Training and development in any organisation play a critical role in the growth of every employee.The financial growth of any organisation depends on the employees. So it is necessary to identify the training requirements for the overall development of every individual in the company.
Every company has to make sure whether their employees has enough knowledge, skills and attitudes to perform their given job duties.
Below are some Training and Development methods can take your company’s growth to the next level:
Importance of training:
Training increases the aptitude, skills and abilities of every employee to perform their jobs. The technical knowledge needed for their demanding job also increases. It creates an efficient and effective organisation by improving employee performance. It also changes the attitude of every individual by helping them to reach their targets. Training reduces job dissatisfaction, complaints, grievances and absenteeism due to health reasons.
Training Needs Identification:
Before laying out the plan for training, it is very necessary to analyse the objectives of the company, evaluate the employee needs and train them accordingly. Training requirements can be identified at three levels:
1) Organisational Analysis
2) Task Analysis
3) Individual Analysis
1) Organisational Analysis:
It is a detailed analysis of the organisation structure objectives, human resources and plans and understanding the company’s culture and background. The first step is clearly to understand both short term and long term goals of the business.
Check whether there are enough employees available to fulfil all the business operations. It is essential to analyse whether every individual’s performance is up to the required standards. Check whether the working environment in their departments is favourable to fulfil their tasks.
2) Task Analysis
It involves a detailed examination of a job, its components and various operations. It is imperative to focus on the task and the conditions under which these duties are performed. Every job has to meet performance standards. Job analysis should be accomplished by job observation and data collection through job interviews.
3) Individual Analysis
It identifies whether the individual employee requires training. It is essential to gather information through observation at the workplace by examination of job duties, interpersonal relations with other staff and interviews with superiors and other employees. This analysis also differentiates between good and poor professionals by checking the personnel records, production reports and performance reports of every employee.
The company has to take a decision whether it should take the service of training programmes offered by external agencies like educational institutes or plans proposed by consulting firms in Training industry for conducting in-house training. The training course should be designed in such a way that it is related to the trainee’s previous experiences and background.
A training budget must be fixed for each in-house programme. It should include the cost of the facilities like the training room, food, transport, guest faculty and teaching material. The trainer must plan his training activities in advance so that the regular work is not disturbed.
Types and Techniques of Training:
Training methods are decided according to the requirement of the programme design. Complete demonstration of job requirements helps the trainees to understand the concepts and procedures to perform the job duties correctly.
The trainer should opt for training methods that increase trainee’s interest in the subject by explaining the concepts through audio-visual methods. The trainer must be able to understand and identify problem areas.
He should select the appropriate method based on understanding nature of each trainee in the organisation. The training budget must also be cost effective.
A) Advantages of On-job training:
In this type of training, trainee learns on the job. It is very economical because no extra personnel and facilities are required. The trainee learns the rules, regulations and procedures by observing day-to-day work.
It is suitable for a company that has jobs profiles exactly equal to a number of employees. This strategy works if the knowledge and skills of a job profile could be accomplished in a short period.
Many big companies design their apprenticeship programmes for attracting bright students. The workers in these organisations are employed and given a small stipend to learn the job first. After the training is completed, the candidates are recruited by the same company.
The main advantage of this type of programme is that the hiring cost is reduced significantly. The employees tend to become more faithful and growth opportunities for them keep increasing.
C)Knowledge Based Methods:
In this technique, trainees are presented about concepts, theories, fundamental principles, and applied knowledge in any subject area.The principal objective is to make trainees aware of the basic theories.
The examples of this method are lectures, seminars, workshops, films and training and group discussions.
D)Evaluation of Training:
Training evaluation is done check whether the trainees are performing their jobs up to the expectations of the company. It is also done to check whether the trainee requires extra training.
There are four basic categories through which the results of training are estimated:
1) Reaction: It is evaluating the trainee’s response to the programme.
2)Learning: It is to find out whether the trainee learnt the principles, skills and facts taught by the trainer.
3)Behavior: It is to check the trainee’s on-the-job behavior and see whether it has changed after training or not.
4)Results: Compare the results which been achieved after training and before training.
5)Interviews: are carried out with supervisors to get feedback on training.
These are some of the strategies in Training and Development which can enhance the productivity of every employee in the organisation.