explain the steps involved in training programmes
Answers
Answer:
Decide If Training is Needed.
Determine What Type of Training is Needed.
Identifying Goals and Objectives.
Implementing Training.
Evaluation of the Training Program.
Explanation:
Step 1: Decide If Training is Needed
In order to compete effectively, firms must keep their employees well trained. The first step in the training process is a basic one, to determine whether a problem can be solved by training.
The first step in the Training process is to determine Training needs. The overall purpose of the assessment phase is to determine if training is needed and, if so, to provide the information required designing the training program.
Training is conducted for one or more of these reasons:
required legally or by order or regulation,
to improve job skills or move into a different position,
for an organization to remain competitive and profitable.
If employees are not performing their jobs properly, it is often assumed that training will bring them up to standard. This may not always be the case. Ideally, training should be provided before problems or accidents occur and should be maintained as part of quality control.
The assessment consists of three levels of analysis: organizational, task, and person.
Organizational Analysis: It is an examination of the kinds of problems that an organization is experiencing and where they are located within an organization.
Task/Operational Analysis: An operational analysis identifies the kinds of the skills and behaviors required of the incumbents for a given job and the standards of performance that must be met.
Step 2: Determine What Type of Training is Needed
The employees themselves can provide valuable information on the training they need. They know what they need/want to make them better at their jobs. Just ask them!
Also, regulatory considerations may require certain training in certain industries and/or job classifications.
Once the kind of training that is needed has been determined, it is equally important to determine what kind of training is not needed.
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Training should focus on those steps on which improved performance is needed. This avoids unnecessary time lost and focuses the training to meet the needs of the employees.
Step 3: Identifying Goals and Objectives
Once the employees’ training needs have been identified, employers can then prepare for the training.
Clearly stated training objectives will help employers communicate what they want their employees to do, to do better, or to stop doing!
Learning objectives do not necessarily have to be written, but in order for the training to be as successful as possible, they should be clear and thought-out before the training begins.
Step 4: Implementing Training
Training should be conducted by professionals with knowledge and expertise in the given subject area.
Nothing is worse than being in a classroom with an instructor who has no knowledge of what they are supposed to be teaching! Use in-house, experienced talent or an outside professional best option.
The training should be presented so that its organization and meaning are clear to employees. An effective training program allows employees to participate in the training process and to practice their skills and/or knowledge.
Employees should be encouraged to become involved in the training process by participating in discussions, asking questions, contributing their knowledge and expertise, learning through hands-on experiences, and even through role-playing exercises.
Actually for making the training program effective the targeted group employee and the using of methods such as On-the-job or Off-the-job training should select first. The capacity and knowledge of trainers and their acceptance by the participants are of secondary importance.
On the job: Training is administered at the actual work site using the actual work equipment
Off the job: Training is administered away from the actual work site. It may be any prominent hall room or auditorium but the required training environment equipment and materials should be available or arranged there.
The training program that results from the assessment should be a direct response to an organizational problem or need. Approaches vary by location, presentation, and type.
Step 5: Evaluation of the Training Program
One way to make sure that the training program is accomplishing its goals is by using an evaluation of the training by both the trainees and the instructors Training should have, as one of its critical components, a method of measuring the effectiveness of the training.
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