The importance of training and orientation in organizational development

Training and Development

Training is important to an organization. This is mainly because, in addition to equipping new employees with the relevant skills and knowhow, it gives insight into the organization's operations and objectives.

An efficient training program can only be realized through a meaningful training material. A material can only be meaningful if it is practicable and if the trainer effectively communicates its contents to the trainee. Moreover, the training should be able to reinforce learning and the trainee must be guaranteed of the job, when it's all done. This is so because people are naturally motivated and more willing to learn if there is a prospect that the same will lead to something better.

Question Three

Orientation seeks to align new employees with not only the organization's objectives, mission and internal operations, but also with the roles that they will be expected to play in the achievement of the same. Additionally, it is through orientation that new employees get to meet the organization's management and co-workers. However, most organizations do not attach the necessary importance to orientation and even those that do; most times disregard the guidelines of the same. Demands are often increased before employees get fully accustomed to the organization's operations, leading to underperformance and inefficiency.

Question Four

It is practically difficult, and at times impossible, to measure aspects such as supervisor-knowledge, and trainee-intelligence. These factors are, however, crucial for the success and effectiveness of any training program. These fundamental, yet immeasurable factors make it difficult to effectively assess training programs.

Question Six

Expectations can be a source of motivation, which enhances a person's willingness to learn. This further explains why it is important for a training program to, subsequently, lead to a job.

Question Seven

It is difficult to transfer from the classroom to OJT for two major reasons. First, there is the fact that OJT implies that the trainer and the materials are temporarily kept out of normal operations (production). Secondly, OJT is limited in scope, and may simply not be applicable to jobs that require highly-skilled training

Question Eight

A needs assessment enables an organization to identify its employees' support and training needs. It shows the urgency and extent of a particular need. This information, coupled with that on the financial status of the organization, is key in determining the training method that best responds to the identified needs. Needs assessment is a time-consuming and costly exercise, which explains why most organizations shun from carrying out the same.

Question Nine

An analysis on employee performance makes use of measures such as goals and benchmarks to identify those employees that need training in a certain area. This kind of data can be obtained from performance appraisal, customer grievances, quotas met, etc. The differences between the low and high performing employees can be revealed by reviewing the above sources. Deliberations with the relevant stakeholders are then carried out to determine whether or not training can indeed boost the productivity of the low performers.