For a company to initiate the employee training and development process, there can be no better reason than pursuing new greater goals than the previous one. Also this is not something to be taken lightly since it is the quality of the training process and the dedication of the employees, which determines long-term profitability of smaller businesses. Furthermore, it also helps them increase their productivity, which leads to better financial conditions, therefore, it is a good policy to invest in the employee whom you can entrust the future of your brand.
Increasing efficiency and productivity while decreasing the need of supervision, is the primary purpose of a training and development process, even though the objectives are quite simple but they have far reaching effects. That’s why getting a feel of the process is pretty much important, especially for those who are going to interact with it directly or indirectly. It can be anyone, the target employee, a plan developer, strategist, and even managers.
Training and Development process Steps
- Identification of Organizational Objectives
Most of the time, this training process is the outcome of the intentions of the organization about a particular issue or its objectives, which it sets for itself to make it grow quickly. Well! Whatever it is, still, it is extremely important to know what the brand is pursuing and whether it is able to be pursued or not. Even if it is, then how much time will be needed at the least and how far it can go like this? These are some questions which one needs to answer when he decides to set out on his next journey towards a, maybe, better future.
Having a clear vision of the mission is necessary to prepare one if anything bad happens next. It’s just like as if the brand tries to know the difficulty of the road that lies ahead so that he can anticipate what he might need on the way.
- Needs Analysis
Just as the name suggests, this step requires one to identify the required skill level to perform a particular job type along with devising the ways that can boost the productivity and performance at the same time. This analysis of the target audience includes their current skill and performance level and some extra details like motivation boosters, attitudes, behavior towards work and duties, etc. Since, there can be more than one factor affecting those points, therefore, this assessment is made by analyzing the human resource areas i.e. the whole organization, job requirements, and the target employees’ potential.
For the purpose of assessment, research needs to be done which can help in developing specific measurable knowledge about the performance objectives. This lets the brand assess its own potential which can be broken down to the level of managers and employees. The next sub-step starts with determining the weaker points which need a quick and lasting repair in the form of training. Since, it is obvious that implementing the training, company-wide, without having the knowledge of focus points is not going to do any good rather than causing a huge drain on the company resources. This objective can easily be achieved by making use of internal audit.
- Instructional Design
The third step towards a successful training and development process demands one to gather as much information, about designing the instructional scenario, as possible. This includes different types of instructional objectives, instructional methods, activities, examples and usage of media for instructional methods.
All this is then organized into a structured curriculum which ensures that the objectives can be pursued safely without putting the productivity of the employees in danger. Moreover, it is also kept in mind that the curriculum should be such that it assists in adult learning. So, for the purpose of making the things to go quick and easy, all of the learning materials like guides, workbooks, and video scripts are written in an easy to understand manner.
In the same step, the quality and consistency of the learning material is ensured, no matter whether it’s in a video, film or even paper. In other words, one has to give careful and proper handling to the program elements.
Even, if all data is set and is ready to be served in front of the audience, yet there is something important missing from it, the validation. Although, it might be that you have created the training program with all of your power and honesty but don’t forget, “To err is human”. So, it’s always better if you check, for the second time in front of a representative audience, the effectivity of the training and development process that is going to start.
For the organization, it is important to understand the ups and downs of the strategy that’s been formulated so far. Since, that validation will be what, which will let it understand the weaknesses and strengths that this training strategy.
Finally, this is the step where the strategy is implemented on the subjects, the ones who are ready to get trained. Everything goes just as planned in the second step, the methods, the objectives and even the means for the purpose of transferring the knowledge, except if there is something that one needs to change because of the “validation” step.
The final step in training and development process deals with studying the effects of the process and assessing its success. For the purpose of keeping things simple and to the point, it is done in four modules i.e. reaction, learning, behavior and results. Each of the modules deals only those details, with which it is supposed to.
For example, reaction module lets one to monitor the learner’s reaction to the training program, like whether he is feeling difficulty while passing through it. This helps the analyst in the creation of even better training material. The learning module helps the analysts to assess the extent through which the learners gained knowledge and improve his skills. The behavior module brings the supervisors in the picture and assists the analysts to note their behavior in accordance with learners’ performance. The last module is all about measuring the success level of the training and development process.