Blended learning approach to employee training and development

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Training Program Target: New Hires and Current Employees Approach: For this undertaking, a dual approach to training will be adopted – a blended learning methodology that will, in essence, combine on-the-job training, lectures, and technology-based learning. 1. On-the-job training In this case, employees will be provided with hands-on learning opportunities. The approach will largely make use of coworkers and supervisors in seeking to equip both new employees and current employees with the relevant skills and capabilities. This will particularly be of relevance in cross-training efforts in an attempt to equip employees with a variety of skills necessary to effectively function in a wide range of tasks. 2. Lectures These will largely be implemented in a classroom format and will be mostly utilized in both new employee and current employee training efforts. With regard to new employees, lectures could come in handy in orientation, i.e. in familiarizing management trainees with the overall organizational culture. The approach could also come in handy in the diversity training of current employees. 3. Technology-based learning Technology-based learning or e-learning will offer a unique opportunity to customize training and development efforts. This is more so the case given that with e-learning, the training needs of specific employees can be targeted and addressed in an efficient and cost effective format.

Organizational Needs to be Addressed by Training Needs Assessment: Training needs assessment was done through competency assessment, task analysis, and behavioral audits/reviews. 1. Need for familiarity with organizational culture The behaviors of people in an organizational setting are largely governed by entrenched beliefs as well as values and assumptions. This is what is generally referred to as organizational culture. To be able to function effectively, new employees ought to be familiarized with these values and processes. Orientation would come in handy in this endeavor. 2. Diversity training Only business entities that are able to embrace diversity are likely to continue being competitive in a world that has become more or less of a global village – with geographical barriers that limited interactions amongst people being eliminated by advances in technology. In that regard, therefore, the need to ensure that all employees are appreciative of diversity cannot be overstated. 3. Ethics training for enhanced ethical behavior Integrity is of great relevance in an organizational setting. When employees are aware of acceptable standards of ethical behavior, they are likely to have a moral stand in not only the execution of their mandate, but also in their engagement with clients. Poor standards of behavior are likely to give the company a bad name and expose it to litigation. Ethics training calls for employee behavior modification, in which case the goal is for employees to adopt a personal moral code. Evaluating Program Effectiveness 1. Appraise reaction of learners to the program In seeking to assess how employees perceive the training program, a variety of items could be used. These include, but they are not limited to, questionnaires, surveys, etc. If learners perceive the training program as having been beneficial, then the said program could be deemed effective. 2. Measure skills and knowledge gathered In this case, the utilization of before and after training test scores, feedback from supervisor, etc. could come in handy. Skills in this case could relate to better relations between employees – as a consequence of diversity training. Conclusion In the final analysis, it is important to note that even after training, there is need to keep employees motivated to apply the skills learned during training. This could be accomplished through various strategies such as the utilization of spot rewards. Here, employees could, for instance, be rewarded for good performance (i.e. on the productivity front) by being handed vacation vouchers, etc.