THE PROCESS OF TRAINING

THE PROCESS OF TRAINING

Definition: The Training Process comprises of a series of steps that needs to be followed systematically to have an efficient training programme. The Training is a systematic activity performed to modify the skills, attitudes and the behaviour of an employee to perform a particular job.

While training provides skills and knowledge to employees in the areas of operations, technical and job areas, management development refers to developing an employee in the areas of skills and knowledge of management, administration, organisation and organisation development provides behavioural skills and knowledge to employees.

1. Decide If Training is needed: The first step in the training process is a basic one: to determine whether a problem can be solved by training. Training is conducted for one or more of these reasons: 1) Required legally or by order or regulation 2) to improve job skills or move into a different position 3) for an organization to remain competitive and profitable. If employees are not performing their jobs properly, it is often assumed that training will bring them up to standard. This may not always be the case. Ideally, training should be provided before problems or accidents occur and should be maintained as part of quality control.

2. Determine 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. Just ask them! Also, regulatory considerations may require certain training in certain industries and/or job classifications. Once the kind of training that is needed has been determined, it is equally important to determine what kind of training is not needed. Training should focus on those steps on which improved performance is needed. This avoids unnecessary time lost and focuses the training to meet the needs of the employees.

3. Implement Programs: After the selection of an appropriate method, the actual functioning takes place. Under this step, the prepared plans and programs are implemented to get the desired output. Under it, employees are trained to develop for better performance of organizational activities.

4. Identifying Goals and Objectives: An organisation must first assess its objectives. What business are we in? What product do we wish to provide to customers? At what level of quality do we wish to provide this product or service? These question will decide what skills, knowledge, abilities and other personal attributes are necessary for employees. To the extent that they may lack these attributes, training may be required.

5. Implementing the Training: Training should be conducted by professionals with knowledge and expertise in the given subject area; period. Nothing is worse than being in a classroom with an instructor who has no knowledge of what they are supposed to be teaching! Use in-house, experienced talent or an outside professional training source as the best option. The training should be presented so that its organization and meaning are clear to employees. An effective training program allows employees to participate in the training process and to practice their skills and/or knowledge. Employees should be encouraged to become involved in the training process by participating in discussions, asking questions, contributing their knowledge and expertise, learning through hands–on experiences, and even through role–playing exercises.

6. Training Policy: A training policy represents the commitment of top management to employee training. In consists of rules and procedures concerning training. A training policy defines (a) the result expected to be achieved through training, (b) the responsibility for the training function, (c) the priorities for training, etc.

7. Responsibility for Training: Training is a joint process. Its responsibility has to be shared among (a) the top management who will frame and authorize the basic training policy and review the training plans; (b) the personnel department which should plan training instruction; (c) the line supervisor who should implement training plan (d) the employee who should provide feedback and suggestion and improvement.

8. Selection of Trainee: It is necessary to decide who is to be trained new or old employee; workers, supervisor or managers. The methods to be used will depend upon the type of person to be trained. Trainee should be selected with care, ensuring that they and the organisation will benefit from their inclusion in the training programme.

9. Preparing the Trainers: The success of training depends to a great extent upon the instructors or the resource persons. The trainer must know both the job contents and how to teach them. He should have an aptitude for teaching and should employ the right methods for training.

10. Developing Training Packages: It involves deciding the content of training, designing support material and choosing the appropriate training techniques. Training courses may involves specific instruction. A training courses may cover time periods ranging from one week to a few months. Support material for training may include study notes, case studies, pamphlets, charts, brochure, manual, movie slides etc.

11. Evaluation Training Program: One way to make sure that the training program is accomplishing its goals is by using an evaluation of the training by both the students and the instructors 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.