Training and Developing

TRAINING AND DEVELOPMENT

Designing a Training and Development Program:

o Needs Assessment

o Instructional Objectives

o Design

o Implementation

o Evaluation

Who, what, when, where, why and how of training.

o What are the goals and objectives of organization

o Jobs and tasks relevant to achieving the objectives

o Skill and competencies needed to perform the tasks

o Type of human resource involved

o Organizational culture

o Physical and financial resources

Training Needs Assessments is carried out to know what are the deficiencies in training which are hampering achievement of organization’s objectives and goals.

o What are shortcomings which can be removed with training?

o Where lack of resources is responsible for inefficiency

o Whether the organizational culture responsible for inefficiencies

With rapidly changing technologies and international competition there is a need to constantly review existing skills and determine what new skills are required to keep the organization set new goals and achieve them. TNA means detecting the gap between existing skills and competencies filling which by training can help achieving the desired goals of an organization.

Designing Training

o Select a curriculum designing expert from within or outside the organization

o Determine the type of training: on job, in classroom or distant learning

o Methodology of training: lectures, videos, seminars, workshops, role play or simulation,

o issuing literature, etc

o Implementation or the prepared modules in training schools or the designed methodology and training the trainers

Evaluation

During implementation feed back of the students, instructors and whether the training

improved performance of the trainees. The feed back is helpful in reviewing the

designed training program. Training and development is an ongoing process.