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Chapter 1 - Training in Organizations

  1. At the end of this chapter, the learner will be able to: 1. Recognize the nature, importance, and benefits of training; 2. Identify legal issues on training; 3. Formulate training objectives that are important in all organizations; 4. Categorize types of training; 5. Correlate the basic steps of training systematically; 6. Adapt to trends in training practices; and 7. Internalize training as a career opportunity.
  2. Training is the process to develop employee performance on a presently held job or one related to it. In order to be effective: • training must involve a learning experience; • it must be a planned organizational activity; and • It must be designed in response to identified needs. Development refers to learning opportunities intended to assist employees grow.
  3.  The effectiveness of organizations and the experience of people in work rely significantly on training. All organizations employing people need to train their staff on important areas like: • Productivity; • Health and safety at work; and • Personal development  Investment in training involves acquiring and maintaining space and equipment. It requires operational personnel, employed in the organization’s main business functions, like production, maintenance, sales, marketing and management support to direct their attention and effort to supporting training development and delivery.
  4. Training is beneficial for a number of reasons, namely: 1. Better job satisfaction and morale amongst workforce. 2. Improves workforce motivation. 3. Improves efficiencies in processes, ensuing to profitability. 4. Better capacity to adapt new technologies and methods. 5. Improves innovation in strategies and products. 6. Lessens employee turnover. 7. Creates better company image. 8. Helps people identify with organizational goals. 9. Enhances relationship between employer and employee. 10. Helps in organizational development.
  5. Training benefits (Cont..): 11. Promotes loyalty, faithfulness, sincerity and trust. 12. Assists in promotion from within. 13. Assists in boosting productivity and work quality. 14. Assists in avoiding tension and conflict. 15. Lowers down costs to the functional areas. 16. Generates an environment for growth and good communication. Required and regular training is mandatory and must be given to all employees. Otherwise employers could be guilty of an offense.
  6. What the organization desires to attain and how to help employees reach company goals are the focus of training objectives. 1. Health and Safety 2. Equality and Diversity 3. Staff Management 4. Soft Skills
  7. 1. Required and regular training – These are trainings, which comply with legal requirements and are provided for all employees. a. Sexual and harassment prevention b. Safety compliance c. Wage and hour rules d. Employee orientation e. Benefits enrollment 2. Job/Technical training – These trainings make possible employees to do their jobs well. a. Computer skills b. Customer service c. Quality initiatives d. Equipment operations e. Recordkeeping needs f. Telecommunications g. Product details
  8. 3. Developmental and career training – These are trainings focus on both operational and interpersonal troubles and endeavor to enhance the working environment of the organization. a. Business trends b. Strategic thinking c. Leadership d. Change management e. Career planning f. Performance management
  9. 4. Interpersonal and problem-solving training – These trainings center on long-term improvement of individual and organizational capabilities in the coming years. a. Diversity b. Ethics c. Human relations d. Communications e. Writing skills f. Team relations g. Coaching skills h. Problem analyses i. Conflict resolution
  10. In developing an effective training program, it is best to use the systematic training process. There are four (4) basic training steps in this process, which are assessment, design, delivery, and evaluation. STEP 1: Training needs analysis STEP 2: Training designs STEP 3: Training delivery STEP 4: Training evaluation
  11. STEP 1: TRAINING NEEDS ANALYSIS  The needs analysis is the first step for all training. This step requires data collection in order to justify an investment for training.  The objective in setting up a needs analysis is to discover the responses to the following queries: 1. Why training is necessary? 2. What kind of training is considered necessary? 3. When is the training necessary? 4. Where the training is considered necessary? 5. Who requires the training? 6. Who will carry out the training? 7. How will the training be executed?
  12. STEP 2: TRAINING DESIGNS  This step establishes the training design appropriate depending on the training objectives. STEP 3: TRAINING DELIVERY  Once training design has been decided this step can begin.
  13. (STEP 3: CONT..)  The following variables must be considered in selecting training delivery methods: 1. Nature of training 2. Topic of the training 3. Number of participants in the training 4. Individual vs. team 5. Self-paced vs. guided 6. Training resources/costs 7. E-learning vs. traditional learning 8. Time allocated 9. Completion timeline
  14. (STEP 3: CONT..)  In addition, an effective trainer should have the following characteristics: 1. An interest to lecture the subject being taught 2. An experiential knowledge of the subject being taught 3. An ability to encourage participants to learn 4. A good sense of humor 5. An energetic look and good posture 6. A strong enthusiasm for their topic 7. A strong empathy towards participants 8. Fitting audio/visual equipment to better understand the topic of the training
  15. STEP 4: TRAINING EVALUATION  This step will determine how effective and profitable the training program has become due to cost and time expenditure.  There are numerous apparent benefits for evaluating a training program, namely: 1. Evaluations will afford feedback on the trainer’s performance, which could allow improvement for future programs 2. Evaluation will show its cost-effectiveness 3. Evaluations determine the effectiveness of the training program in general for the employees and the organization itself.
  16.  Five major trends and the best practices that companies should think about in training consist of the employment of mobile technology, embracing of social learning tools, application of adaptive learning principles, alignment with corporate objective, and the talent to measure effectiveness. 1. Going Mobile 2. Understanding Social 3. Considering Adaptive Learning 4. Aligning with Business Objectives 5. Measuring effectiveness
  17.  Human resources training consist of obtaining the Human Resource (HR) degree level that is fitting for the job, plus acquiring further on-the-job training via observation and mentoring.  Numerous individuals who aspire to enter into human resources training role make use of their past experiences and enhance it with formal education in a college or university program.  Masters in Business with a focus on Human Resources would facilitate HR training and development manager or specialist move up the career ladder and earn a better salary.