Training and Development Process

Training and Development Process

Training and development is a continuous process as the skills, knowledge and quality of work needs constant improvement. Since businesses are changing rapidly it is critical that companies focus on training their employees after constantly monitoring them & developing their overall personality.

The training cycle is circular, it begins with the needs assessment. A need of training always results from the difference between an ideal expect for employees’ performances and the actual performances. Training can also be provided for new employees to help them get familiar with the work environment and tasks etc. HR department should consider the related aspects for example job analysis, performance objectives etc. The second step in the training cycle is the planning of the training. Planning is separated into specifying training objectives, designing training program, selecting training methods. Training goals, training method, duration, program structure, location and selection of trainees etc. practical problems are to be answered in the planning stage. After successfully planning the training, the training programs should be effectively carried out following the plan. The trainer should be well prepared and skillful, and the trainees should be actively participating in the training. Evaluation of the training is an unavoidable stage in the training process, to get the feedback helps adjusting and organizing future training. Plans for future training can be done at this stage. Evaluation is the ending stage of a training cycle but at the same time it is the basis for the new training cycle (Woods 2006).

Steps for training and development processes are:

1. Determine the need of training and development for individuals or teams

2. Establish specific objectives & goals which need to be achieved

3. Select the methods of training

4. Conduct and implement the programs for employees

5. Evaluate the output and performance post the training and development sessions.

6. Keep monitoring and evaluating the performances and again see if more training is required.

Pre-Post Training Performance

In the Pre-Post Training Performance Method each of the participants is evaluated before the training and rated on the basis of the actual job performance. After instruction, of which the elevator has been kept unaware is completed the employee is re-valuated. As with the post training performance method the increase is assumed to be attributable to the instruction.

 However in contrast to the post-training performance method the pre post performance method deals directly with the job behavior. This method considers the performance evaluation of an employee based on the difference of before and after training performance of an employee. In this type performance evaluation method only individuals are considered before and after training for their performance evaluation and not evaluated as the group of individuals. This method also gives a clear idea about the improvement and learning capabilities of the employees being trained in the organization.

Advantages of the pre-post Training Performance Method 

1. This method reflects the improvement of the employee being trained.

2. This method helps managers to know their low performers.

3. It reflects the learning capabilities of the employees.

4. It helps to identify the employees who lack attention.

5. It is useful method of evaluating the value addition resulting from the training program.

6. The pre-post training performance method is completely based on the performance of the employee being trained.

Disadvantages the pre-post Training performance Methods

1. Employees past performances are neglected.

2. Employees are who disturbed due to some private issues cannot perform well impromptu.

3. There might be personal biases of the evaluator that might affect the fair evaluation of the employees.

4. This also might result in forced learning by the employees just for the sake of positive evaluation during the performance evaluation and later end up forgetting the important parts of training sessions when the situation come of its applications.

Retraining

Retraining is training given to long-term employees of an organization to make them equipped with the future needs of the organization. Retraining helps in developing employees and preventing them from being obsolete for the job requirements. As the name itself suggests, retraining is training of employees who were trained is the past. Retraining is usually done when there is a technological changes that led to the changes in the operational processes of the organization. Retraining is also done during job rotation. As job rotation involves change in the role and thus requires different skills retraining for such employees is done to equip employees with the required skills.

Organizations may view money spent on retraining as costs incurred. But from an HR manager’s perspective it is an investment that helps in developing the employees. This helps in motivating the employees and retaining them thereby resulting in lesser attrition rates. Often older members in the organization are retrained. However sometimes people who were laid off or suspended and taken back to organization are also retrained to make them aware of the operational changes and technological advancements. To reduce the skill gap between old and young employees retraining should be given to older employees at institutes of higher education. One of the researches estimates that the retraining at the community college lead to the long term increase in the earnings of the male older employees by 8 percentage and female older employees by 10 percent. Thus retaining also increases the employability of the individuals.

Rotational Training

Rotational Training is a type of Training and Development method where employees move from one task to another to broaden their experience in an Organization. Through Rotational Training understanding, knowledge and skills of an employee is enhanced by rotating them between departments or company functions. Such an alternative helps employees to overcome over-routinization of their work. By periodic shifting from one task to another with similar skill requirements at same organizational level several benefits can be achieved such as reduction in boredom, increase in motivation and a better understanding of how an employee’s work contributes to the organization. An indirect advantage is that employees with wider range of skills help management to schedule work and fill vacancies more flexibly.

Some of the disadvantages of Rotational Training are that the training costs increase, productivity is reduced when an employee is taken from one task to another just when he/she had reached greater efficiency in his/her previous task. Also disruptions can be caused during adjustments. However the bottom line remains that Rotational Training help employees to understand the various jobs in an organization and their interrelationships thus improving productivity.

References :

American Society for Training and Development state of the industry report. (2008) retrieved April 24, 2014 from http://www.astd.org/

Wikipedia on Training and Development retrieved April 24, 2014 from http://en.wikipedia.org/wiki/Training_and_development