Training and Development - Essay Example

Surname: Presented to Institution Name, Location Date Training and dеvеlорmеnt Table of Contents..............................................................................................................1 I Introduction ….............................................................................................................2 II Lesson Plan..................................................................................................................5 III Training Design..............................................................................................................7 IV Training Evaluation……………………………………………………………………9 . Appendices…………………………………………………………………………………..10 List of References……………………………………………………………………………11 Introduction An I phone is a modern device that has been always used by many people for about 4 years. Many people who own and interact mostly with their I phones believe that they understand well how to manage and make good use of it, but that is not the case as many people do not know exactly every detail on the use of an I phone therefore use only a part of the feature offered by an I phone. It is therefore important for the companies producing the I phones to conduct trainings that will give a good insight to their consumers on how to maximize the use of their products, that way they can enjoy using them(Harrison, 2005). In this particular time when technology is the main thing that runs the world, learning how to make good use of such devices as an iphone is very important. Many devices that are developed in the modern technology are not really that easy to use effectively as they are quite complex on how they operate. The most recent iphone which have different operating system are really quite of a challenge to manage using it. This particular report will therefore be very important in helping individuals to develop skills that will help in using the most recent I phone and understanding the importance of training and developing a lesson plan (Derek Torrington, 2004). While conducting a training activity to individuals or groups of people it is very important to consider their interest in the training therefore understanding well the main objectives of the training and the way forward on conducting the training. Training is always understood should involve five main elements of the desired outcomes. These desired outcomes include the desired character, the actual behavior of the group or individuals to be trained, the behavior that has to be demonstrated in the training and finally the behavior that will finally be judged (Harrison, 2005). The final objective of any training should always have the three components that are very important these include; the level of performance, the condition and finally the criterion of the training activity. These particular objectives give a clearer guide on how training should be done in the most effective way (Derek Torrington, 2004). The consumers of any product need to clearly understand the product in order to grant him/her a god reason to purchase and use the product. Therefore for any company to succeed in business it has to conduct an informative and precise training on how their products work and how helpful are they to an individual or a group who are willing to purchase the product (Derek Torrington, 2004). Lesson plan A lesson plan according to scholars is the blueprint that outlines the program of training; precisely a training plan should have a sequence of activities and real events that are to take place in training. A lesson is a detailed and cohesive set of instructions that have a certain specific objectives of teach (Harrison, 2005). One of the things that one should consider while conducting training by using a lesson plan is the sequence of various activities in the plan the most common approaches that an individual has to consider include going from the general activities to the specific ones. The trainer can also start from the easier tasks and finally end with the difficult ones or begin from the concrete and finalizing with the abstract. Other common approaches include old to the new then the simple to the complex and finally the present to the future. In any other training program getting a good and efficient trainer is a very significant factor to the success of the training. There are good qualities of trainers that should be considered while selecting one these include their level of knowledge on the subject matter as an expertise, his or her delivery either verbally or skills on the organization and interpersonally, and finally his or her ability to make the material very interesting. Making the material to be very interesting means that the trainer has to be enthusiastic, highly expressive and engaging in the process of training in a way that makes the trainee understand easily and faster (Charnov, 2000). Learning plan is very important to both the trainer he learner in that the learner gets to have a logical flow of events and activities in the learning process and therefore makes it easier to internalize what they are required to learn. The learner is also given an opportunity to get time for everything that entails learning including a time to ask questions and a time to practice what they have been taught. The learning plan is very important to the trainer as his/ her work is made easier in that, the plan enable the trainer to know when and what to teach the learner hence making the trainer more logical and well prepare(Harrison, 2005). LESSON SESSION OBJECTIVES 1 feature of the most recent I phone and how they work Day one(5hours) Identifying the main features of a recent iphone and learning how they work. Giving a deep explanation of the main features of the iphone and how they are used. Giving a demonstration of how the features are used by the consumer. 2 Skills on how to use and I phone. Day two( 3 hours) The trainee to give a clear explanation of how the feature of I phone are used. Test the abilities of the trainees to apply the skills by giving them an iphone allowing to practice on how to use it effectively s Criteria 1 Not capable 2 poor 3 good 4 Very good 5 excellent 1 Can easily identify and give a proper exlanation of the features of the I phone 2 Operating the variuos features of the I phone 3 Gauge the ability of using the features of the I phone in operating the common functions of the gudget Training design Training design is one of the most important elements of training. Developing a good design that has to be used in a training session is important. The design helps greatly in the defining and writing of the training objectives this makes the road map towards achieving the objectives to be easier and convenient. The training design also helps in determining of the content that should be contained in the program of training, it also does in describing the methods that are to be used in the training and define the blended training (Harrison, 2005). The training design in any process also greatly help in the defining the meaning of active practice and the conditions that are required for practice after and even during the training. Without any reasonable doubt the design will also give the details on the error-management training and show when this particular process will give positive results (Charnov, 2000). The training design will always give details on the objectives on the study and the content this way the design will be very important for both the trainee and the trainer since both of the two parties requires a deeper understanding of the objective of the training and also the