The Process of Executing the Training Program - Case Study Example

Project Report: Effective Training Lecturer: Introduction Training is the acquisition of knowledge and skills relevant to a particular field of professional practice. Training is usually conducted with the specific objective of imparting specialized skills in particular areas of competencies with the aim of improving on employee productivity and building capacity and efficiency among the labor force. It is a mandatory undertaking for any corporate organization that wishes to increase competency among its employees. Competitive business firms must undertake a series of trainings to empower their employees with the relevant expertise that meets the current needs of their end-users in the market domain. Upgrading skills among the labor force ensures that the organization gains a competitive advantage over other competitors in the market. Determining the training needs of employees An organization needs to identify its employees’ training needs in order to appropriately design their training programs in line with the technical skills and knowledge that is lacking in the corporate organization. An effective training is essentially one that is strategically set to upgrade specific competency skills of the employees and improve on their performance to match the organizational needs. It is the obligation of the human resource (HR) to identify these needs and ensure that the training programs amicably addresses all of them as demonstrated by Khan & Ramsey (2013, p.540) in their journal: Easy, Economic, Expedient - an Effective Training Evaluation Model for SMEs Evaluate each employee’s individual job effectiveness Every job position has its own unique work assignment, hence that need to assess each individual worker and evaluate their performance independently. This helps to identify specific needs of employees based on their abilities in relation to their assigned duties and responsibilities. The human resource can then be in a position to point out specific areas that need the upgrading of skills to improve on their performance. Evaluation also helps to determine the effectiveness of the previous training sessions and ascertain any positive improvement on their competency in specific areas with regards to the training offered. As construed by Speiser (2013), training ensures that the organization receives optimal returns on their investment. It is essential to be averse with the fact that the knowledge acquired from training may not have an immediate effect on employee performance. The training has been be done over a prolonged time to incorporate the new skills that can then be utilized to realize greater performance. The author is also keen to state the importance of training to the organization and one which employees can relate with in their day-to-day operations. As demonstrated in business literature reviews, general training meant for all the workers is effective in building the capacity of the labor force; however, there is an imminent need for the organization to narrow down to offering customized training modules that have been specially designed for a specific group of employees. Customizing the training programs works to guarantee a much greater reward from the undertaking than a general session. In spite of the fact that customized training programs are more costly to the organization, employees acquire specialized skills that enable them deliver standardized products that meet the current needs in the market and enable the organization to remain relevant in the industry with a competitive edge over its competitors. Sensitize employees on the significance of training sessions It is important that the employees get to know the objective of the training sessions being conducted and how the organization stands to benefit from the whole process. Knowing the purpose of these programs also helps employees to work towards effectively implementing the knowledge and skills accrued from the training. Literature reviews on training have insisted on the significance of training programs having practical case examples that relate to the actual scenarios ascribed to their real work place. This helps to draw the whole training scenario closer to the participants and makes it easier to comprehend and eventually implement their modus operandi (Subhan & Rader, 2013). Offer recognition for completing training Offering recognition to employees to successfully attend the training sessions work as an incentive to encourage active participation. The employees are given certificates of participation and mentioned in the company’s newsletter to motivate them for their commitment. This effort goes a long way to demonstrate the importance of the training sessions to the work force and more so to the organization. Such a move inspires other employees to be keen to attend future trainings and in the process acquire professional knowledge and skills as pertains to their field of practice. According to business scholars Subhan & Rader (2013), the best way for an organization to ensure their training programs are effective is by essentially making the employees realize the importance of the same to the organization through commitment and wide attention given to planning and the execution of the training sessions. Rewarding employees who exhibit commitment to this course also works to ensure that the trainings offered are effectively implemented. Undertake follow-up After undertaking a series of training programs, it is mandatory for the managers to make a follow-up on the same. Keeping track of employees’ performance and execution of pursuant to training sessions is an indispensable venture in determining the feasibility of the training modules. The managers of the various departments could schedule a meeting with their staff and discuss their work experiences after training and any value they feel has been added to their work skills. Through such forums, the participants inspire one another and become more accountable to their individual work and to the group. The participants can then establish close contacts and continued engagement even in other forums like online communication, emailing, and support groups (GROSSMAN, et al. 2013). There is need to have a mentor for the group; one who understands the dynamics of the job and the trainings offered so as to provide guidance and leadership to the rest of the participants. The mentor should be available to the group at any given time and build a close relationship with the team. It is essential for the organization to clearly spell-out the roles and responsibilities of the mentor in a group to avoid job overlaps and ensure that they fully focus on inspiring the staff towards