threefold training': (1) Shila (training in moral discipline by avoiding unwholesome actions and cultivating wholesome ones), steps 3-5, right speech, right conduct, right livelihood; (2) Samadhi (training the mind), steps 6-8, right effort, right mindfulness, right concentration; (3) Prajna (development of wisdom), steps 1-2, right view, right intention.
What have learned during your training as development tainee and how did you cope with such training as card dealer?
what is your role as development trainee
What is the definition of skills development?
Skills development is the training and development that the employer provides to his employees in the workplace. It is often construed that only training that is provided by an outside training provider falls within the definition of skills development. The definition also includes on-the-job training provided by the employer.
How training and development affect the employees' morale as well as attitude?
Training and development an affect employees and depending on the type of training received can depend on the impact. For the most part when there is a positive introduction to training and development the employees greatly benefit.
What serves as the foundation for Army training?
Principles of training and leader - development training.
Training and development meaning defnition in human resource management?
Human resources development is the training and equipping people with proper skills. This is development of individuals through training for a specific task.
Thesis on training and development?
The nature and scope of training and development should directly relate to the person's position. If a person is new on the job, it should encompass all of the training necessary to do their work. It should be as narrow or as broad as the position indicates.
