Essay On Training And Training Process

TRAINING/LEARNING PROCESS

When an organization is growing, training and learning becomes a vital part of the growing process. In order for employees to continue to perform their jobs effectively and successfully they have to grow and learn along with the company and their positions. The training and learning process has to be implemented properly so that employees are receiving the up to date skills that are required for their positions. A training needs assessment should be performed to find out if training is the best solution to meet the company’s goals and to improve employee job performance. If training is needed the type of training has to be chosen and introduced to employees. The company will then measure the success of this training to ensure that it is the most effective type of training to achieve their overall goals.

ASSESSMENT PROCESSES

Motors and More, Inc. will be utilizing three training needs assessments, organizational assessment, occupational assessment and individual assessment. The organizational assessment will be used to evaluate the organizations performance level. Through consultations with key employees, records and reports we will determine what skills, knowledge and abilities the company needs. Occupational assessments will help to identify how and which positions have existing discrepancies or gaps. Through focus groups, assessments and surveys we should be able to gather the information needed to examine new ways to do work that will eliminate any discrepancies or gaps. Individual assessments will be conducted to analyze individual employees.

This will give us an understanding of what employees need to know and possibly be trained on to perform their jobs. Direct observation and work ...

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...ore and technical competency requirements. Identifying the talent pools is the third step. This involves analyzing and utilizing current employees opposed to creating new positions or hiring new employees. The fourth step is to develop succession strategies; this will involve identifying recruitment, retention and development/learning strategies. Implementing the succession strategy is the fifth step. In this step of the process recruitment, retention and development/learning strategies will be implemented. This step also involves communication planning and determining and applying measures of success. Monitoring and evaluating is the sixth and final step. This step includes keeping track of those selected from the talent pools, examining satisfaction surveys and evaluating feedback to changing requirements and needs (Henderson J., 2006, pg. 10).