Discussion on training and development
An effective and successful training and development programs require being systematic and following steps in its creation. This is essential because it helps the Human Resource managers to meet the objectives and set goals of the organization. Therefore, in creating the training program as required by our organization’s CEO, I will employ and follow the following steps.
I will have an assessment of the training needs because, in some organizations, employee training may be inclusive in the strategic and development plans. However, since our organization is starting from scratch, I will need to do a training assessment need before setting the training objectives. After doing the assessment requirements, setting organizational training objectives is essential. As HR, I will identify the existing gaps in employee skill sets, analyze, prioritize, and turn them into training objectives of the organization. This will be the ultimate goal to narrow the difference between the current and future performance of the organization through a 3600 employee evaluation (Tyson, 1999). Creating an action plan for the training will be my third step. The action plan will entail the theories vital during the training, a design for instructions, the content, and the materials to use during the training. The action plan will also consider the level of employee training as well as the styles of learning thereof. In the fourth step, I will implement the initiatives for the training by scheduling the training activities, facilities, equipment, and launching the program. The last step is evaluating and revising the program whereby the program will be continuously monitored, evaluated, and determine if it is successful or not. Stakeholder’s feedbacks will be essential at this point to help me to revise the program and meet the objectives set.
The above process will add value to the organization because employees trainings are an asset to the organization’s productivity and profitability. Therefore, a systematic process in creating a training and development program allows stakeholders to give their feedback about the success or failure of the program, depending on the set objectives.
References
Tyson, S. (1999). How HR knowledge contributes to organizational performance. Human Resource Management Journal, 9(3), 42.