Systematic Approach to the Process of Training

To be successful, firms have to adopt a systematic approach to training process. Training fills the gap between what someone can do and what he should be able to do. The first aim of training is to ensure that, as quickly as possible people can reach an acceptance level in their jobs. Training then builds on this foundation by enhancing skills and knowledge as required to improve performance in the present job or to develop potential for the future. Steps involved in systematic approach of training:

Identifying and analyzing training needs: Training should always fall in line with the objectives of the organization to be achieved and it should be relevant to the context.Running training programmes just for the sake of running it, without defining the purpose, or sending the trainees for a workshop that has nothing to do with what the trainees really need to learn -all these are inappropriate methods of training and it makes the trainees lose their focus and direction. Another problem you will meet in the off-the job training is that, transferring the knowledge to action in the work place. If the objectives are not specified and appraised properly to the trainees, they will not be able to satisfy your expectations. So, a thorough analysis of what people need to know as trainees at different functional levels proves useful in saving much time and labor of the firm.

Job analysis-a basis for identification of training needs: The basis for training starts from job analysis, where the organization has to be quite prudent about its specifications and expectations well defined. The indicated specifications may be about,

  • Knowledge -what the worker needs to know in terms of professional, technical, technological, commercial aspects.
  • Skills-Manual, intellectual, perceptual, analytical or social which depends on the nature of the job. A top level employee needs to possess more analytical skills backed up by rational thinking, whereas a lower level employee is only expected to deliver his technical skills properly.
  • Attitudes: The disposition to behave or to perform in accordance with the requirement of the work. This is one of the most important aspect that is neglected by most of the organizations by sheer oversight. If a customer is not properly received in a boutique shop or a restaurant, think what will be the response and reaction of the customer? If a worker does not pay due respect to his superior or boss, is he going to continue working for the firm? Whether it is a production environment or a market environment, firms must teach the trainees to conform to the guidelines regarding attitude.

Prepare your training plans based on the objectives: Decide on the content of the course, as established by job and task analysis and information from performance appraisals. Decide on the training techniques, which may be,

  • Job instruction
  • On-the -job training
  • Coaching
  • Lecturing
  • Computer based training
  • Action learning
  • Interactive video etc., which are a combination of on- the job and off-the job training exercises.

Implementing training plans: The duration of the training course depends upon how much learning has to take place. It is essential to put someone in charge-a professional training officer or a designated manager.

Evaluation of the training process by monitoring and analyzing the results: How far the objectives have been achieved, indicate the success rate and also feedback for suggestions from employees’ end is a vital input for improving the performance output.