HRD2602 Training and Development Practices

The purpose of this training is to identify three key training areas and explain the importance of each, taking into a consideration the benefits, along with how the training will meet professional, personal and motivational employee needs.

The four levels of training are balanced through the core logic in accordance with learning which can answer the crucial questions challenged by the program (Kaufman, & Keller, 1994, p. 373). The four levels of evaluation are: (1) satisfaction: to what level did the stakeholders react satisfactorily to the learning experience; (2) to what level did the stakeholders acquire new learning or enhanced awareness and comprehension based on the learning experience; (3) to what level the stakeholders employ what they acquired from the learning experience on the job (4) to what level the intended outcome happen as a result of the learning experience (Kaufman, & Keller, 1994, p. 327).

Task analysis is the process of obtaining information about a job by determining the duties, tasks, and activities involved and the knowledge, skills, and abilities required in performing each task. There can be broken down into six

Identification of activities - All the activities which have to be performed in a concern have to be identified first. For example, preparation of accounts, making sales, record keeping, quality control, inventory control, etc. All these activities have to be grouped and classified into units.

The next step in the recruitment process would be to derive a job description. An initial step to this is to conduct a job analysis. A job analysis is used for collecting and summarizing information according to established guidelines. The information obtained also sets standards and performance expectations for employees assigned to these positions. Several different procedures or sources can be used in this process. Included in these are interviews, observations of the actual job, questionnaires, supervisory input, published literature, and the use of experts.

Identify specific tasks in the work setting that should not be carried out without special training

Management training consists of courses which helps managers to be organized to deal in situations an example for this is observing employees and projects. Many businesses offer this type of training themselves; it can be done in two types of ways workshops and seminars. The advantage of this is that the manager’s confidence would

First, an organization must assess their training needs to set up a training program that’s effective and foundational. “A training needs assessment is used to determine whether training is the right solution to a workplace problem” (Cekada, 2010, p. 28). Data must be gathered continually to determine what training needs must be met and develop a plan to accomplish the organization’s objectives because training program is a costly expense for employers. Training needs assessment (TNA) “provides accurate information for the

Starting with the basic requirements and slowly working toward more advanced training the manager must guide and assign a sponsor to assist the manager train the new employee. The employee will indicate the progress by how fast they are learning the material. According to Edwin and Ohaegbu (2015), managers must understand a range of Human Resource Management functions to adequately train on topics other than job requirements. Once the employee is progressing then the manager can start to look at other training and sustainment training. It is the training that allows the new employees to one day be a manager.

Within this scenario, I must identify my basic tasks as well as the ongoing evaluations and policy and procedural

The five main steps in determining and executing training in an organisational context: analyse the required standards, analyse the current skill and knowledge level, determine the skills/ knowledge gap, identify training solutions and evaluate performance after training.

In regards to training a strong, educated, and high-performance workforce, an up-to-date training plan that will equip employees with the tools necessary to meet organizational goals. Learning plans will need to be technical, as well as practical. Managerial level employees will have access to a tuition assistance program that will encourage higher education for use within the organization and their field of expertise. Employees will not only be equipped to perform the core tasks of their profession, but will also be well versed in teamwork, sensitivity, leadership, and recognizing various personality types, and how to better interact with them. They will be offered monthly internal training sessions, hosted by their co-workers, and will alternatively host them as well. This allows for fiscally sound cross-training opportunities, and well-rounded individuals to advance within the organization. This will also serve as a measure of the effectiveness of the training program, by allowing the employees to demonstrate their knowledge to their peers and leadership.

Today's work environment requires employees to be skilled people in performing complex work in an efficient and cost-effective. Training is needed when employees performance are not up to certain standard and requirement. The difference between actual level of job performance and the expectation from management and job level indicates a need for training. The identification of training needs is the first step in a uniform method of instructional design. Training needs analysis will identify those who need training and what type of training is required

The company’s managers need to take part in an extensive training process. The training should include how to establish and communicate clear, realistic

A training program that is well-designed is proven to achieve maximum results and meet the training needs identified during a training needs analysis. A well-executed training program will increase overall productivity and provide the knowledge, skills, and attitudes the employees need to perform successfully. This paper presents considerations for the design of a two-phase training program for existing employees – a two (2) day program, which covers the training needs to move the company in the right direction.