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Training & Development
There are several steps in the employee training design process. A training design process takes the company from the initial step of identifying whether training needs to be done and what training needs to be done, through to the final stages of evaluating the training and making adjustments to the training program to make it more effective (Noe, 2012).
A precursor step in the training design process is to recognize that there is a deficiency in the organization, wherein some training can help to resolve this deficiency. This is a necessary step, because without it the training design process will never occur. But for example, if a company recognizes that its employees lack the skills with social media needed to maintain a positive company image, then all it really knows is that there is a need to improve the knowledge and skill level of employees with respect to social media. That is too vague to be considered useful for training purposes, and this is the point where the training design process begins.
The first step in the employee training process therefore is to define the goals of the training process. At this point, the company...
If it knows where it wants to end up, in terms of the employee knowledge and training, then it is in a much better position to set out an effective course of action.
The next step is to acquire the training resources and create a schedule. Experience with training is usually needed in order to do a good job of understanding the resources required. The company must understand how much money is required, how much employee time is required, and how much trainer time is required, and whether or not it has these resources in house or not. A training course can be developed in-house, or it can often be purchased off the shelf. There are limitations to the latter approach, in that an off-the-shelf solution tends to lack customization. The schedule can be developed concurrently, so that the company's estimates for time can be affirmed. The schedule sets out the timetable, and the timetable should have already been understood in the context of the goals for the training, which should have had a time dimension to them.
The training course should involve effective communication. There are a number…
Reference
Mann, N. (2014). Seven steps to develop an effective employee training program. Business Bee. Retrieved January 23, 2015 from http://www.businessbee.com/resources/operations/7-steps-to-develop-an-effective-employee-training-program/
Noe, R. (2012). Employee Training & Development. McGraw-Hill.
The new trainee will need to adapt to the social rules within the company. The training mentor will play again the role of familiarizing him with some of the unwritten social rules of the company. For full social integration, the trainee will participate in all team-building activities. Motivation and promotion schemes are just as important, as the first thing that a future employee actually encounters in a new company. Indeed,
Training The basic steps involved in the training design process include analysis, design, development, implementation and evaluation. Analysis refers to the initial evaluation of employees, employee needs, and the learning objectives. The learning objectives will be defined both for the learners and for the organization or department. The design step builds on the learning objectives. Based on the learning objectives, the trainer focuses on specific skills and measurable outcomes. It is
Training Development "You need to be pro-active; go and seek knowledge so that you can become a valuable resource to Gulf Air and to Bahrain" Jassim Al Marzooqi, Chief Technical Officer (Marzooqi, as cited in Gulf Air welcomes…, 2009). Communication Counts "You kids need to shut your mouths and pay attention for a change!" "Michael -- if you get up out of your seat one more time, I am going to phone your mother and ask
Such training can be effective, but it depends on the learning style of the trainees. This is an area where training design can be particularly challenging. Many people have different learning styles, so group training is likely more effective with some people and less effective with others. Many people require a more hands-on approach to their training, the result being that they might struggle with classroom training. It is
Employees were unaware of how to properly signal to others when using a forklift for example, which type of fire extinguisher to use on a chemical fire, or what the difference in the emergency evacuation alarm sequence. 1. Why training is the best way to address a performance gap since it ensures all employees are informed of the company policy in the same manner. It also makes certain all employees are
Training Needs Analysis Abstract/Introduction: This paper focuses on "Strategic Organizational Culture Management and Its Training Needs" as a tool to preserve a company's competitiveness in a given market. While there seems to be unanimity that "Strategic Organizational Culture" has become a necessary asset of the modern company, there is the question of whether such culture can be managed and whether such management can be trained. The purpose of the paper is