TD/U1 Topic 3 Overview of Training and Development Systems
Training programs play a crucial role in honing skills of employees, making them responsible, productive, efficient and well rounded managers.
Let us go through various types of management training programs:
Employees need to be trained on how to interact with their fellow workers and superiors. Not many people know how to behave at the workplace. Employees ought to be trained on business etiquette, workplace ethics and how should they conduct themselves in organization. There is a certain way of doing things and employees need to be suitably trained. Employees need to be trained to treat all fellow workers as one irrespective of their designation and respect their female counterparts. Training on effective communication is a must in organizations. Not everyone is born with effective communication skills; it comes with time and specific training programs. Training on soft skills helps employees to use the correct language at the workplace and pass on information in its desired form. Employees need to be trained on conflict resolution skills which would not only help them find solutions to problems but also strengthen employee relations.
Employees need to be trained on time management skills. Employees need to make the most judicious use of time. Trust me; no one listens to lame excuses that you did not get enough time to complete your task on time. You need to manage your time well. Managers need to master the art of making the best possible use of available resources. Responsibilities should be delegated as per specialization and interest levels of employees. Proper delegation of job responsibilities avoids confusions at workplace and leads to a healthy work culture. Clear clutter and organize your workstation. Keep all your documents in a proper folder to avoid unnecessary searching when needed. Being organized not only saves your time but also helps you achieve targets within the desired time frame.
Safety of the employees is a major concern in organizations. Employees need to feel safe and comfortable at the workplace. Employees need to be trained on how to handle emergency situations. Special training programs should be organized to acquaint employees with fire safety techniques, emergency /earthquake evacuations and other security concerns.
Employees need to be trained on policies of organization and how the same ought to be implemented in the correct way. Special training programs ought to be designed to familiarize employees with the rules and regulations of the workplace.
Effective trainings on leadership skills help managers to be a strong leader and a source of inspiration for their team managers. A leader needs to be an effective listener as well. He needs to patiently listen to the problems of his team members, counsel them and give them appropriate solutions. A good manager should be a good mentor who stands by his team members, guides them and helps them face tough times with a smile. Leadership trainings help managers to encourage their team members to work in unison for better results.
Customer trainings enable employees and managers to deal with customers sensibly. Such trainings help employees to address customer grievances and make customer centric decisions. You can’t afford to be rude with your target customers or ignore their problems.
A comprehensive training programme involves the systematic development of various competencies and facilitating the development of the knowledge, skills and attitude required by the employees at work. It includes specific interrelated and interdependent steps which progress systematically for getting the desired outcomes from the training & development efforts.
Understanding Organization’s Aims and Objectives
The systematic framework starts with the stage of understanding the organization’s aims and objectives and the determination of the crucial strategies which will lead to the achievement of the predefined goals/objectives. In other words, the first stage of a systematic approach to training begins with the determination of a blueprint or a training & development roadmap.
Assessing/Analysing Training Needs
Training Needs Assessment essentially involves assessment of the gap between the desired level of competencies and existing competencies required for handling a job. Training Needs Analysis aims at assessing the discrepancy between what an employee should be doing at work and what he or she is capable of doing.
Determining the Aims and Objectives the Learning & Development Programme
Determination of the training objectives while formulating a training plan is as important as analyzing the budgetary permutations for conducting a comprehensive training programme. It details what the trainees will be able to learn at the end of the training programme and how they will be able to apply the learning at work. If training objectives are specified well in advance during the planning stage itself, it will improve the effectiveness of the training programmes and maximize the ROI.
Training Strategy Design
The Training Strategy Design stage is again a very crucial stage of the Systematic Framework of Training & Development process. During this stage, the various possible alternatives are assessed and compared for reaping the optimum benefits from a training & development exercise. It includes analysis of the multiple parameters such as designing course modules/content framework, deciding upon the training pedagogy or methodologies (Experiential or Classroom exercises), Preparation of the Preview Learning Materials/Handouts for the trainees and identifying the critical learning pointers for the trainees at the end of the training programme.
Implementation of the Training Strategy
During the training implementation stage, the trainer gives maximum importance to the selection of the right training methodology for maximizing the learning experience and imparting value with the help of the training programme. The methods may vary from outdoor training to in-house sessions, experience sharing, counseling & feedback sessions, experiential or practical training, on the job training, job rotation, case studies, deliberations and a lot more. It is mainly about putting the training into actual practice.
Evaluating the quality and effectiveness of the Training
One of the most crucial stages of the Systematic Approach to Training is the evaluation of the effectiveness of the training programme and implementing corrective actions for overcoming the lacuna and ensuring the achievement of the Training & Development Goals.