Values of Employee Training & the benefits of Designing an Effective Training Process

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Values of Employee Training 

Training adds value to the overall performance of the organization (Umesh, 2014). Having high potential employees do not guarantee that they succeed in their endeavors instead they have to know what to do and how you want them to do. If they do not, it will lead to known consequences. Every employee should be enabled to develop and deploy his ability so that they can be productive as quickly as possible (Umesh, 2014).

Today’s employees are in great need to update their knowledge if organization would like to get the best performance from an employee (Mansour, 2013). It is often argued that training must be incorporated into a systematic and formal system if the goals of employees and corporations are to be attained (Mansour, 2013).

Acton and Golden (2003) indicated that well-engineered training initiatives lead to increased organizational strength, job-related employee competencies, and job satisfaction (Cited in Mansour, 2013).

According to McDowall and Saunders (2010), training is a focused and time-framed activity that helps build more interpersonal and organizational skills and change behaviors that will lead to improving individual, team, and organizational performance.

Training to be effective first training & development department has to know why training is needed what kind of training and how it should be delivered to the audience. Only then the training can be effective (Sheeba & Christopher 2020). The first step to make the training program so effective is to identify and analyze the need of the training i.e., (TNA) training need assessment (Sheeba & Christopher 2020).

According to Sheeba & Christopher (2020) The need can be arising at three levels as the followings:

👉a) At the organization level, based on the strategic planning, needs of the business, and goals and objectives of the organization.

👉b) At the individual level, based on the performance level of the employee, the necessary skills and up-gradation of knowledge.

👉c) At the operational level, the work or the task that is going to be assigned to the employees.

TNA is useful in accomplishing the organizational goals and bridging the gap between the existing skills and the required skills of the employee for high performance (Brown, 2002).

 

Designing Effective Training

According to Noe (2010) The training design process refers to a systematic approach for developing training programs.

Figure 1.1 presents the seven steps in this process (Noe, 2010).


Source: (Noe, 2010)

 

👉Step 1 is to conduct a needs assessment, which is necessary to identify whether training is needed.

👉Step 2 is to ensure that employees have the motivation and basic skills necessary to master the training content.

👉Step 3 is to create a learning environment that has the features necessary for learning to occur.

👉Step 4 is to ensure that trainees apply the training content to their jobs. This step involves having the trainee understand how to manage skill improvement as well as getting co-worker and manager support.

👉Step 5 is to develop an evaluation plan. Developing an evaluation plan includes identifying what types of outcomes training is expected to influence (for example, learning, behavior, skills), choosing an evaluation design that allows you to determine the influence of training on these outcomes, and planning how to demonstrate how training affects the “bottom line” (that is, using a cost-benefit analysis to determine the monetary benefits resulting from training).

👉Step 6 is to choose the training method based on the learning objectives and learning environment. This step may include a traditional training method of face-to-face interaction with a trainer or e-learning using CD-ROM or Web-based training.

👉Step 7 is to evaluate the program and make changes in it or revisit any of the earlier steps in the process to improve the program so that learning, behavior, change, and the other learning objectives are obtained (Noe, 2010).

Identification of training needs, design and implementation of training programmes, transfer of training, and evaluation of programme benefits are key activities (Krishnaveni & Sripirabaa, 2008).

 

Video 1 (3:58) Features:

Effective training programs result from following a systematic process. This process includes (1) needs assessment, (2) design, (3) implementation, and (4) evaluation (GreggU, 2019).

 



Source: (GreggU, 2019)


Reference

Acton, T. and Golden, W. (2003). Training the Knowledge Worker: A Descriptive Study of Training Practices in Irish Software Companies. Journal of European Industrial Training, 27(2/3/4) 137-146.

Brown, J. (2002) Training needs assessment: A must for developing an effective training program. Public personnel management, 31(4) 569-578.

GreggU (2019) Designing an Effective Training Process. [online video] Available from https://www.youtube.com/watch?v=4ivhLCdAP6U [Accessed 28 April 2021].

Krishnaveni, R. and Sripirabaa, B. (2008) Capacity building as a tool for assessing training and development activity: an Indian case study. International Journal of Training and Development, 12(2) 121-134.

