Training and Development - Essay Example

Training And Development Who conducts the training and how often is it delivered? The training manager conducts the training and it is delivered to the team on the site. The most important thing is to update the training manager the company learning needs so that the training manager will provide a training session that meets the company mission and vision. Company training is done per day which means it is not expensive since training is done in groups rather than delegates since it is expensive in terms of travel and accommodation.

Who receives the training in the organization and what are the topics? First before conducting the training, managers are briefed on the key topics that will be covered as well as the courses to be discussed in length (Gordon, 1997). Additionally after briefings of the management the employees are trained on the topics such as quality management, business continuity, information security and environmental management among others. What are the typical steps in the training process in your organization?

The steps that I would consider when training is taking place are needs analysis. This is where the managers consider the audience program that is suited for them, their level of education among others. The next step I would incorporate is instructional design where materials for learning are provided like video scripts, leaders guide among others (Clay, 1994). The next step that I will engage is validation where introduction is done before a representative audience. The fourth step is implementation where knowledge and skills learnt are implemented.

Lastly is evaluation and follow up to make sure that the skills learnt are used correctly.How are your training efforts evaluated for effectiveness and efficiency?Training efforts are evaluated for effectiveness and efficiency by the results where in the company improvement in job performance is acquired (John, 2008). The behavior of the learner’s performance following completion of the training will also indicate effectiveness and efficiency in the organization. ReferencesClay, M. (1994).

Reading recovery: a guidebook for teachers in training. Portsmouth, NH: Heinemann. Gordon, E. (1997) .Opportunities in training & development careers. Lincolnwood, Ill.: VGM Career Horizons. John, T. ( 2008). Development for high performance. Amsterdam: Elsevier press.