effectively utilizing their acquired skills and expertise to produce positive results. It works very well towards ensuring that the resources and time invested in designing and executing training sessions are not in vain. Current Practice In recent times, with the development of advanced technology, many organizations have adapted customized on-line training programs specially designed to suit their organizational needs. These online programs that make use of sophisticated software are designed to address a wide array of corporate needs in as far as capacity building is concerned. They are timely and cost-effective when compared to physical training only that they lack the flexibility aspect of training (Warren, et al., 2014). Many organizations have embraced technology and would like to be at par with the changing trends in the market hence advocating for e-learning and training sessions. Online training can be effectively implemented as employees have a reference point to which they can always go back and review the trainings and demonstrations to internalize associated concepts. While for the physical trainers, once the sessions participants have nowhere to go back for reference or practical demonstration. Other than the training program, an online platform enables the organization to share and acquire knowledge and insight from across the globe with no limitation. The employees are also subjected to the latest models that have been tested and approved by international scholars. Another recent development in training is the On-the-Job-Training Plan (OJT) plan. According to the Department of Labor in the U.S, an OJT plan includes aspects such as: an overview of what needs to be achieved through the plan, the estimated duration of time within which the training is to be executed, expected date of completion of task and the method used to evaluate the training program (Bedwell, et al., 2014). The plan is executed in the actual work place using the instruments, machines, materials and documents that the employees use in their day-to-day errands. This kind of training is the most effective for inculcating concepts and ideas; as every procedure is done practically using the same machinery; with the assistance of a professional job trainer. During the training process, there are other professional services offered to the participants such as skill assessments, practical hands-on training and theoretical concepts, supportive services, conceptual framework and work ethics (Bedwell, et al., 2014). Recommendations The training programs need to be supported by other departments in the organization to ensure that it is effectively implemented. The top executives and the board of governors need to be in full support of implementing strategic plans for the capacity building of the labor force. Given that the process requires resources and proper funding, the management must be willing to source for the funds and fully invest in the project. Despite the expenses incurred, training works to tremendously increase productivity in the labor force for a long period to come. It also ensures that the organization remains up-to-date in its production and meets the current market needs. In essence, there is need to inject more funds into setting up structures that facilitate the training process. The process can be improved by hiring highly qualified professional trainers who understand the internal operation of the organization and the specific needs of the labor force. Such experts with good track records will definitely have a positive impact on the organization by addressing the technical and professional needs of the employees and giving them the capacity to deliver to organization’s standards and beyond. The experts are also in a position to know which strategy works best for an organization of this nature. They guarantee the delivery of exceptional products and services by the sensitized labor that outsmart those of their rivals and competitors in the market. It is essential that the organization selects the most appropriate employees for training. If the selection is random, possibilities of having participants who will take the sessions for granted or for fun at the expense of the organization are high. Not all employees exhibit the urge to acquire new concepts and ideas and internalize them. It is essential that the managers go for the most aggressive and competent employees to take part in the training and then they can disseminate the knowledge to the rest of the members. This is the surest way to guarantee that the training will be effective and will yield positive outcomes. Barriers to the Training Process In the process of executing the training program, there are hurdles that tend to derail the whole process and these include: Inadequate funds to sustain training for a stipulated time frame-most organizations work to minimize expenses and maximize on profits, however, training tends to add a burden on the organization as it requires sufficient funding. This is the main obstacle that has derailed many organizations from undertaking regular training and capacity building as echoed by Warren, et al., (2014); Lack of organizational structures required to conduct training also poses a challenge to the execution of the process; lack of effective and proactive leadership-for the process to be endorsed by the organization, leaders have to be convincingly in support of the project and demonstrate to the management the significance of the process. Without proactive self-driven leaders, training programs are bound to hit a snag in the organization (Warren, et al., 2014). Conclusion In conclusion, it is important to have regular training in the organization in order to build the capacity of the labor force to deliver the organization’s expectation. Having a competent labor force acts as an ‘asset’ that gives a competitive advantage over other firms due to their flexibility and potential to deliver unique services that meet divergent consumer needs. I have come to learn that in order to guarantee sustainability of the organization in the industry for a long time to come, the management must be willing and able to fully invest in building the capacity of its employees (who are the ultimate driving force of the organization). References BEDWELL, W, FIORE, S, & SALAS, E 2014, Developing the Future Workforce: An Approach for Integrating Interpersonal Skills Into the MBA Classroom, Academy Of Management Learning & Education, 13, 2, pp. 171-186 Bradshaw, K 2013, Sourcing effective scenarios for use in business ethics training, Industrial & Commercial Training, 45, 5, pp. 264-268, Business Source Complete, EBSCOhost, viewed 30 October 2014. 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