Systematic Training Process

Systematic Training Process 

Figure:1

 

 

Source: Armstrong, 2009

Training should be systematic in that it is specifically designed, planned and implemented to meet defined needs. The above stated training and development process is being implemented in ATL PLC as given below.

• Identify training needs: Sales representatives training needs are identified through Sales Performance Gap Analysis: ATL training and development department does sales performance gap analysis by comparing the current and desired performance of sales representatives. The difference between the desired performance and the actual performance is known as a performance gap. based on the analysis results the programs being designed.

• Plan Training Program: In this phase, the focus is on learning objectives, content, subject matter analysis, exercise, lesson planning, assessment instruments used and media selection. ATL Training department provides comprehensive practical three days professional selling skills classroom training program to enhance knowledge, skills and attitude of the sales representatives to excel in designing solutions.

·  Techniques Used: Lecture, Demonstration, Small Group Activity, Case Study and Role Play. ATL Training department uses the above-mentioned techniques to deliver the effective training program.

·  Facilities: Fully equipped air-conditioned training rooms with library, white-boards, projectors, Lighting is in accordance with normal lighting required in training rooms. ATL has provided adequate training facilities where sales representatives can learn and practice on similar tools and equipment that they’ll use at their jobs.

·   Location: ATL Training Centers in each region

·  Trainers: Internal trainers and external trainers.

• Implement Training: ATL Training department is responsible for the delivery of training using both the internal and external trainers depends on the content. in this phase trainers and participants actively contribute to the effective execution of the training program. 

• Evaluate Training: Observation, Questionnaires, Focus Groups Activities, Case studies and Role Plays have been given to evaluate the effectiveness of the training program. Throughout the evaluation phase the ATL training department determine whether the desired objectives are met or should be improved.

Reference

Armstrong, M. (2009) Armstrong's handbook of human resource management practice,11th edition. London (UK) and Philadelphia (USA): Kogan Page Limited.