Organizational Learning: Evaluation - Essay Example

Members of learning organizations pass through three different stages; Training, Learning and Development. The training process builds and develops the potential skills and knowledge in the trainee. Consider the popular quotation "Give a person a fish and you feed him for a day. Teach a person to fish and you feed him for lifetime". This shows that training has significant affects and you can reap the benefits of training forever in your life. Training basically provides you all the essential information need to perform a job and builds the skills in the trainee.

It inspires and motivates the worker by letting him know that how important his job is for the organization. An organization can never achieve its strategic goals until their intellectual assets (employees) perform their tasks in an efficacious way. Training enhances the skills of employees so that they can serve the customers better therefore training plays a vital role in the organizational success. Organizations that have facilitated training have seen numerous advantages; increase job satisfaction and morale, efficiency in processes, increased innovation in strategies and reduced employee turnover.

Learning starts when the employee acquires knowledge of a skill by applying it in a real environment. Employee learns facts, knowledge, skills, processes and procedures and applies them with his own intuition in the real work environment. Learning is a key to creating a sustainable competitive advantage and enhancing business performance. The development process starts when the employee learns the how to apply the tools perfectly embedded in his mind. He further derives lessons from the success and failures from his past experience.

At this point of node, the skills of employee become more competent and he brings innovation and creativity in his work and adapts himself according to the changing business domain. The employee training cycle is divided into five stages1. Training needs assessment2. Training strategy and program design3. Detailed course design4. Design material methods and deliver training 5. Evaluation of training solutionsThe initial stage identifies the need for training and provides an insight that why people have to be trained and what needs to be trained.

During this stage you need to understand your targeted audience and their personality styles. Expected outcome of the project (goals) and its impact are also discussed here. The second stage designs strategies for delivering the training program to the intended audience. It mainly answers to such kind of questions; What modalities are most suitable for the identified groups, What should be the feasible training duration, What are the most appropriate delivery methods, Should the training be on-the job or off-the job, and what is the estimated budget for delivering this training program.

In third stage a comprehensive curriculum for the training program is developed. Key question during this stage is that; what competencies people need so that they with the gained knowledge and skills, after the training, shall improve their performance. The curriculum developed here is aligned with the training objectives. At the fourth stage the actual conduct of the training takes place