Training Need Analysis and Evaluation of Training Effectiveness

Training and Development is imperative to the organization’s progress. Training helps addressing employee weaknesses and builds a reliable and skilled workforce. This will improve the employees’ performance and boost their self confidence, and innovation. By acquiring the needed knowledge and skills, employees can perform more efficiently and increase the overall productivity of the organization.

Arguably, one of the most vital elements in the design of an effective training program is a thorough analysis of the training needs of an organization. With the amount of financial resources required to invest in a high quality training program, it is imperative that organizations do their due diligence in revealing the learning needs of their staff. A needs analysis can also differentiate between issues where training is an answer, and those challenges in which training is not a solution. All of these factors are addressed in a proper training needs analysis and all of them aid in the development of a highly effective and customized learning program.

Training is a process to develop skills in the employees that can help in achieving desired organizational objectives by providing them necessary skill developing activities. Training is used as an important tool in an organization as it has the ability to change the organizational culture and value. Training involves providing opportunities to employees so that they can develop their skills that are required to perform well. Even though employee training shows that management has implemented human resource strategies successfully but it doesn’t guarantee success.

Training effectiveness refers to the objectives or the goals were set to achieve after the training program. According to Bates & Coyne, training effectiveness is all what achieved from the training program applied on the workplace (Bates & Coyne, 2005). As per Hung, quality of training is more concerned than quantity of training through training evaluation (Hung, 2001). Therefore, in point of view of Brandley and Kitson, training evaluation

Training can be used for many reasons and for an organization to be successful they should have the ongoing training for their employees. In looking at the entry from last week regarding conflict resolution, training would be applicable. By training

Training and development is one of the many essential functions of human resource management; it is deemed as the planning learned experience by which employees are taught various aspects of a given job and most importantly how to perform a job and or a future tasks. The basis for training and development implementation is to mold an efficient employee who performs tasks effectively resulting in optimum productivity, which aids in an organization’s overall aspirations. Job training has been around for centuries and has been utilized to teach individuals task specific to a given job or industry; it differs from education which affords individuals general information regarding traditional topics such as science, math, history, reading, and writing. Over those centuries, a few training methods have been explored such as on the job training, classroom training, vestibule training, systematic training, and the most currently used computer training. Within each of these, training methods can be found imperative information to assist an organization successfully meeting objectives.

Training is defined by Webster 's Dictionary as, "a process by which someone is taught the skills that are needed for an art, profession, or job." (Websters.com). In a professional sense, training refers to a planned effort by a company to facilitate learning of a job-related competencies, knowledge, skills and behaviors by employees. According to ETT Training works, there are several reasons a company has a training program for their employees. To Increase productivity, reduce employee turnover, decrease need for supervision, increase ability to employ new technologies, increase safety to decrease work place safety and illness, maintain employee credentials and certifications, to help employees meet new

Training and development are an essential part of any human resource (HR) department. One manner this can be done is through a training needs assessment, which provides the goal of helping to improve employee job performance. A training needs assessment is broken into three specific areas: organization analysis, task analysis, and personal analysis. The first area deals with what type of environment, strategies, and resources are needed to help determine where to emphasize training. The second deals with what kind of activities are needed to be performed in order to determine the KSOAs needed. While the third area is used to understand what the specific performance, knowledge, and skills base are needed to help ensure the right individuals receive training (Snell & Morris, 2016, pp. 264). This third area is important, because not every employee needs to be trained on the same thing which can save resources for the

Assessing training needs driven by the change, and planning when and how this will be implemented.

Are the employees performing up to the standard as required by the management? If performance is below expectations? Training can help to improve this performance to fill up the Performance Gap.

For the effectiveness of this training program, organization has already streamlined the training with its business strategy. Company’s mission, vision, values and beliefs are communicated well at every level in the organization especially with human resource strategies such as this training program; rather made it a strategic training.  After careful consideration have given to internal and

A manager must recognize the employees with knowledge and skills and encourage them to use their abilities. Organization and managers should recognize their successful business which this success depends on human capital and

Training thus means showing an operator how to operate new machines, a new sales person how to sell the company’s products or an administrator how to employ and appraise employees.

Employee training programs are important in a business' success. Without an effective training program implemented the business could suffer from confused employees, ill direction and incompetence. The new employee can only excel further when taken through a properly planned training program.

Manpower Training and Development is a very important aspect of human resources management which must be embarked upon either proactively or reactively to meet any change brought about in the course of time. The rationale behind it is to web the job and the job-holder together to achieve the organizational objectives.