Effective
Training Designing
It is paramount important
for the organizations to design the training very carefully and should be
executed effectively (Armstrong, 2000). Training designing should be aligned with the
employee needs (Ginsberg, 1997). organizations which develop an effective
training design according to the need of the trainees as well as to the
organization always produce best results (Partlow, 1996; Tihanyi et al.,
2000; Boudreau et al., 2001). It shows that effective training design
plays a vital role in the employee as well as organizational performance. a bad
training design is a loss of time and money (Tsaur and Lin, 2004). Different
writers have written varies approaches for training and development of
employees. The number of steps differs but the principle remains the same.
Source: Gregg Learning, 2019
Reference
Armstrong, M. (2000) Understanding training. In: Human Resource Management Practic, 8th Edition. London (UK): Kogan page limited, pp:543.
Ginsberg, L.(1997) Training for the long haul. Computer Shopper. Vol: 17, p: 4
Partlow, C.G. (1996) Human-resources practices of TQM hotels, Cornell Hotel & Restaurant Administration Quarterly, Vol. 37 No.5, pp.67-77.
Gregg Learning (2019) Designing an Effective Training Process, https://www.youtube.com/watch?v=4ivhLCdAP6U (Accessed on 12th November 2019)
ReplyDeleteAs you stated above Shameer, several authors further emphasis on the fact that how effective Training programs allow to drive the performance of the workforce.
Training and Development helps organization continual growth and improvement. It allows employees to be more effective in their jobs in the world of competitive economies as it provides employees to acquire knowledge and technical skills and help them develop positive attitudes and behaviors. Hence, it was reported that more than 90% of the companies across the globe provide numerous Training on Leadership and Management which consist of organizational wide vital topics such as communication, time management, strategic planning, problem solving and decision making, management change, public speaking and presentation skills (Kriemadis and Kourtesopoulou, 2008). To design an effective Training, it is required to first understand the overall picture of the organization. This can be done by using a SWOT analysis. With the understanding of strengths, weaknesses, opportunities and threats to the organization, Training Need Analysis (TNA) is required to carry out to identify the gaps between the employees’ actual performance and desired performance. By carefully analysis of the performance gaps of the employees would determines if there is a need for training at all or what training needs to be done as some performance gaps may require other interventions than Trainings (Gusdorf, 2009).
further elaborate on the fact how Training intervene to enhance the performance of the employees by bridging the gap between the current performance and the standard desired performance wherein it helps the workforce to decrease their anxiety or frustration originated at the workplace. Certain Training programs design in a way to enhance their abilities and competencies that are needed at the workplace to make best use of their human resources in favor of gaining competitive advantage. It also allows to sharpen their creativity and thinking ability which result in taking better decision in timely and effective manner (Elnaga and Imran, 2013).