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Development program in your public or non-profit organization - Essay Example

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As the person in charge of training in my organization, there is the need to have a good needs analysis to ensure that the right people receive training and the right…
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Development program in public or non-profit organization Training is an important process in any organization to help in developing their competencies and performance. As the person in charge of training in my organization, there is the need to have a good needs analysis to ensure that the right people receive training and the right methods are used. The first step in preparation for the training needs analysis is to determine the desired outcomes by articulating the goal of the training. The expectations or the outcomes of the training should always correspond to the main objective of the business (Pynes, 2013). The second step is linking the desired business outcomes with the behavior of the employee so that they know their work, their capability, or whether they are motivated to do it. The employer needs to identify the desired competencies by collecting relevant information on the training. Third, identifying the trainable competencies is necessary, as not every competence is trainable. Evaluation of the competencies for the employees is an important step for any training through such methods as competency evaluation and tests. Using performance surveys will help in the evaluation of the employees competencies.
The other step is to determine the performance gaps to establish the number of employees who need training and identifying the Cause of the gap. The employees that fall below the set standard would require training to improve their skills. The next step is to prioritize training needs for the employees by determining the percentage of the workforce needing training (Pynes, 2013). Next step will be to determine how to train using the appropriate methods such as Mentoring and coaching, use of books, use of the Web, or a classroom setting. Other training methods are the use of conferences and university programs. Another step is conducting a cost-benefits analysis and measure the cost of training method against the effectiveness of the method. As the one in charge of the training, there is the need to strike a balance between the cost of training method and its ability to give the desired results. Finally, there is the planning for training evaluation was effective and whether the trainees retained the content learned. The training should improve the employees performance and competencies for the profitability of the business.
The main objective of the training is to impact the basic knowledge to the new entrants to the organization. The next objective is to assist the employees to work more effectively in their current position by giving them the best concepts, techniques, and information (Pynes, 2013). The employees will also have skills required in various fields. Another objective is to build up a second line of officers who are competent and prepare them to handle their career and occupy positions with more responsibility. The other objective is to provide the senior managers with opportunities to help them in the exchange of experiences. The opportunities will be broadening the minds of the managers to and help them have a wide experience in different fields. The last objective is to impact quality education to all our customers and educate them about our services and products.
References
Pynes, J. E. (2013). Human Resources Management for Public and Nonprofit Organizations: A Strategic Approach (Fourth ed.). San Francisco: Jossey-Bass Read More
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