Employee training is an essential part of any business or non business organization. This enables employees to focus on essentials of better performance that reflect the organization’s policies, goals, objectives and missions. Training makes employees work hard and maximize their potentials while developing their skills and talents. This proposal addresses the needs of an effective employee training.
Requirements for Developing Training
This form of training is not the same as one used for recruits since the employees already have basic knowledge and information regarding what they do. This training involves building on the already acquired knowledge and skills.
Identifying the Audience
This aspect of developing training entails the identification of various job descriptions and office holders, the quality and quantity of work they do and how they were trained to do their these jobs. The trainers need to know the language employees use to communicate to enhance learning during training. The availability to attend the training sessions by employees is also a crucial aspect of the training.
All organizations have various types of workers that include the managerial team, technical experts, implementers, and subordinate staffs (Noel 2009). These categories also have other sub divisions that include the junior and senior positions in the department. For instance, the accounts department has the IT technicians and professional specialists. The IT technicians deal with all software and hardware used in accounting while the professional ones deal with accounting.
Tasks to be Performed
This aspect involves defining the technicians who describe the roles of each employee. It also explores the potentials of employees in terms of their ability to do quality work. These two aspects are emphasized by using manuals and other literatures that describe the roles employees should perform. There is the need to have clear guidelines on the nature of work done by each employee. It gives insights into the divisions and specializations of labor in an organization.
There is the need to identify the technical tasks of describing the roles to be performed by various employees. It also entails describing workers to implement the policies of an organization by putting the actual skills and knowledge to action (Noel 2009). There must be relevant manuals to describe the roles of all employees and how they are supposed to be done. This constitutes a company’s policies and terms of service.
Skills and Knowledge
This section involves assessing the necessary skills to perform various roles. Skills refer to the actions employees take in doing their jobs like measuring, recording, observation and making decisions. Knowledge refers to the amount of information an individual has with regard to performing various tasks (Morrison 2010). There is the need to evaluate individuals’ skills and knowledge to know which are missing and the ones that are not necessary. This gives the trainer the opportunity of knowing which skills need to be developed further through the use of modern technology or further training on the job.
Developing Training Designs
The training model identifies the skills and knowledge required for training. It gives the trainers an opportunity to develop training modules that show the program which specifies time, skills and audience targeted. This is done through the use of charts, diagrams, illustrations and practice. This design gives guidelines and instructions to all activities that involve delivery of service by employees. It ensures all aspects of workers’ skills and knowledge are addressed in order to develop them. In addition, it gives the company the opportunity to ensure all workers have successfully undertaken the training session without interfering with the company’s routine.
After workers have had their training, it is vital to test their abilities to assess whether they have grasped the concepts or not. This is done through taking them to the field (organization) and monitoring how they use the training to bring a difference to the company. Technicians in various fields are called to assess and review the training in order to present their observations (Broad 2002).
Testing gives the trainer an opportunity to evaluate workers in terms of their ability to learn new skills and put them into action. It gives the company a chance to identify barriers to effective implementation of new ideas. This opens ways for further amendments to the skills and knowledge required by employees. There is the need to conduct as many tests as possible to come up with the best guidelines and manuals for better performance.
Finalization and Reviews
All training materials, including instructor manuals, user manuals and guidelines, are evaluated based on the feedback from the tests conducted. Recommendations, suggestions and amendments, are put to place before the training is certified as an appropriate tool for developing employee training. The review should be done as many times as possible to ensure the manuals contain the best guidelines to promote effective delivery of service by employees.
The need to train employees not only guarantees effective delivery of service but also boosts production and lowers costs incurred in hiring workers. There is the need to embrace changes in the modern world, and it is only through conducting periodic employee trainings can the benefits associated with modernization be achieved.
Broad, M. (2002). Transfer of Training: Action Packed Strategies to Ensure High Payoff from Training Investment. New York: Basic Books.
Morrison, G. (2010). Designing Effective Instruction. New York: Wiley.
Noel, R. (2009). Employee Training and Development. New York: McGraw Hill.