Section 8.4: Training Process
Bhavnit Sarai; Daniela San Pedro; and Hannah Doyle
The first step prior to conducting off-the-job training for employees is to determine the training goals and identify whether they support the organization’s strategic objectives.
- Define the Future
Identifying and setting strategic objectives for the organization will allow the identification of possible places of improvement across all functional areas. This will help with choosing appropriate training content that aligns with the overall organizational goals (Laskaris, 2020).
- Conduct TNA
This can be done by conducting a thorough analysis of the specific area that employees need to be trained on to meet the organization’s strategic objectives (Shawe, 2013). To do this, an organization must identify gaps in its processes and areas for improvement to give them the ability to plan and implement a training program that resolves the identified gaps (Meij, 2020).
Important factors to consider:
- What issues will the training program resolve?
- What is the organization’s definition of success?
- What is the value or ROI the training program will provide to the organization?
- How will the skill gaps be addressed?
- What is the budget for the training program?
Choose an Appropriate Training Method
An organization must define business objectives that relate to the skills identified in the needs analysis step, connecting them to the overall purpose of the chosen training method (Shawe, 2013). It should be defined what the organization’s desired state is and what it plans to achieve after the training program.
Communicate the Training Process and Goals
Creating and sharing the training program’s learning objectives allows participating employees to prepare, which promotes active participation. As a result, employees are more inclined to acquire knowledge from the training program and apply it to practice in their own roles (Laskaris, 2020).
Support Continual Learning
After delivering training to employees, it is imperative that the organization creates a work environment that encourages employees to apply newly learned knowledge into their jobs through a safe and open environment (Laskaris, 2020). Without continuous encouragement from managers and supervisors, employees will often revert back to old habits.
Training Methodology
To increase employee engagement, training programs should include details on the training process, which can include the skills to be trained in, delivery methods, the frequency of training, resources used, activities, which employees will receive the training and who will provide it (Shawe, 2013).
How to Choose a Training Method
It is essential that the instructor chooses the most appropriate training method. To gain the most value from a training course/system, the content delivery method must match the type of training. If the chosen training method is inappropriate, it can be extremely costly as it will leave the trainees without any gained value. For example, many firefighters go through simulation training, as it involves true-to-life scenarios they may encounter; thus, it is a valuable training method for their job. But not all jobs are straight forward, and it can sometimes be difficult to choose the most effective training method. In the previous subchapter, we discussed the differences between on-the-job and off-the-job training. In this section, we will discuss the variables that need to be considered when developing a training program.
Considerations in Choosing a Training Method
What is the Goal in Training the Employees?
The first step in determining the correct training method is identifying the goals and learning outcomes of the training course. This will help determine the types of instructional media needed to deliver the content. Please note that instructional media will be covered in depth in the following subchapter. The trainer will need to identify what the actual training will achieve. For example, will the training provide employees with new skills and abilities that can be applied directly to their job duties or will it be used to instill practices into the organization, such as diversity and inclusion training? These are the types of questions to ask when determining the learning outcomes and goals of the training.
How Many People Will Participate in the Training?
An important variable to consider when determining the correct training method is determining how many people will participate in the training (this should be done during the needs analysis). Understanding the training audience will have an impact on the training delivery methods used, as it will determine how much space will be needed for the training. If there is a small group of trainees, the use of an on-the-job classroom setting may be the best approach. However, if there is a large group (i.e. 100+ people) participating, it may make more financial and logistical sense to deliver the training content through an online training method. This depends on the subject being learned.
What are the Current Tools Available?
Now that we have determined the learning outcomes and number of people who will participate, we will need to determine the current tools available to the organization. This step is an important determinant in choosing between off-the-job and on-the-job training, as it can be extremely costly if the organization does not have many resources. As we know, off-the-job training can be highly beneficial, as it allows topic experts to teach the content; however, if the organization already has all the tools needed to deliver the content, it would not make sense to continue the training externally.
In summary:
To ensure success, an organization needs to have well trained and experienced employees to perform the activities in order to achieve organizational goals. This can be done by carefully following these interrelated steps in determining the need and urgency for an off-the-job training program to allow an organization to design an effective training program that will meet employee needs and enhance performance. This will allow an organization to maintain a viable and knowledgeable workforce.
