Proper
Training & Development program helps to motivate staff to stay with the
company.
Many companies
are struggling to survive and are concentrating on developing efficiency at all
levels of the company and retaining staff with the company. This has triggered
the need to build a high quality and multi skilled work force which is highly
predictive, efficient, and adoptable to change. Due to this reason, most
companies are realizing the importance of training and development as a part of
company plans. (IPM, 2010).
Oluwaseun (2018) said that investing in training and development enables employees
feel more connected, valued, accountable, focused, and part of the team.
Further it has been proven to increase employees’ sense of loyalty and decrease
turnover.
‘Training and
development are the processes of investing in people so that they are equipped
to perform well and are part of an overall human resource management approach
that hopefully will result in people being motivated to perform’ (McDowall
& Saunders 2010 cited in Oluwaseun, 2018).
When
developing successful training & development program, companies can pay attention
to below points explained by Figure 1.0 Strategics Model. (Bohlander & Snell, 2012).
Phase 01 – Companies should run a training need assessment first. The 01st step is identifying organization analysis like recognizing environment, strategies, and resources to determine what training should emphasize. For Example, since the September 11 terrorist attacks on the US, the training of airport security personal has increased substantially. It has also increased for flight crew of airlines and finally, trends in the workforce itself a firm’s training needs. The 02nd step is task analysis that companies should review the Job description and specification to identify the activities performed in a particular job. Eg: Radiologist in a hospital has his own skills and knowledge to position the patient and provide necessary advice. Last step is person analysis which involve determining which employees require training and equally important, which do not. (Bohlander & Snell, 2012).
Phase 02 – Once the training needs have been determined, the next
step is to design the training program. Here companies should identify skills
or knowledge to be acquired and the attitude to be changed. Eg: The stated
objective for one training would be, employees should be able to perform
different job of other teams within 06 months. Also, companies should ensure
that staff have the background knowledge and skills necessary to absorb what
will be presented to them. E.g.: New graduates often have a desire for higher
education & they might have different career goals. And then companies should consider learning
principles like Goal setting, meaningfulness of presentation, Individual
Difference etc. (Bohlander & Snell, 2012).
Phase 03 – Then organizations should decide which training program
to be implemented like On the job training / apprenticeship training /
Classroom Instructions / E- learning / Learning Management System. Eg: If
the material is factual, lecture, classroom methods would be fine. But if it
has large behavioral component, on the job training, computer-based training
methods might work better. (Bohlander & Snell, 2012).
Phase 04 – Soon after the training program, companies can
evaluate. Reaction is one of that evaluation method which company can gather
staff reactions towards the training program. Also testing staff knowledge and
skills after the training program is one of evaluation method. Further by
assessing how staff id going to use learned skills with their job. Finally, ROI
is the final evaluation where company can see company performance/ team
performance. (Bohlander & Snell, 2012).
Reference;
Certificate
Course in HRM, (2010) Sri Lanka: IPM.
Oluwaseun O. O. (2018) employee training and development as a model for organizational success, International Journal of Engineering Technologies, and Management Research, 5(3), 181-189.
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ReplyDeleteHi Dulanjana, adding to your post, employees can benefit from training if they understand how their work fits into the structure, mission, goals, values, and achievements of their company. As a result, employees can become more motivated and excited about their work because they understand how their efforts contribute to the organization's success. As explained by Truitt, (2011), It is the responsibility of training and development professionals to design, implement, and evaluate the effectiveness of their programs in reducing workplace performance disputes and develop motivation
ReplyDeleteHi Dear, Agreed on your comment. When developing a training program, companies should do a training need assessment and then should identify skills or knowledge to be acquired, and then should decide which training program to be implemented and finally should do an evaluation and collect reactions to have a better training program. (Bohlander & Snell, 2012).
DeleteHello Dulanjana, I agree with your post. Training and development is so important to an employee that it would not only assist the employee to succeed but also helps to shape up the future career and the roles and responsibilities (Vinesh, 2014).
ReplyDeleteHello my dear, Very correct. It is also said that proper training and development helps to increase employee's sense of loyalty and decrease turnover. (Oluwaseun, 2018)
DeleteHello Dulanjana. I agree, and in addition to the above, Tomlinson (2002) states that organizations can keep a competitive edge by training employees in the latest technologies in today's emerging markets as the more knowledge and skills employees acquire through training, better the performance of the organisation.
ReplyDeleteHi Dear, Very correct. And also companies should ensure that staff have the background knowledge and skills necessary to absorb what will be presented to them during the training. If they don't have the proper background, the conducted training will be a cost for the company. (Bohlander & Snell, 2012)
DeleteHey Dulanjana, I agree with your blog. The quality of the human resource of an organization is essential to its success. Thus, every organization must seek to improve the quality of its workforce. One way of achieving this is through training and development programs. The importance of training and development programs can only be appreciated with a clear understanding of its direct impact on employee performance. It is clear that the purpose of this blog is to determine Proper Training & Development program helps to motivate staff to stay with the company. (Al Karim, R., 2019)
ReplyDeleteDear Pavani, Very Correct. It is stated that organizations could benefit from training and
Deletedevelopment through winning the ―heart and minds of their employees to get them to identify with the organization, to exert themselves more on its behalf and to remain with the organization. (Armstrong, 2009 cited in Oluwaseun, 2018).
Hi Dulanjana. To add to your post, when employers put in place a training and development program for their employees, employees think that their employers have the desire to see them improve, thus increasing motivation to work better (Appiah, 2010).
ReplyDeleteHi My Dear, Yes correct. Final stage of training program is evaluation. Reaction is one of that evaluation method which company can gather staff reactions towards the training program. Also testing staff knowledge and skills after the training program is one of evaluation method. Further by assessing how staff is going to use learned skills with their job. Finally, ROI is the final evaluation where company can see company performance/ team performance. (Bohlander & Snell, 2012).
Delete