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Subject is Learning,Training and development. (Human Resource management).You have to answer the question in analytical way - Assignment Example

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INTRODUCTION This paper attempts to analyse the importance of incorporating the learners’ needs into the planning, designing as well as implementation of a training process. It also explores the numerous constraints that a trainer might face during the course of the programme, as well as how to eradicate these successfully…
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Subject is Learning,Training and development. (Human Resource management).You have to answer the question in analytical way
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Download file to see previous pages Lastly, the various potential crisis situations or constraints that can arise during this process are also analysed in a comprehensive manner, as well as how a trainer can tackle them in a more effective way. IMPORTANCE OF A SYSTEMATIC TRAINING PROGRAMME Training programmes in an organization are crucial for the developing and improving the skills of the human resource, while at the same time imparting vital information and knowledge to them, which will aid them in the future. It is also related to making the employees capable of implementing that knowledge and information in order to improve the organization productivity as well as effectiveness, and invariably improving the quality of supervision of people (Walton, 1999). Training employees is not only beneficial from the point of view of the organization, but also that of the nation. It will make the organization capable of contributing towards the progress of a country’s human capital, which is one of the most valuable resources for any society. Not only will the employees succeed in serving the business organization in a more effective way, but will also become assets for the nation in terms of expertise (Armstrong, 2009). Training the employees can also lead to greater returns for the business, as they will now be better-equipped to perform at their optimum levels. Moreover, it will also persuade the training staff to improve their own knowledge in order provide expertise to their other employees. The knowledge that will be required for this training will also increase the quality of the various other services provided by the business – advisory, representation services as well as policy lobbying. Lastly, the business can meet their corporate goals and aims more effectively with better-trained personnel, and can successfully improve their overall image in the corporate sector (Buckley & Caple, 2000). That training programme that an organization decides to implement should be connected to the final outcomes that the organisation strives for. This can also prove to be an essential test of whether a training need exists for the human resource or not. Moreover, it is absolutely necessary to note that not all administrative problems or prospects will require training as a solution. It has to be evidently recognized that the specific organisational shortage or deficit can easily be resolved by a prepared training event (Tulip, 2003). COMPONENTS OF A SYSTEMATIC TRAINING PROGRAMME Training is a component of the business’s overall planning process in search of corporate goals. The firm has a training tactic which notifies the approach to employee development. Moreover, in systematic training, managerial abilities are intended for and established using a mixture of formal training, planned experience as well as coaching. There is an unbroken rotation of training analysis, evaluation as well as activity (Dunphy & Stace, 1993). The systematic training process can be summarised as follows: 1. Recognize and describe organizational difficulties/prospects related to industry/service strategy that can be resolved by training. 2. Investigate the information/skill essential 3. Examine the learning mandatory – what information/skills are to be acquired for full expertise 4. Formulate the learning objectives for the training programme 5. Design the training process by selecting methods as well as determining the content and ...Download file to see next pagesRead More
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