Responsibility for Choosing the Training Method
Training and Fulfillment of Individual Employee Needs
Link between Training Need Identification and Training Evaluation
Training and development of the employees is a broader strategic objective of the human resource department. It is an essential function of the human resource department because by effectively enhancing the skills, abilities and knowledge of the employees the organizations can gain a competitive edge over their competitors. (Arthur and Bennett, 2013, pp. 234-245)
This report aims at identifying the ways in which an organization can develop an effective training program. It puts light on the fact that the management and employees shall jointly share the responsibility of selective effective training tools and programs. It also indicates that apart from benefitting the organization, training also assists the employees in fulfilling their individual needs.
In addition to that, this report also highlights the link that exists between identification of training needs and evaluation of training and discusses how training needs assessment facilitates the evaluation of training programs.
The rapid changes in the business world and society have made the human resources all the more important for organizations. In an era of uncertainty, appropriate training and development act as the most influential sources of competitive advantage. (Vemi?, 2007, pp. 209-216)
The modern organizations, therefore, use a number of their resources, including time money, information and energy, to train and develop their human resource in an effective manner. Employee training and development are considered as one of the broader strategic goals of the Human Resource Management. By develop effecting training programs the human resource department aims at benefitting both the individual employees and the organization. (Vemi?, 2007, pp. 209-216)
This report aims at assisting the organization in developing an appropriate training program that would enable the organization, concerned supervisors and the individual employees to;
Deploy appropriate methods for the identification of training needs. (Meirc Training and & Consulting, 2013)
List ways in which the organization can effectively enhance the skills of its employees. (Meirc Training and & Consulting, 2013)
Identify the link between the identification of training needs and evaluation of training programs. (Meirc Training and & Consulting, 2013)
This report, however, does not provide ways for the implementation of this program. To conclude, the main objective of this report is to help organization develop an effective training program. (Meirc Training and & Consulting, 2013)
3. Human Resource Training
This section highlights important components of the report.
3.1. Responsibility for Choosing the Training Method
The responsibility for choosing the training program will rest with the management and the individual employees. This is because the employee training and development are the shared responsibilities of the employees and management. (Community Foundations of Canada, 2013)
The first responsibility of the management in this case should be to identify the needs for training. The management shall assess the training needs on three levels. First on the organizational level, this assessment would enable the organization to evaluate the skills, abilities and knowledge level required for effectively tackling the problems faced by the organization and appropriately handle the opportunities. (U.S. Office of Personnel Management, 2013)
The second level for the assessment of needs should be the occupational level. The assessment of needs at this level would enable the management to evaluate the reasons behind the existing occupational discrepancies. In addition to that, it also enables the management for effectively addressing and reducing such discrepancies. (U.S. Office of Personnel Management, 2013)
The last level of training needs assessment should be the individual level. The assessment at this level would enable the management to analyze and evaluate the manner in which the individual employees perform their jobs. In addition to that, it also enables the management to choose appropriate training programs to enhance the skills, abilities and knowledge of the individual employees. (U.S. Office of Personnel Management, 2013)
The second responsibility if the management should be to select the training and development program that accommodates with the budget allocations of the organization. The management is also responsible for choosing a program that provides employees with an environment that facilitates their growth and development process. (Community Foundations of Canada, 2013)
The employees also share the responsibility of choosing an effective training program with the management. This is because the employees have a better understanding of their skills and capabilities. Moreover, they confront the activities that indicate that they require further training on a . The employees can play an active role in choosing an appropriate training program by discussing their deficiencies and training goals with management. (Miller and Osinski, 2002, pp. 1-5)
3.2. Training and Fulfillment of Individual Employee Needs
The basic purpose of the employee training programs is to enhance the capabilities and skills of the individual employees. When an organization invest the appropriate amount of time, money and other resources in the development of employees it gains an effective and long-term return on this investment in the shape of more efficient and productive employees. (Training and Developing Employees, 2008, pp. 185-215)
Investment in human resource is not similar to investment in other equipment. Training is a long-term and continuous process that enhances the effectiveness, skills and abilities of the employees. In addition to that, training also fulfills the self-accomplishment, achievement, motivation and satisfaction. This is because with the help of training the management assists the employees in enhancing their existing skills and abilities and developing new skills and abilities. As a result, the employees are able to perform their jobs in a much better manner and hence all the above mentioned needs of the employees are fulfilled. (Singh and Mohanty, 2012, pp. 87-91)
Even though, training plays an important role in fulfilling the individual needs of the employees but its major objective is to increase the productivity of the organization by increasing the individual employee productivity. (Singh and Mohanty, 2012, pp. 87-91) The figure below demonstrates the relationship of training with productivity and individual employee needs;
(Singh and Mohanty, 2012, pp. 87-91)
Apart from that, training also encourages employees to participate in the strategic decisions of the organization and have a voice in the organization. This in return has an influential and positive impact on the motivation level and self-confidence of the employees. (Brum, 2007, pp. 1-11)
In addition to that, as the current organizations operate in an extremely competent and demanding business era, they have to train and develop their human resource effectively so that they can achieve competitive advantage through their core business activities. Therefore, due to the increasing importance of training, the employees are offered additional wages. As a result, the financial needs and requirements of the employees are fulfilled. (Brum, 2007, pp. 1-11)
3.3. Link between Training Need Identification and Training Evaluation