process that the training has to take. The guiding principles in the training are given in detail by the training design (Harrison, 2005). The main objectives of the training should involve the five key elements that had been mentioned earlier, while the final objectives that should be written should contain three key components these include the performance in the training, the conditions and finally the criterion that was used in the training. The methods that are used in the training can be effectively distinguished by various factors which include where they really occur, they can either occur on the job or of the job another point where they occur when based on technology (Derek Torrington, 2004). Practice which is also part of the training can either be an active or an in active. According to the human resource managers, practice is the physical or mental rehearsal of the gained skills or knowledge that an individual has got throughout the training process. During training active practicing is very important since it entails the giving of the trainee the opportunity to put into practice by performing a task in the training using the knowledge that the individual has gained in the training (Harrison, 2005). The design of training should give an encouragement to the trainees to make mistakes during the process of learning and learn from the mistakes that they make. The mistakes and the errors are a good form of negative feedback that can be of a positive and very informative function in the learning process. This particular process can be achieved by provision of only the basic information with very minimal instruction on how to do certain task that is being carried out in the training(Derek Torrington, 2004). The trainees are therefore introduced various problems then they given an allowance to explore the solutions on their own. This way they will try diverse approaches on how to deal with the problem by attempting to find solutions. The instructions on management of errors should be provided to the learners to avoid frustrations. In contrast to this training on how to diligently avoid errors is given (Harrison, 2005). The error avoid ant training is done by giving the trainee a detailed step by step instructions on how to do some work the main objectives of avoiding the mistakes. This way when the trainee makes an error the trainer should immediately intervene and give correction to the trainee. This particular method of training has very critical advantages compared to other methods. The advantages of this method include the fact that it helps the trainees to develop thoughtful strategies and a much deeper way of processing information that leads to effective mental models that help much in the performance of tasks learned. This particular good practice en route the mystery of the task, the trainee also through the method develops the strategies that are important in recovering of the errors (Derek Torrington, 2004). Training evaluation The training evaluation consists of two main parts which is the evaluation criteria and the design of evaluation. Training evaluation is the process of assessing the value and worthiness of the training programs to both the companies and the individual employees in the company. This particular process is very important to managers as it helps in singling out who in the company should undergo the training and who should not. It also gives great ways of evaluating the cost benefits of the program (Harrison, 2005). There are many types of training evaluation which include, formative, summative, descriptive and causal. The formative type of training evaluation provides a lot of data about the various aspects of training while the summative type provides the data about the worthiness or the effectiveness of the training. The descriptive type provides greater deeper information that gives the description of the trainee at the end of their training (Derek Torrington, 2004). The evaluation of training can be done using different models depending on the type of data that the evaluator got and also the requirements of the evaluation. These particular models include Kirkpatrick’s hierarchical model, this is the model that is known to be the oldest and the best in the evaluation process. The other models are the COMA model which involves mainly the measurement of the four variables which are cognitive, organizational environment, motivation and finally the attitudes (Charnov, 2000). Another model is the decision based model which bring out the specifications, these include the main target the focus and finally the methods of evaluation. This type of model goes ahead of the other models to identify the main targets of the evaluation, the point of focus and the methods that are used in the evaluation (Harrison, 2005). This particular model is advantageous to since it is general to any evaluation goals it is also flexible since it is mainly guided by the target of the evaluation. This particular type of evaluation is the best in the evaluation my training due to the nature of the data that I have and also due to the advantages that the model has over the other in the list (Charnov, 2000). The results of any other organization should consist of the hard data these are the results that could be measured objectively, the soft data and the return of the expectations. The best and highly recommended data collection design in my training is the collection of the soft data. This particular design gives out results that assessed through perception and judgments of the evaluator. This is recommended due to the fact that the data that my training requires entails mainly the perceptions and judgments of whether the trainee has understood the teachings accordingly (Harrison, 2005). Appendix Was the process of selecting the trainer a correct? Did the management consider the impact of the training before allowing it? The questions that I would use in my evaluation include; Has the trainees understood the feature that the I phone has well? Did the trainer give a clear and precise explanation on the features of the I phone? Were the trainees given an opportunity to practice what they had learned during the training? Did the trainees given an opportunity to learn from their mistakes after making them by being intervened by the trainer and given an explanation? Were the trainees satisfied of the training explanation given by the trainer? Were the targets of training achieved at the end of the training? Was the training conducted as planned or were there miss harps? Conclusion From the report it is clear that training and development is very important to any organization and that due to its significant in the company it should be taken into consideration in any other time. Any company or organization that esteems to developing and achieving its goals should always trains its employees so they can always remain relevant to the market. Training and developing should always be carried out in very professional way, following the correct procedure of training of the employees and other staff makes it possible for the company to develop its employee’s talent. List of References Charnov, P. J. (2000). Training and Development". Management. Barron's Educational Series , 225-250. Derek Torrington, L. H. (2004). Human Resource Management. Washington D.C: Pearson Education publishers. Harrison, R. (2005). Training and Development". Management. New York: CIPD Publishing. Landale, A. (1999). Gower Handbook of Training and Development. New York: Gower Publishing, Ltd. Rothwell, W. J. (2005). Effective Succession Planning. AMACOM Div American Mgmt. , 4-20. Read More