Human Resources Training Class - Assignment Example

HR TRAINING Introduction Training refers to the practice of providing workshop, coaching, mentoring or other learning opportunities to employees to inspire, challenge and motivate them to perform the function of their position to the best of their ability and within the standards set by the state, tribal, federal and licensing organization guidelines. Before you begin a training program, it is important to know which training the organization needs. Therefore, training analysis needs to be done to determine what areas need to be addressed and also identify the employees who need the training. Question one: A few reasons why need assessment needs to be done before training is to identify specific areas in the customer service that need the training. This will help the human resource to identify the problem and choose the most appropriate training for the problem. Secondly, to develop data for evaluation, after the training it will be easy to measure the effectiveness of the program because the need analysis was done in the beginning. Thirdly, needs assessment helps in determining the cost benefits of the training, which will allow the management to put a cost factor on the training needs. Essentially, the difference between the cost of training and the cost of not training will help know whether the training should be done or not. On the other hand, there are different methods of conducting the training need analysis for customer service. By looking at the human resource records, which include accidents, safety reports, attendance records, grievance fillings, exit interviews, performance evaluation. (Köster, 2007). Individual interviews this is whereby interviews are done to get information from the employment recruiters, officers, and managers. Using focus group involves asking questions to a number of individuals about their training needs while observation can also be used to collect information. Sources for observation include on-the-job performance, stimulations of work settings or written work samples. Further, surveys or questionnaires also can be used in this process. Group test can identify area the need to be addressed as well as employees who need training. Question two: The customer service training implementation plan will be carried out in five different stages the first stage will be an analysis of the overall outcome of the entire training (Köster, 2007). Analysis of the employees by defining the leaner’s characteristic and target demographics including age range, current level of experience and level in the organization. Define the target behavioral outcome and potential learning constraints, what the company wants to achieve. Include business outcomes and provide a clear rationale for all proposed content, how it will be delivered for example, web based modules or pre work/post work, just to mention a few and the desired timeline for implementation. The second stage will be design. To determine the instructional, visual and technical design strategy for all modules and learning treatments. Create prototype-learning treatments, design all major learning exercise and other scripted learning experiences for example storyboarding elements for any wed-based learning modules, field experiences and many more.The third stage will be development. To develop materials, review with stakeholders, if there are changes to major elements. Develop all final pilot ready materials, including all support materials and collateral for examples facilitators, leaders guides, participants guide, job aids and many more.The fourth stage is implementation. Doing pilot test and revision, most revisions are refinements of execution points and time frames. The fifth stage is evaluation. This is the stage of evaluating feedback and communication at each stage of the project that is feedback from the participant, learning retention outcomes and business outcome results. The method of training will be on-the-job training, case study and discussion. On-the-job training describes the process of teaching an employee to complete the key activities needed for their job after they are hired.Different types of on the job training will be used such as mentoring this will be done by pairing up employees with coworkers who have more experience and seniority than they. The senior employee will give advice to the less experiences employees. Continuing education, there will be ongoing programs for all employees, especially with the technological innovation introduce new cost efficiencies. The evolutionary trend increases the competitiveness among companies in some industries. Question three: On the job training is the best because the new employee will be trained within their own working environment where they can use tools and equipments which will be needed to carry out their specific role. The employees can be given specific job training and can be shown what to do and as they practice under the supervision of more experienced staff they will gain more confidence in their work. This training is tailored to specifically suit the needs of the company and its workforce, this allows the new trainees to be integrated far more quickly into the company as opposed to them learning similar skills externally which might not be entirely suitable. It also means that the employee is working as they are learning, and they become more productive as they adopt (Frazis, 2006). Case study training is written study of a specific situation that happened or fictional situtation, used as a training tool in business. Trainees are required to look at the situation at both angles that is negative and positive and come up with the best solution for the situation. The case study method will help build the traineedecision-making skills, assessing and developing knowledge, skills and attitude. It will also help in developing communication, management, procedural, and interpersonal skills. Role-play training it allows a group of employees to act out work scenarios. It opens communication and gives a great deal of confidence and develops a good relationship among those participating in the role-play. (Duran, 2008).For instance, one employee plays the role of a customer and the other the role of a customer service. Training makes a tangible difference as delegates learn through experience. Builds confidence, it creates great self-awareness. Helps build credibility, accountability and business productive. Discovery learning is a good instructional approach that guides and motivates trainee’s to explore information and concepts, embrace new knowledge and apply new behavior back on the job. By using this method, it helps trainees quickly educate themselves. It gives guides and motivates the trainees to find a solution by pulling together information and generalizing knowledge. It helps trainees to learn to work on their own, and their own pace and ways and also work in small groups. They encourage the integration of new knowledge into trainees existing knowledge base and clearly connect to the real world. It also supports an active engagement of trainees in the learning process, while you are participating, you are paying more attention, enables the development of lifelong learning skills, it personalizes the learning experience, highly motivational as it allows the opportunity to experiment. Question four: There are ways in which one can motivate an employee who does not want to attend training one by offering incentives to employees who successfully complete training programs. A small incentives such as a raise, an extra vacation day, this will make them perform well during training (Benfield, 2012). Secondly, one can motivate them by giving them a voice by asking them about the type of training they would like to undergo in areas they are interested in. Question five: After the training the employees will be required to anonymously participate to give their opinion on the presenter, materials, timing, methodology, perceived effectiveness and utilization of training (Saris, 2007). They will give feedback on questions for example 1. Please rate the following aspects of the trainer; ratings being Excellent Good Fair Poor Not applicable Did the trainer come in time? How did the trainer teach the subject? Did he answer the question asked comprehensively? Did he help in situations where one did not understand him? Was the trainer, professional in his teaching? Did the trainer follow up with you during and after the training? How would you rate the trainers skill? 2. Please rate the training class? Were your expectations met on the training? Were the instruction appropriate? Was the class too long or short? Did the equipment work properly? How would you rate the manuals? 3. Please rate the following aspects of the training organization Registration process? Scheduling and timing? Choice of facility/venue? Refreshments? 4. Was the overall training course beneficial to your work? (Yes, no) Explain your answer. 5. Have you used the materials since you participated in the training course? (Yes, no) If yes, explain what materials you have used for what purpose. If no please explain your answer. 6. What was your favorite and least part of the training? 7. Is there anything, which has changed your perception, attitude or behavior as a result of the training course? (Yes, no) If yes, please provide at least one concrete example. 8. What kind of following support would help you do your work better? Lastly, do you have any recommendations or other comments on training course? References Benfield, P., & Kay, R. (2012). Introduction to human resource management. Oxford: Oxford University Press. Duran, P. L. (2008). Duran advanced role-play training system - DART. Flushing, NY: Looseleaf Law Publications. Frazis, H., &Loewenstein, M. A. (2006). On-the-job training. Hanover, MA: Now Köster, M. (2007). Human resource development:The limitations of the systematic training cycle. München: GRIN Verlag Saris, W. E., &Gallhofer, I. N. (2007).Design, evaluation, and analysis of questionnaires for survey research. Hoboken, N.J: Wiley-Interscience. Read More