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Training activities

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Training activities

Some of the features to consider on choosing training activities are:

The suitability of the activities.

The costs of alternatives.

The overall effect.

Stakeholder friendliness.

Whether the viable trainees approve of training activities.

The interrelation with the organizational goals, mission, and objectives.

The human resource managers simulate various activities and settle on the most appropriate one.

 

Training commencement

Hr. managers ought to ensure that training starts with energy and positivity.

The management ought to show support throughout the process.

Some of the ways that management can offer support is through:

Offering moral and support guidance to the trainees and trainers, as well as any other parties involved.

Be involved in the training (such as through having some managers trained too.)

The process of feedback ought to be allowed to deliver results.

 

Evaluating outcomes

Hr. managers can evaluate the outcome of the training.

They may do so in the course of training or after the training.

The mode of evaluation depends on:

The complexity of training.

The duration of training.

Additionally, evaluating outcomes of the training is conducted through:

Interviews.

Formal and written test.

Trainers’ assessments and filed reports on the training.

The translation of training on operations of a business or the places of work which it sought improving.

 

Advantages of training

Some of the benefits that a company accrues through training include.

Training increases job satisfaction for the trainees.

Training eliminates some of the reoccurring challenges at the workplaces, thus increases workplace efficiency.

Increases companies’ propensity to integrate new technologies into their operations.

Encourages innovations, both in service and product realms.

Paves the way for future training scheduling. Once the human resources managers oversee training, they can enact further trainings on the future based on outcomes.

 

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