Conducting Need Analysis
Determining the business outcomes the organization aims to achieve from the training, improving employees’ overall workplace performance. The second step links the desired outcomes with specific employee behaviors (HR-Guide, 2019). In this case, for optimal performance to be achieved, every employee has to attain their targets. Thus the critical competencies they need to achieve optimal performance are dedication, the right skills, and motivation at work. Trainable competencies are the skills required to achieve an optimal outcome and personal traits like motivation (HR-Guide, 2019). The company will have competency evaluators such as performance tests to identify performance gaps and the number of employees who require the training.
Content of Training
Employees will have refresher courses on the tasks they are supposed to carry out in their everyday activities in the workplace, including seminars, coaching, and training. Hands-on-model will be used to ensure that employees can demonstrate their capability (HR-Guide, 2019). Employees will set new performance targets with the managers using the SMART model. The employees will be introduced to new incentive packages, which will act as a motivator. The management will introduce new packages for employees who meet their performance targets, such as having a fully paid trip and getting an additional bonus. These incentives will ensure that employees are well motivated to take up the challenge.
How Trainers Will Be Selected
The training goal of this session will be based on changing behavior and adding more information and skills to the already existing ones. Thus, the trainers will be selected based on their ability to accomplish these goals. The trainers must have the knowledge and expertise to facilitate the training. The 10*10 rule implies that the trainers must have ten years of content knowledge in the relevant field and ten years of facilitating experience (EL Hajjar & Alkhanaizi, 2018). The trainers will need to have the ability to handle complex situations and people. Trainers need to understand what works and pay attention to individual participants who may need support.
Organizational Objectives
One of the main organizational goals for this company is achieving performance management. The company aims to use to improve employee performance, leading to increased company effectiveness. It focuses on the advancement of employees and aligns it with individual goals to enable them to thrive (EL Hajjar & Alkhanaizi, 2018). Thus, the organization’s management is constantly working to ensure that they develop the employees by providing clear and consistent goals. The other organizational goal is to achieve optimum productivity using the labor force and inputs. Productivity assesses how the organization and employees convert inputs such as capital and labor into outputs such as goods and services. Productivity is essential in the organization because it directly impacts its profitability.
Training Objectives
The first training objective is to ensure that the employees get the required skills and knowledge to perform the assigned duties. The training hopes to improve the employee’s skills and knowledge to be more efficient in their duties. The improvement of skill and knowledge will have a positive impact on the organization, which includes increased efficiency and profits (HR-Guide, 2019). The main skills and knowledge they are expected to learn are human relations, work ethics, and safety. The other objective is increasing employee motivation in the workplace. When employees are more motivated, they are likely to be more productive. Thus, increasing employee motivation will ensure that the employees produce their best in helping the company propel forward.
The Target Audience and their Learning Styles
The main target audience is the subordinate employees who are directly involved in the productivity and performance of the organizations.’ These include subordinate employees in the different departments depending on their roles. The subordinate employees can effectively learn through visual representations. This is whereby the employees can visualize information presented to them through graphic depictions such as diagrams, arrows, charts, symbols, and much more. Thus trainers need to use visual representations to demonstrate how individual performance is connected to increased productivity (EL Hajjar & Alkhanaizi, 2018). The other learning method is kinesthetic, which depends on physically taking active roles. This learning model will be more effective for employees working in the production departments and help increase their efficiency.
Evaluation of Training Models
A centralized model is a standardized training model which allows the employees to have same training. This method is effective when training a large group of employees. Functional model is tailored to achieve a specific training goals therefore it most effective when the company has specific training goals they aim at. The matrix model is where a senior trainer with more expertise oversees the trainers. This model assumes the classroom model and is most effective when the training requires demonstration. The university model uses internal and external stakeholders depending on the training needs (EL Hajjar & Alkhanaizi, 2018). It provides training for employees on complex matters that the company cannot handle internally. This study will use functional training because it better addresses the specific needs of this training session.
