Training & Development.docx

8/14/2019 Training & Development.docx

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Introduction

Do you think you know everything there is to know about anything? Would you be able to run a

forklift? How about a cash register? Or what about a french-fry maker? Regardless of the job

there is always something to learn. So, once employees are hired the next step is that they should

know what to do and how to do it. Thats the purpose of orienting and training employees. Lets

start with orientation.

Orienting Employees

Employees Orientationprovides new employees with the basic background information they

need to work in your company such as information about companys rules. At a minimum

orientation should accomplish for things.

Figure 1


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First, the new employee should feel welcome and at ease.

Next, he should understand the organization in a broad sense. Including its past, present, culture

and vision of the future.

Third, as well as the key facts, such as policies and procedures, the employee should be clear

about what is expected in terms of work and behavior.

And Finally, He should begin the socialization process of understanding the firmsway of acting

and doing things.

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It might seemed very routine, but dont under estimate the importance of orientation, without

basic information about rules and policies new employees may make time consuming or even

dangerous errors. Furthermore, orientation isnt just about rules, its also about making the new

person feel welcome and at home and part of the team and immediately after orientation, training

should begin.

Figure 2


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Training

Trainingmeans giving new or present employees the skills they need to perform their jobs, this

might mean showing new web designer structure of your site, telling a new sells person how to

sell your firms product or showing a new supervisor how to fill out the firms weekly payroll

sheets . The current job holder might simply explain the job to new hire or at the other extreme

you might schedule a process of several weeks including class rooms or online instructions.

Remember, just having high potential employees doesnt guarantee that theyd succeeded.

Instead, they must know what you want them to do and how you want them to do it. If they

dont, theyll improvise or do nothing productive at all. In fact, training has an impressive record

of influencing organizational effectiveness. Scoring higher than appraisal and feedback and just

below goal setting and its effects on productivity.

Training and Development Process

So, letslook at the steps of training and development process.

Training Program typically consists of five steps;

The First, or needs analysisstep, identifies the specific job performance skills needed, assess the

perspective trainees skills and develops specific measurable knowledge and performance

objectives based on any deficiencies. How you analyze training needs depends on whether you

are training new or current employee. Main task in analyzing new employees training needs is to

determine what the job requires? And then break it down into separate tasks that you then teach

the new employee. On the other hand, analyzing current employees training needs its more

complex. Since you must first decide that the training is the right solution to the problem. For

example, performance is down because maybe person is not motivate and not because she/he


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needs training. Once youve decided to train employees and have identified their training need

and goals, next step is to design a training program.

So, in the second step instructional design, you designs the training program content and how to

deliver it. Some employers create their own training program content, but there is also a vast

selection of online and offline content packages from which to choose. There are also various

delivery methods such as on the job training, audio visual training, stimulated training and

computer based training.

You might have a third a validation step in your training process, where you work the bugs out

of the training program by first presenting it to the sample audience, this helps guarantee that the

training would be affective.

Fourth Step of Training and Development Program, is to implement the Program by actually

training the targeted employee group.

And finally in the fifth or Evaluation Step of the training, managers asses the program successes

or failure. There are basic issues to address when evaluating training program. First, the design

of the evaluation study. The second issue is what should we measure? In evaluating the training

Program the first question should be how to design the evaluation study? Controlled

experimentation is the evaluation process choice. A controlled experiment uses both training

group and a controlled group that receives no training. You will obtained data, both before after

the groups exposed to training and before and after a corresponding work period in a controlled

group. This lets you determine whether any changes in performance in a training group actually

resulted from the training, rather from the some organizational wide change like a raise in pay

that would have effect the employees in both group equally. However, although controlled

experimentation is the recommended evaluation design, in practice few firms use it. Most usually


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measures the trainee job performance before and after the training. But, what exactly you should

measure? Well, there four basic categories of training outcomes.

First, managers may measures the reaction of the training program. Did they like the program?

Did they think it was worthwhile? In fact, your reaction to training probability measured every

semester when you complete your student evaluation forms

Next, Manager may try to measure what trainees have actually learned. Teachers do this several

time throughout the semester by giving exams and homework assignments. They are trying to

determine whether the students are learning martial presented in the class.

Manager may also attempts to measure behavior changes for example our employees in the store

complaint department, more odious towards disgruntle customers after having complete

customer service training program and

Finally, managers may tries to measure results, for instance, did the number of customer

complaints decrease after the training or did the percentage of calls answered with the required

greeting increase. Regard less of the content, delivery or evaluation methods you choose.

Todays, emphasis on measuring the impact of Human Resource Management makes it curtail for

managers to make right training decisions. Potential is one thing but performance in another.

Even high potential employees cant do their jobs if they dont know what to do or how to do it.

So, employees must be trained because, lets face it! We dont know everything 07:19

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