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Reflective Analysing, designing and implementing workplace training programs Essay Example

  • Category:
    Management
  • Document type:
    Essay
  • Level:
    Masters
  • Page:
    1
  • Words:
    316

TRAINING AND DEVELOPMENT 2

Analyzing, Designing and Implementing Workplace Training Programs

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04/05/ 2011

Training and development has become an important aspect of any organization with an aim of addressing the new skills needed in the present dynamic environment. Due to these changes there is gradual skills and knowledge deficiencies hence the need for organizations to cover the deficiencies by training and developing employees on the required skills. However, majority of the organizations fail to involve their Training and Development Department in identifying skills shortages or establishing strategies to tackle this. The Department is not engaged in identifying skills in their employees, recruiting new employees and analyzing future skills requirements for entry level positions.

Organizations do not conduct an analysis of the external skills by looking across organizational boundaries as a learning procedure. This is because training is viewed as a cost rather than as an important investment in the human capital. Organizations should aim at conducting a training audit to ensure adherence to the current training requirements. The human resource team is expected to be involved in the Training Needs Analysis (TNA) to identify emergent training needs and performance gaps. TNA is conducted on three levels: organizational, task and individual.

Types of workplace training include: mandatory, accredited vocational, technical and product related, organizational development, on the job and off the job. Each of this type of training has its own objectives. An organization should design its training depending on its objectives and the available resources. Training can be implemented by a trainee, coach, experts or mentors, who can be team leaders, supervisors and senior managers. Training programs are evaluated through feedback on employees’ satisfaction, achievement of the objectives, transfer of training and the business outcomes. The Training and Development Department is responsible for: updating training programs, internal coordination and maintenance of training records.