Comparison between the Different Training Methods
On-job training is a model which requires the employee to be an active participants. The method requires face-to-face training and is mostly used when learning about new technology. eLearning is different from online training in the sense that it is done through the internet (EL Hajjar & Alkhanaizi, 2018). However, it can also be used to train employees on the general concepts and new software. Coaching occurs both in face-to-face and online models, and unlike the other two methods, it is conducted by a veteran (Ferrazzi, 2015). Finally, video training is similar to eLearning, only that it allows retrieval of videos for later use. Instructor-led training is like the traditional classroom, whereby the trainer controls the training session. Instructor-led training from replaying because active roleplaying participation but imitating stakeholders such as customers. For instance, in role playing, an employee can assume the position of a customer and rate their feelings towards a certain product. Simulation training differs from the above two methods because it involves arranging scenarios resembling the actual activity. This method is different from roleplaying because simulation does not use real individuals such as in roleplaying. Finally, Group activities are when employees from a common department practice or train together specific unique functions of their department.
Connecting the Training Methods to Learning Styles
Both video and simulation training is effective visual learning components which can be used in this training. The employees of this organization can be trained using visual learning methods, which involve graphical methods to represent the phenomenon. Video training uses graphical images with descriptions which allow the employees to visualize. In addition, employees can review the videos later after the presentations have been done, especially for those involved in complex tasks that require standard procedures. Thus, video and simulation training methods are effective for employees especially those from complex departments that may need a demonstration. In kinesthetic learning, there is on-job training, coaching, instructor-led learning, and role-playing. All these training methods fit within this category because they involve physically taking active roles in the process. However, they cannot all be applied in the process; thus, only the most effective ones shall be used in this training session. This training session shall apply on-job training and coaching as the only kinesthetic learning methods for training the employees. On-job training will lead to imp[roved performance because it allows employees to learn while working on projects. Coaching, on the other hand, will enable employees to ask questions from an experienced mentor.
How Effectiveness of Training Will be Determined
The effectiveness of the training will be done by first assessing the employee’s reaction to the training program. This will involve conducting a survey to determine their get their general impression. The other step is checking whether the employee has learned the skills by giving them a physical test to work on (Maynard, 2013). The third step will be assessing how the training has changed their behavior to ascertain if they are applying the skills in their job. Some changes they need to improve their performance are to be more productive, avoid absenteeism, and show dedication to work. Finally, HR will assess the results by determining whether the training has helped to increase the performance of employees.
Why Training Evaluation is Critical
Training evaluation is important in determining whether the training program was helpful to the employees by meeting the set goals. In addition, training evaluation is essential to keep the learners and trainers accountable for the company’s regulations. Training program effectiveness evaluation helps identify areas of improvement by noting common gaps (EL Hajjar & Alkhanaizi, 2018). Thus, if most employees have been trained about a concept and cannot apply it, it shows that the training method was ineffective and needs to be revised.
How Managers Should Ensure Transfer of Training
When a manager can create business objectives in the employees’ minds, they can learn and adapt fast. The manager should ensure that the training is aligned with critical business drivers. This alignment acts as a clear guideline that employees can follow in implementing their learning. However, when this alignment is not provided, employees enter into a state of guessing, negatively impacting the transfer of training (EL Hajjar & Alkhanaizi, 2018). For a training program to be well implemented by the employees, the managers must ensure that they support them. This can be done by answering five key questions regarding relevance, resources, reinforcement, renewal, and review.
Evaluation Questions to Determine the Effectiveness of the Training Program
- Has the training program improved the employee skills and knowledge?
- Name the components you found more attractive in this training program.
- How would you rate the overall training program of the organization?
- Was the mixture of graphical representations and other learning activities suitable?
- Would you recommend the training program to your friend?
The first question evaluates how effective the training program was in delivering the main objective, skills, and knowledge. The second question is to assess whether there are specific components that the employees have found interesting in the training program. This will outline the things the employees have liked, and the organization can work on ensuring they are there in every training. The last three questions are based on evaluating the employee’s reaction to the training program.
References
EL Hajjar, S. T., & Alkhanaizi, M. S. (2018). Exploring the factors that affect employee training effectiveness: A case study in Bahrain. SAGE Open, 8(2), 215824401878303. Sagepub. Web.
Ferrazzi. (2015). 7 ways to improve employee development programs. Harvard Business Review. Web.
HR-Guide. (2019). Training and development: Needs analysis. Hr-Guide.com. Web.
Maynard, D. (2013). Employee training evaluation [Video]. YouTube. Web.