Introduction
Today's work environment requires employees to
be skilled in performing complex tasks in an efficient, cost-effective, and
safe manner. Training (a performance improvement tool) is needed when employees
are not performing up to a certain standard or at an expected level of
performance. The difference between actual the actual level of job performance
and the expected level of job performance indicates a need for training. The
identification of training needs is the first step in a uniform method of
instructional design
A successful training needs analysis will
identify those who need training and what kind of training is needed. It is
counter-productive to offer training to individuals who do not need it or to
offer the wrong kind of training. Following Training Needs Analysis methods
helps to put the training resources to good use.
Performance Appraisal
The
management should assess the performance of various employees in each
department of work and pinpoint those areas where they are falling short. To
understand why employees were unable to perform each task, the difficulty level
of each job and the abilities required to accomplish that job should be
examined
Identify and Discuss Weakness
Following
the performance assessment, the management should identify the areas in which
they performed poorly. He should research the employees' flaws and figure out
how to overcome them.
Determine Work Assignment
Determine
the kind of projects or tasks that could be utilized to improve the worker's
knowledge and skills. Some abilities grow over time as a result of work
experience, while others can be cultivated through methods such as job
rotation, coaching, and mentorship
Training
programs
Training
methods should be carefully selected based on the employees' skills,
shortcomings, and requirements. Various departments should be informed of the
times and dates of such programs so that interested employees can participate
Create and Action Plan
It
is necessary to specify the length of the training programs. After the program
is completed, standards should be established so that the actual outcomes may
be compared to the desired ones. The programs should be followed up on a
regular basis to keep the workers' knowledge up to date
Conclusion
Staff performance is improved, productivity is increased, employee churn is reduced, and corporate culture is improved. Pursue a career in human resources to learn more about the value of training and development programs for both individuals and organizations.
References
Campbell, S., 2020. New role of HR professionals.
[Online]
Available at: https://www.trainingjournal.com/articles/features/six-ways-role-hr-professionals-will-adjust-post-pandemic
[Accessed 02 May 2022].
Mohamed, A. F.,
Nasir, A. Q. & Rahman, E. A., 2018. Military Training OR Education for
Future Officers at Tertiary Level, Kuala Lumpur: National Defence
University of Malaysia.
Rossi, B., 2015. Man
vs machine: productivity, creativity and job creation. [Online]
Available at: http://www.information-age.com/it-management/skills-training-andleadership/123459242/man-vs-machine-productivity-creativity-and-job-creation
[Accessed 02 May 2022].
Hi Janani. Totally agreed on your post. Training and development clearly explained. To stay on track with the organization's objective and vision, employees must be given with a continual learning environment. Employees, according to Spender (2001, as referenced in Taylor & Ray, n.d.), must acquire a wide range of skills and knowledge in terms of personal and professional traits.
ReplyDeleteHi Ruwan, I agree with your comment. Training and development is a structured education component with an excellent approach for sharing the organization's culture, which progresses from one job skill to understanding the workplace skill, growing leadership, innovative thinking, and problem-solving (Meister, 1998).
DeleteHi Janani, I agree with your post. Like other activities of the organisation, training also needs time, energy and money. Though it is a critical investment it is important with regard to retention by way of career progression and job satisfaction as it may directly result in internal promotions succession planning and employee development (Bowes, 2008).
ReplyDeleteHi Nilushi, Totally agree with your comment. Employee development programs use a variety of training methods, schedules, and learning environments to assist employees enhance their abilities and apply them to their employment (Gerbamn 2000).
DeleteHi Janani ,Agreed with you . Improved job performance and other positive changes like learning of new skills should be the outcomes of training-related changes (Kraiger 2002).
ReplyDeleteHi Maheshani, Thank you for your comment. Training focuses on maintaining and increasing present job performance, where as development focuses on developing skills for future positions (G.P. Nunvi,2006)
DeleteDear Janani, Very correct. In addition to above, companies can do a Need assessment which help them to identify the Organization analysis ( to determine where training emphasis should be placed) , Task Analysis ( reviewing JD & JS to determine activities performed in a particular job) and Person analysis (to determine which employees require training). (Bohlander & Snell, 2012).
ReplyDeleteDear Jayani,
ReplyDeleteAgree with you.
Training is often seen as a planned and systematic process of learning in the sense of acquiring, modifying, and/or developing knowledge, skills, and abilities (KSA)in order to achieve and/or improve the employees’ performance in the current job and prepare them for an intended job. It is concerned with current productivity, whereas development can be seen as a “general enhancement and growth of an individual’s skills and abilities through conscious and unconscious learning”(Ferreira,2016)
Dear Thanuja, Agree with your comment. Training and development are critical at all levels of the organization since skills deteriorate and become obsolete over time and must be renewed (Nishtha and Amit (2010).
Delete