Training needs assessment can be defined as a continuous process that aims at identifying the training needs that exist in the organization. It also helps in developing appropriate training programs that can aid the organization in achieving its objectives. It is necessary for the management to identify the training needs in order to ensure the success of the training program. (Brown, 2005, pp. 7-20)
If the organizations opt for developing and implementing a training program without conducting a formal training need assessment, then these organizations face a number of risks including, overdoing the training, underdoing the training and completely missing the basic point of training etcetera. (Brown, 2005, pp. 7-20)
Training needs assessment and identification play an important role in facilitating the training evaluation. This is because the formal training needs assessment provides the organization with a set of key factors that require training and development. As a result, the management is able clearly identify the problems that need to be solved by the organization. (Brown, 2005, pp. 7-20)
This clear identification of the problems and training needs enable the management to develop evaluation standards for the training program. The evaluation standards are developed by framing the desired standard of performance that is to be expected after the conclusion of the training program. (Brown, 2005, pp. 7-20)
Once the training program ends, the management then compares the performance of employees with the previously developed evaluation standards, and if the actual performance is below the evaluation standards then this indicates that the training program was ineffective and vice versa. (Brown, 2005, pp. 7-20)
The training needs identification also enables the management to evaluate the training program by conducting a cost-benefit analysis of the program. If the estimated benefits of the program are greater than the costs then, the organization pursue the implementation of the program. However, if the costs are greater than the benefits then the organization have to revise the training program. It can, therefore, be concluded that the identification of training needs before the development of the program facilitates the evaluation of training after the implementation of the program. (Brown, 2005, pp. 7-20)
The continuous need for the training and development of the employees is triggered by a number of factors including, attainment of competitive advantage, development of a superior position in the market, enhancement of skills and knowledge of the employees and appraisal of the organizational and employee productivity. (Arthur and Bennett, 2013, pp. 234-245)
As indicated above, training is regarded as one of the most persuasive methods of enhancing the organizational and employee productivity. In addition to that, training and orientation also play an important role in communicating the goals and objectives of the organization to the new employees. Apart from that, it also fulfills the individual needs of the employees and lead towards an increase in the commitment, motivation and satisfaction of the employees. (Arthur and Bennett, 2013, pp. 234-245)
In order to provide its employees with effective training, the organization has to choose an effective training program. The responsibility of choosing a training program rests with the management as well as the employees. This is because the management is well aware of the training needs of the organization and hence it can choose an effective training tool to address these needs. The employees, on the other hand, analyze their skills on a daily basis and hence they are appropriately aware of the deficiencies in their skills. It can, therefore, be said that the management and employees collectively choose an effective training program for the organization. (Arthur and Bennett, 2013, pp. 234-245)
The organizations make heavy investments in the training of their employees and hence it is necessary for them to measure the effectiveness of such a program. Therefore, before the development and implementation of a training program the management must conduct a formal training needs assessment as this assessment greatly facilitates the evaluation of a program. (Arthur and Bennett, 2013, pp. 234-245)
While developing their training programs the organizations shall keep the following points under consideration;
The training program shall be developed on the basis of the collective recommendations of the management and employees. In addition to that, while choosing the training tools the management shall actively engage employees in the selection process. This is because employee training and development as identified by a number of studies is the collective responsibility of both employees and management.
The management should also ensure that the training programs effectively identify and fulfill the individual needs of the employees. As it would increase the employee commitment and decrease employee turnover.
The management must conduct a training needs assessment before the development and implementation of the training program so that effective evaluation standards for the training program can be developed.
Arthur, W. And Bennett, W. 2013. Effectiveness of Training in Organizations: A Meta-Analysis of Design and Evaluation Features. Journal of Applied Psychology, 88 (2), pp. 234-245. Available at: http://www.ispi.org/archives/resources/EffectivenessofTrainingArthur_etal.pdf [Accessed: 14 Dec 2013].
Brown, J. 2005. Training Needs Assessment. Alexandria: International Public Management Association for Human Resources. pp. 7-20. http://ipma-hr.org/sites/default/files/pdf/hrcenter/Training%20Needs%20Assessment/cpr_needs.pdf [Accessed: 14 Dec 2013].
Brum, S. 2007. What Impact Does Training Have On Employee Commitment And Employee Turnover?. Kingston: University of Rhode Island. pp. 1-11. http://www.uri.edu/research/lrc/research/papers/Brum-Commitment.pdf [Accessed: 14 Dec 2013].
Community Foundations Of Canada. 2013. Implementing an Employee Training & Development Program | Learning, Training & Development | HR Toolkit | hrcouncil.ca. [online] Available at: http://hrcouncil..cfm [Accessed: 14 Dec 2013].
Meirc Training And & Consulting. 2013. Identifying Training Needs and Evaluating Training. [online] Available at: http://www.meirc.com/programs/training-and-development/2309-identifying-training-needs-and-evaluating-training.html [Accessed: 14 Dec 2013].
Miller, J. And Osinski, D. 2002. Training Needs Assesment. Silver Spring: International Society for Performance Improvement. pp. 1-5. http://www.ispi.org/pdf/suggestedReading/Miller_Osinski.pdf [Accessed: 14 Dec 2013].
Singh, R. And Mohanty, M. 2012. Impact of Training Practices on Employee Productivity: A Comparative Study. Interscience Management Review, 2 (2), pp. 87-91. Available at: http://interscience.in/IMR_Vol2Iss2/IMR_paper17.pdf [Accessed: 14 Dec 2013].
Training and Developing Employees. 2008. London: Sage Publications. pp. 185-215. http://www.sagepub..pdf [Accessed: 14 Dec 2013].
U.S. Office of Personnel Management. 2013. Planning & Evaluating. [online] Available at: https://www.opm.gov/policy-data-oversight/training-and-development/planning-evaluating / [Accessed: 14 Dec 2013].
Vemic, J. 2007. Employee Training And Development And The Learning Organization http://facta.junis.ni.ac.rs/eao/eao200702/eao200702-13.pdf. Economics and Organization, 4 (6), pp. 209-216. Available at: http://facta.junis.ni.ac.rs/eao/eao200702/eao200702-13.pdf [Accessed: 14 Dec 2013].