An Introduction to Training and Development
Training is the process of increasing knowledge and skills for doing a particular job. It is an organized procedure by which people learn knowledge and skills for a definite purpose. In other words, training is systematic program of the organization aims at increasing the aptitudes, skill and abilities of the worker to perform specific job. By training the employee can acquire new manipulative skills, technical knowledge, problem solving abilities etc.
According to Edwin B Flippo, “Training is the act of increasing the knowledge and skill of an employee for doing a particular job”
The main purpose of the training is to bridge gap between job requirements and present competence of an employee.
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Thus, when the business wants to achieve success, training is to be provided to employees. Training enables the employees acquainted with jobs and also to increase their aptitudes and skills and knowledge. Training helps is to constantly remind the employees the value of the company. Its goal and achievements. By doing so, employees become loyal and will do their best for the benefit of business. Training programs are also essential so that employees can cope with the changing modern world. It makes newly recruited employees fully productive in the minimum of time. The main purpose of the training is to bring about improvement in the performance of the …show more content…
Assessment of training needs
A training programmme is launched only after the training needs are assessed clearly and specifically. The needs are identified through an analysis of the entire organization. Its operation and human resource available. Training needs are identified through the following types of analysis;
• Organizational analysis
• Operations analysis
• Man analysis
II. Training and development objectives
Once training needs are assessed training and development objectives must be established. Without clear set of goals or objective it is not possible to design a training and development program.
III. Designing training policy
After deciding the objectives the next step is designing an appropriate training policy. It consists of rules and procedures concerned with training. Which includes;
• Results expected
• Type of training needed
• The time and place of training
• The training priorities
• Remuneration to be paid to employee for training
• The outside agencies to be associated with training
IV. Designing training programme
Once objectives and policy of training is determined, the next step is to design an appropriate training program
V. Fixing the responsibility of
However, before a hired employee enrolls in a training program, they must go through orientation. Orientation provides new employees with the information they will need to succeed in a company (Woods 163). Orientation helps reduces the stress of beginning a new job, gives an overview of the business, and provides the employees with the expectations within the workplace. After orientation, the employee will begin training. Training is specialized to the position that the new employee is about to enter. Training should encompass the knowledge and skills that one should know to be able to complete the day-to-day tasks. For a training program to be successful, it should include the following
The training program should be designed which covers all of its employees and they need to identify which part of its organization is bad need of training and they need to start designing its training program from that part. This training program should need support from superiors, trainers and trainees.
Design elements are important for effective learning and transfer of training. Noe (2013) explains “…for learning and transfer of training to occur, training programs need to include meaningful material, clear objectives, opportunities for practice and feedback, learner interaction, and a supportive work environment”. Furthermore, Noe (2013) explains there needs to be an effective training program that maximizes learning and transfer of training for the trainee.
(d) The importance of objectives to be achieved (for both the trainee as well as the trainer organization). (e) Possibility of achieving behavioural objectives in the light of a trainee’s characteristics and available physical features. 2. Trainees’ background: The lesson has to be delivered to the trainees. So, they must be taken into consideration while planning the lessons for them.
The training and development of employees in William Hill is imperative for the performance or the company as they are in a competitive market. William Hill has to inform workers to be aware of surroundings in the area that they work. Training and Development Training Training is essential for both employees and employer if they want to be effective within the organisation and also for a company like William Hill to stay competitive within their market. The reason why training is important to employees is to enable them to achieve their maximum potential in their current position, it is needed also to develop them to create further opportunities within the organisation because employees are likely to be better educated and become multi-skilled. Training should be ongoing within William Hill in developing the employee’s skills within the business.
Training and development is essential to employee’s retention, loyalty and overall satisfaction. When employees feel there is opportunity within a company and diversity leading the way employees pride and productivity is enhanced.
The difference between high performing companies and all other organizations is the degree to which training is integrated into company culture and strategy. Despite less time was given for formal training, the employees were benefiting more. This is due to the environment of continuous learning in which nontraditional training opportunities were offered and encouraged. Another important factor is linking strategy and training. Training is considered an investment for the organization because it is potentially a company’s most critical asset.
-Training: understanding the job well enough to know who to hire and how well they are doing.
According to Mathis and Jackson (2003) referred to the definition of training and development. It can be known that these behaviors are designed by the organization. In order to improve the performance of staffs. Training and development contain a large number of educational techniques and programs. “Training can consist of on-job training, off-job training, formal training, skill
There are four areas that need to be analyzed in order to develop a solid training program: analyze the demands of the sport, understand
A CPD training planner should identify to ensure continuous flow of events to avoid repetition of the similar topics during CPD activities. It also important that the CPD activities is cost effectiveness. Funding for staff development should be allocated by departmental heads in the planning of the yearly budget. The course organizers should ensure a reasonable fee is charged when organizing courses. Whoever is organizing courses should look into the costs so that the everybody can afford it.
Approaches to Training and Development. Cambridge, MA: Perseus Group, 2003. Print. The. Locke, Edwin A., and Gary P. Latham. New Directions in Goal-Setting Theory.
The HR manager can use the five step analyze, design, develop, implement and evaluate (ADDIE) training process to introduce a program that will be effective. There will be strategic training needs analysis to train employees to fit future jobs. Current needs analyses train current and new employees. Task analysis identifies specific skills training needed. The HR manager after the analysis the designs the training program with its objectives, delivery method and program evaluation. Then the manager will implement the training with on the job training where the person learns while doing the job and , apprenticeship training where the employee becomes skilled while having formal and on the job training. There can be formal lectures, programmed learning, audiovisual training and use of electronic media training
To combat these and other issues that can arise due to a lack of training, the development of a training program will wan...
On the basis of the identified needs, we can set goals on when to develop those skills, what are our intended results and the strategies to achieve them. My personal and professional development plan on the basis of the identified development needs is as follows: