Selecting the Appropriate Training Method for Employees - Assignment Example

?Selecting the Appropriate Training Method for Employees Executive summary This paper deals with training, which involves a professional operatingwith employees to channel knowledge and skills thus improving their performance in their current jobs (McNamara, 2008). All employees in every organisation understand that there are set targets that they should meet. Failing to meet these targets indicates poor performance and lack of motivation at work. Although the line manager said that I was competent, I failed to pass at the level I expected. One factor that could be attributed to the failure was the training. My training manager used an inappropriate method to deliver the training; therefore, I did not make the desired progress in my work. I failed to meet my goals and I was instructed to write this report. After discussing various issues in the paper, three recommendations were made. First, the organisation should employ professional trainers who will give the employees many alternatives on the training techniques. Second, a needs assessment ought to be conducted to ensure that the employees are provided with the right information. Thirdly, the organisation should consider giving training that will enhance loyalty. 2. Introduction In all organisations, human resources are regarded as powerful sources of the firm’s success. Therefore, it is important for managers to take interest in their employees since they are held responsible for their performance. Managers should ensure that they understand their employees’ needs and provide training in order to enhance their abilities. This largely impacts the firm since it determines its goals achievement (Yang, 2010:2). In this case, the line manager understands that I was competent, in that, the quality of work did was outstanding. However, I failed to pass the level I expected showing that I did not meet the set targets. The organisation understands the importance of training. In order to improve the employees’ productivity the organisation had offered trainings, which I attended. The methods used in the trainings were unsuitable for me, leading to the absence of improvement noted by the line manager. Trainings are geared towards the improvement of the employees’ skills but when the wrong techniques are used, the employees may not improve. The use of unsuitable methods in the trainings must have resulted to my failure to achieve the goals set. In order to improve my productivity and achieve the set organisation’s goals, there are certain objectives I need to set. First, I will persuade the training manager to use the correct methods in order to ensure that the training is beneficial. Second, using the skills learnt in the successful training, I will increase my productivity and achieve the set goals. 3. Training Training is described as the practice of providing learning opportunities to the employees through mentoring, coaching, workshops or other methods in an effort to challenge, motivate, and inspire them (Frazis and Speltzer, 2005:49). This process is meant to help them play their roles efficiently and execute their functions with ultimate capability and in the set standards. The process of training provides the employees and the managers with the tools needed to develop their careers, perform tasks more effectively, enhance their knowledge base and efficiently work among different employees and work conditions (Heathfield, 2013). A large number of managers recognise training as an effective tool for improving performance among the employees. Training helps in the development of employees’ skills, increase in their quality of work and the enhancement of productivity. The managers usually set targets, which they expect the employees to meet comfortably. Successfully meeting these targets indicates excellent performance while failure indicates poor performance. All employees, including those who succeed in meeting the organisation’s goals, need training to improve their morale and build loyalty for their organisation (Yang, 2010:2). 3.1 Who is responsible for choosing training method used to deliver training? Training specialists or managers and their team members are the people responsible for the entire training process in an organisation. Trainings done in the workplaces are mainly conducted by the supervisors while those done outside the workplaces are conducted by outside instructors (Blair and Seo, 2007: 48). Trainers are entrusted with the success of the training and in the event that employees do not show improvements after training, they can be held accountable. The training manager and the training team also assist the managers to ameliorate their social attainments in a bid to foster effective relationships with the employees (Heatherfield, 2013). They are responsible for carrying out the needs assessment that determines the training method used on the organisation’s employees (Equitas, 2007:17). In this case, the training manager is responsible for the training method used. I am supposed to inform him or her that the method used in the previous training was unsuccessful and he or she will evaluate my training needs and come up with the most suitable training method for me. 3.2 How could the training be delivered to meet the individual needs The training manager has to ensure that training needs assessment is done to ensure that the training meets the individual’s needs and the proper method I used to deliver the training. There are many methods of training that will help meet the individual’s requirements (IBM, 2009:6). Broadly, two types of training are utilised by organisations, which are on-the-job and off-the-job (Yawson, 2009:24). Trainers select the most appropriate method by considering the nature or circumstances of the trainee. These methods are discussed in the following section. On-the-job trainings are given to the workers as they execute their procedural duties. Less time is wasted when these methods are used. The trainers develop a plan indicating what shall be taught and they inform the employers about it. A timetable is developed to show each employee’s progress. On-the job techniques used include; coaching, job instruction training, job rotation, internships and assistantships, orientations and apprenticeships (Yawson, 2009:24). Off-the-job techniques are those that are used to give trainings to the employees when they are not at their designated area of work. They include films, lectures, programmed instruction, conferences special study, role playing, discussions, case studies, simulation, and laboratory training. They are mostly utilised by small organisations (Yawson, 2009:24). 3.3 Will the identification of training needs help or hinder the evaluation of training? Identification of training needs is the same as conducting a needs assessment. Conducting needs assessment will guide the training manager into adopting the right technique to use during training (Stuart, 2013). Needs assessment is a continuous process of collecting data that will assist in determining the method used. According to the training needs of the employees, the training manager or the trainers will apply the method that will have the largest positive impact on the employees. Having adopted the best method to impart training and carried out the necessary training, the trainers have fulfilled their roles leaving the rest to the individual. Therefore, identification of needs helps the evaluation of training. In the event that the employees fail to improve, they cannot imply that the training method or the training process is flawed because the identification of needs had already been carried out (Cekada, 2011:29). 4 Conclusion First of all, I found out that training is an important activity in an organisation as it helps the employees in several ways. These include increase in productivity and quality of work, motivating employees, insuring the availability of enough human resources in the organisation, reduced employee turnover and decreased supervision (Yawson, 2009:17). I also found out that for training to be successful, the appropriate knowledge, skills and training methods have to be utilised in the training process. Qualified trainers are also required in order to successfully impart the knowledge and skills unto the employee. Without proper training in a job, the employees end up failing to meet their targets as their productivity lowers. To ensure that they meet their targets, proper training using the right techniques has to be implemented (Cekada, 2011:29). The trainers are responsible for designing, planning, organising, and conducting the training activities. I found out that trainers can assist new employees settle excellently within the organisation through orientation training. They also can help the employees improve and maintain their skills and prepare them for bigger jobs that require greater skills. There are a few factors that can determine the method or technique that the trainers use. The size of the organisation can determine the trainers’ methods as big organisations call for on-the job training practices. Many small organisations prefer the off-the-job techniques of training (Katou and Budhwar, 2006:5). In small organisations the training manager can easily make a decision on the method to use while large organisations may demand a lot from the training manager and the training team. The most important factor to consider when choosing the type of training technique is the individual’s characteristics and circumstances (Stuart, 2013). A training technique that is not compatible with the individual will not only be incapable of helping but will also be responsible for the decline in the employee’s performance. This is because the time used to train the individual would be lost as he or she has gained little or nothing (McNamara, 2008). 5 Recommendation The paper suggests a few recommendations in regard to training. Firstly, organisations should employ training specialists that are professionals, therefore, are well informed on different types of training. This helps the employees’ acquire excellent training as they can access different types of training (Peacre and Robinson, 2009:335). Secondly, the trainers should conduct a needs assessment to ensure that they provide the relevant training using the right techniques. Needs assessment helps the trainers gain information on the training technique that they should use and the information that they should offer the employees. This way the training becomes effective and the employees can realise real change at their workplaces (IBM, 2009:6). Thirdly, the organisation should invest in training programs that add organisational loyalty to the employees. This would help in retaining the employees and would also attract others to the organisation. References Blair, E. & Seo, D. (2007) ‘Safety training: Making the connection to high performance,’ Professional Safety, vol. 52, no. 10, pp. 42-48. Cekada, T. (2011) ‘Conducting an Effective Needs Assessment,’ Professional Safety, pp. 28-34. Dysvik, A. & Kuvaas, B. 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(2010) The Importance of Staff Training in the Hotel Industry: Case study: Renaissance Shanghai Yuyuan Hotel. Vaasan University of Applied Sciences. Yawson, F. (2009) ‘Training and Development of Human Resource in Customs Excise and Preventive Service (Ceps) In Ghana,’ Thesis paper, pp. 17-28. Read More