training in orgainzation

Training in Organization

Training is an essential function of an employee employer relationship. However, if training is poor and does not meet the employee or employer's needs then the training could actually damage the working relationship or hinder an organization in irreparable ways. There needed to be validity testing methodologies for training. Four key training validity concepts are training validity, transfer validity, intraorganizational validity and interorganizational validity. By evaluating the validity of a training program, organizations can verify if their needs are being met. The four dimensions of training validity focus on different aspects of the training process. The first dimension is an overall training validity and it accesses if trainees match established criteria of the training program and that the program matches the needs of the trainee. The bottom line is to be sure that trainees learn what is required. The second dimension, transfer validity, accesses if a trainee's newly learned skill is transferable back to the job it was intended for. In other words, did the training improve work performance? The third dimension, intraorganizational validity, accesses if the training can be equally effective with different groups of trainees within the internal organization. This has also been called internal generalizability. The fourth dimension is interorganizational validity which accesses if training would be equally effective with different trainees in companies other than the company that developed the training. This has also been called external generalizability.

Treating employee orientation programs as a first organizational training session as opposed to considering it as merely the next phase after the recruitment and selection process is a critical distinction. Orientation may be one of the most neglected forms of employee training in business today. Unfortunately in many companies, orientation programs are allowed to become outdated or they are simply inadequate and no longer meet either the company or the new hire's needs. This fact is intensified in smaller or less financially capable organizations because a lack of funding often leads to haphazard orientation programs or none at all. By classifying the orientation as training, it is more likely to be kept up-to-date because training programs are usually Human Resource functions that are well funded.