Employee Training and Development Process

Employee Training and Development

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. Moreover the dedication of the employees, which determines long-term profitability of small 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.

The primary purpose of a training and development process is increasing efficiency and productivity while decreasing the need of supervision. Even though the objectives are quite simple but they have far reaching effects. That’s why getting a feel of the training and development 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. So the employee training and development process steps are discussed below. 

Training and Development Process Steps

Identification of Organizational Objectives

Most of the time, this employee training and development process is the outcome of the intentions of the organization about a particular issue. Moreover its objectives, which sets for itself to make it grow quickly. Well! Whatever it is, still, it is extremely important to know. Basically 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. Also 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 better future.

Having a clear vision of the mission is necessary to prepare one if anything bad happens next. It’s just 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 productivity and performance at the same time. This analysis of the target audience includes their current skill and performance level. Although 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. Such as 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. Actually rather than causing a huge drain on the company resources. This objective can easily be achieved by making use of internal audit.

More From Business Study Notes:- Employee Performance 

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. Also usage of media for instructional methods.

All this is then organized into a structured curriculum which ensures that the objectives can be pursued safely. In fact 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 things to go quick and easy, all of the learning materials like guides, workbooks. Moreover 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.

Validation

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. So the effectiveness 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 of this training strategy.

Implementation

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. Although except if there is something that one needs to change because of the “validation” step.

Evaluation

The final step in the 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, a reaction module lets one 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. Hence the last module is all about measuring the success level of the training and development process.