Training is a continuous process and it should not stop at any stage. The management should ensure that a training programme should concern about bringing about positive changes in the knowledge, skills, and attitudes of the employees. On the other hand, Training should focus in align with the corporate strategy of an organization. Training and Development process is an organizational activity aimed at improving the performance of the individuals and groups of employees in the organization. It is an organized activity for increasing the knowledge and skills of the employees.
It involves systematic procedures for transferring technical and management skills to the employees. The training process is a significant activity both for the organization as well as for the employees. Skills acquired by employees through training are essential for every organization. The enhancement of the skills also provides the employees’ job security as well as opportunities for career development. Training of employees is costly but the ultimate cost is much more if an organization ignores to train its employees. Hence the investment in training is necessary since the training brings a number of benefits to the organization as well as to the employees.
Step 1 – Decide If training needs or not
The first step in the training process is a basic one: Whether to determine a problem can be solved by training or not. Training is conducted for one or more of these reasons: Required legally or by order or regulation, to improve job skills or move into a different position, for an organization to remain competitive and profitable.
Step 2 – Determining what type of training is needed
The employees themselves can provide valuable information on the training they need. They know what they need/want to make them better at their jobs. Once the kind of training that is needed has been determined, it is equally important to determine what kind of training is not needed.
Step 3 – Identify training needs and objectives
Once the employees’ training needs have been identified, employers can then prepare for the training. Clearly stated training objectives will help employers communicate what they want their employees to do, to do better, or to stop doing! Learning objectives do not necessarily have to be written, but in order for the training to be as successful as possible
Step 4 – Implementing training programs
Training should be conducted by professionals with knowledge and expertise in the given subject area; period. The training should be presented so that its organization and meaning are clear to employees.
Step 5 – Evaluate training programs
Training should have, as one of its critical components, a method of measuring the effectiveness of the training. Evaluations will help employers or supervisors determine the amount of learning achieved and whether or not an employee’s performance has improved on the job as a result.