Mansour, M. (2013) Evaluation of Training in Organizations: An Empirical Investigation from a Developing Country. International Journal of Education and Research, 1(6) 1-12.

McDowall, A. and Saunders, M. (2010) UK Managers Conceptions of Employee Training and
Development. Journal European Industrial Training, 34(7) 609-630.

Noe, R. A. (2010) Employee Training and Development. Fifth Edition. New York: McGraw-Hill/Irwin.

Sheeba, M. J. & Christopher, P. B. (2020) EXPLORING THE ROLE OF TRAINING AND DEVELOPMENT IN CREATING INNOVATIVE WORK BEHAVIORS AND ACCOMPLISHING NON-ROUTINE COGNITIVE JOBS FOR ORGANIZATIONAL EFFECTIVENESS. Journal of critical reviews, 7(4) 263-267.

Umesh, U. (2014) A Study of the Importance of Training and Development of Personnel of Cochin Port Trust, Kerala, India. Review of Integrative Business & Economics Research, 4(1) 245-252.

 

 

 

Comments

  1. Oshadee WanasingheMay 15, 2021 at 12:12 PM

    Yes Aazath, due to rapid changes in external environment and increased competition, organizations are required to grow and innovate continuously to defend its market share. In order to sustain such conditions, an organization should enhance the knowledge, skills and abilities of the employees. By implementing an effective training and development programmes both employee and the organization will be benefited. Benefits for the employee may include career competencies, job satisfaction, high performance; where as the benefits for organization may include market growth, higher organizational performance and employee retention (Jehanzeb and Bashir, 2013).

    Further, in the study of Truitt (2011), it was discovered that there is a direct relationship between one’s positive training experiences and attitudes and one’s proficiency.

    ReplyDelete
    Replies
    1. Aazath BatchaMay 16, 2021 at 10:05 PM

      Yes Agreed, also a study by Hughey and Mussnug (1997) states that "the fact is that training, when carefully developed and appropriately implemented, can have a desirable impact on the bottom line." (Hughey and Mussnug, 1997, p.52).

      Delete
  2. Nivethini ManoharanMay 15, 2021 at 2:10 PM

    Exactly, If the employee attends more training and development then the employee needs less supervision and direction. Training increase knowledge and skills in the employee and they become able to achieve all the task of the organization (GUNU, 2013).

    ReplyDelete
  3. Chamara D. JayaweeraMay 15, 2021 at 5:36 PM

    Agree with you. Aguinis and Kraiger (2009) propose below factors to maximize the benefits of training
    1. paying attention to needs assessment and pre-training states of trainees (e.g., trainee motivation)
    2. training design and delivery (e.g., advantages of using error training)
    3. training evaluation (e.g.,documenting training success differently depending on the stakeholder in question)
    4. transfer of training (i.e., the importance of interpersonal factors).

    ReplyDelete
    Replies
    1. Aazath BatchaMay 16, 2021 at 10:15 PM

      Certainly agreed, According to Armstrong (2014) Training should be systematic in that it is specifically designed, planned, and implemented to meet defined needs.

      Delete
  4. Harsha WijesingheMay 16, 2021 at 11:09 PM

    I strongly agree with you. As Gberevbie (2010) explains, employees are the primary way to a company's aspiration. Therefore, it is crucial to conduct mandatory training for all fresh and existing employees to direct their performance towards the organizational aims. Proper training and development should undertake in every company so the ignorant employees could be equipped. Thus, a modified coaching method and hands-on training will help all the employees to have a chance to achieve progress.

    ReplyDelete
  5. Indeevari RatnayakeMay 17, 2021 at 11:24 AM

    Well said, Training is viewed, by leaders in business and industry has changed dramatically in recent years. Training is now recognized as not just a major contributor to company productivity and profitability but also as critical for the survival of an organization in the global market place. In the quest of a sustainable competitive advantage companies have finally come to realize that, what sustains is the knowledge that is in people in the organization which can be processed as skills and experienced as performance(Somasundaram, 2004).

    ReplyDelete

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