Training and Development





Training and Development

The goal of a training needs analysis is to identify the deficiencies of an organization and forming frameworks designed towards solving them. A needs analysis is focused on improving the performance of an organization by establishing the difference between the current state and the desired one. There are four steps associated with the process of evaluating a needs analysis. The first step is normally associated with the identification of a concern. It is an inadvertent process that helps decision makers take action to improve the situation of the organization. The second step is for the decision makers to establish whether these problems will affect the performance at a significant level. The third step is to bring together the parties that are capable of solving these issues.

Within an organization, stakeholders such as investors, employees, or customers are normally informed and consulted about the issue at hand. The fourth step will involve obtaining further information about the issue at hand through data collection, personnel organization, and delegation of duties. Within the process of training, types of sessions must be conducted depending on the objectives. Sessions include in-house courses, public courses, conferences, on the job training, attachments, and competency programs. An annual training plan is established every year by the managers that are based on the deficiencies of the previous years. A manager will attempt to identify each employee’s weaknesses and determine the type of training they will receive to improve their skills.

The frequency of the training programs will depend on the available courses either in-house or hosted by another party. The three tools of the training and development process include organization analysis, task analysis, and person analysis. In organization analysis, a strategy of the objectives is established. Resources and the context of climate are evaluated to examine the collective materials and attitudes of employees. A learning culture is developed among the team members. This allows them to be more receptive towards implementation of new ideas to improve the organization. Organizational flexibility will depend on the ability of all the stakeholders to be flexible to changes that bring about the enhancement of performance systems.

Some of the task analyzes include establishing the target jobs to be carried out, obtaining the job description, develop a form of measurement that grades the importance of each task together with its frequency, surveying the sample of job incumbents, analysis and interpreting the information and providing feedback. Task analysis involves the examination of competency regarding personnel skills and abilities to perform the required tasks. Training and development courses are a significant contributor to the overall development of an organization. Foremost, a learning environment allows employees to become more creative, thus paving the way for higher performance.

Training and analysis are also important because they focus on an employee’s weaknesses regarding professional skills and abilities. Thus, they are able to improve on such skills through effective management. Regular training would imply that an employee would need to change their modes of operation, such as working with improved systems or different team members. This allows the worker to become more flexible and, therefore, able to adjust quickly and effectively to different environments. Through training, the skills of an employee will be aligned to those of the company. It will, therefore, be easier for managers and employees to work together if they are aware of the company’s mission.

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