What Is the Most Influential Factor That Affects Training - Assignment Example

DQ3 ID Lecturer What is the most influential factor that affects training (positive and or negative)? How does this influence training? Provide examples. As a trainer, how would you support or combat this influence? Training is important from a positive mindset when it imparts the much needed skills and abilities to the individuals within the organization. However it can be a deterrent towards organizational undertakings when the employees do not take training in a serious manner and waste their time. The positives and negatives of training could be discerned from the fact that an employee must learn a great deal from the training which is being given to him. If he fails to understand the rationale behind training, it is possible that the message has not been delivered in a fair enough proportion and also that the employee is not serious about his work domains as such. A positive influencing factor for training is the relevance of the employee’s work manifestations with the training thus provided. If he feels that this training will work to his own good effect in the future, he will consider the strengths that he could bring back after undergoing the training process. However when the employee sees that training has no direct bearing on his immediate and long term work ethos, he might just pull off on the training count. This eventually would mean a problem for all concerned, since training costs a lot on the part of the organization. An example of proper training is of an employee getting to learn the software which helps him immensely during his work undertakings. Another example is of imparting presentation skills to a lecturer within the organizational modules. As a trainer, I would support the positive influences by narrowing down the need for the training regimes. I would make sure there is no wastage as far as allocation of resources is concerned. Only the required individuals would attend the training session and those who have no role must not be present. 2. Why is the nature of training delivery important to the overall success of employees? Provide examples of different delivery methods and their impact. What is the training method in your workplace? Is this effective? Explain improvements and offer suggestions that you think will benefit the training program in your workplace. Training delivery decides the pertinent course of action as to whether training would be deemed as successful or not. If the delivery methods are full of loopholes, it is more than likely that the training modules would not be able to meet the desired objectives. Training delivery needs to ensure that the unity of thought and purpose must be embedded in such a manner that the employees learn whatever is being imparted to them. There should not be any missing links at any points as this could create problems for the trainers as well as the individuals who are being trained. Some examples of training delivery methods include the usage of computers, employment of prototype figures and even simple pen and paper structures. The impact of all these methods depends entirely on the shoulders of their users – the people who are imparting training in the first place. If they are adequately placed with regards to the training that they are imparting, then it is more than likely that the training delivery methods would produce good results. The training method employed in my workplace is a mixture of computers, prototypes, pen and paper structures, etc. This makes the experience worthwhile for the training attendees. Some suggestion for the sake of improvements within the training delivery methods at my workplace could include the fact that there should be a better liaison with the people who know their job well. There should not be any redundant tasks within the training delivery regimes because this brings in a facet of boredom within the training process for the sake of the employees. It must be made sure that training delivery should be hassle free and devoid of all problems that take place at the time of their deliverance. This would guarantee success in the future. 3. When should mentoring be informal and voluntary, or assigned and mandatory? Please explain. Mentoring is an essential part in an organization that comes directly under the coaching and training modules. It helps solve the issues which create problems for the employees on a day to day basis. This is important to understand because mentoring has the knack of picking on things which could be seen as small from the outset but usually linger on to become huge looming ones in the future. The need is to understand the gravity of the situation at hand and solve the anomalies present within the employee domains. Mentoring should be informal and voluntary when the issue affecting the employee as well as the organization is not of an essential nature. What this means is the fact that day to day problems which usually hamper the smooth working undertakings of the employees could be mentored in an informal and voluntary manner. The employee could ask for mentoring whenever he feels the need and thus mentoring must be made available to this employee in an informal and voluntary way. It is the role of the organization to understand the problems which hamper the working dynamics of the employee and thus take measures which limit such issues to crop up in the first place. The approach must be informal to extract the best possible output from the employee so that the problem could be solved amicably (Scandura & Mezias 2005). On the flip side, the mentoring needs to be assigned and mandatory when the issue at hand is of a magnanimous nature and when there are serious problems affecting the work domains of the employees. This means that the organization needs to find out ways through which such mentoring regimes could be brought about so that the general work environment of the workplace does not get affected by the same. This will lessen the pressure that the employees feel in the workplace. The fact that this kind of mentoring is formal makes it look all the more unique as it would ask for proper care and handling of the employees. They must be treated with respect and their information should always remain confidential. Mentoring is also seen as a mandatory feature when the employees are engaged in wrongful undertakings which could seriously hurt the cause of the organization as well as its employees and customers. Thus the employee should be mentored in such a manner that he gets the message in a clear cut fashion. References Scandura, T. & Mezias, J. (2005). A Needs-Driven Approach to Expatriate Adjustment and Career Development: A Multiple Mentoring Perspective. Journal of International Business Studies, Vol. 36 Word Count: 1,005 Read More