How to conduct an effective training and development process in your organization?
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Employee orientation is the process by which new employees learn important organizational processes, qualities, and standards, establish working relationships and find out how they can work in their job. Professional and technical training programs are organized to teach the new employee a specific skill or knowledge area.
One of the main objectives of the training is learning to improve performance in the current job, i.e. the way the person does their job skillfully and what results are achieved.
Training and development involve several steps to be effective and achieve the desired results in terms of improved knowledge, skills and attitudes.
Training and Development Process
1. Training needs assessment
The first step in the training process is fundamental: determining whether a problem can be solved by training.
Training is provided for one or more of these reasons:
1) required by law or regulation
2) to improve professional skills or to occupy another position
3) to maintain a company’s competitiveness and profitability
If employees do not perform their duties properly, it is often assumed that they will be updated through training. This is not always the case. Ideally, training should be provided before problems or accidents occur and should be maintained as part of quality control.
Once you have identified the target group, you analyze the gap to be filled by the training. Develop specific training goals and objectives for salting through measurable improvement in their level of performance and improved work-related knowledge.
2 Determine the type of training required
The employees themselves can provide valuable information about the training needs. They know what they need and what they want to improve in their work. Just ask them, that’s all! In addition, regulatory considerations may require some training in specific industries and/or job classifications. After determining the type of training required, it is equally important to determine what type of training is not required. Training should focus on those steps where better performance is required. This avoids unnecessary waste of time and focuses training on the needs of employees.
a) Development of the content of the program, the training methods to be applied, the speakers/lecturers/ experts to be involved, the type of instruments to be used, training materials for a better orientation of the training program on results.
b) Identify all training materials required for the desired training technique.
c) Prepare reference documents such as case texts, role plays, incident method. Also, ensure that the basic reading material meets both qualitative and quantitative standards to achieve the training objective.
3 Identification of goals and targets
Once the training needs of employees have been identified, employers can prepare for the training. Clearly defined training goals help employers communicate what their employees should do, what they want to do better or what they don’t! Learning goals don’t necessarily have to be written, but for training to be as successful as possible, they need to be clear and thought through before training begins.
4 Implementation of the training
Training should be provided by professionals with knowledge and experience in the field concerned; period. Nothing is worse than being in a classroom with a teacher who has no idea what to teach! The best option is to use internal and experienced talent or an external source of professional training. Training should be presented in such a way that the organization and meaning to employees are clear. An effective training program allows employees to participate in the training process and develop their skills and knowledge. Employees should be encouraged to participate in the training process by participating in discussions, asking questions, contributing their knowledge and expertise, learning through practical experience and even playing roles.
5 Evaluation training program
One way of ensuring that the training program achieves its objectives is for students and teachers to evaluate the training. Assessments help employers or supervisors determine the level of learning and whether or not it has improved an employee’s performance in the workplace. Run the program as planned, with each activity running as planned.
6 Evaluation and monitoring
Evaluate the success of the program using:
a) Response: Notify the document of the learner’s immediate response to the training.
b) Learning: Use feedback devices or pre- and post-test tests to measure what learners have actually learned.
c) Behavior: In consultation with your supervisor, you will observe changes in behavior during training. It is a way to measure the extent to which learners can apply new skills and knowledge to their work.
d) Results: Determine the degree of improvement in work performance.
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