Develop a workplace learning environment - Essay Example

Training functions will have to run differently as organizations expect more evidence that they are contributing to organizational success. In response to calls for changes in the way training has traditionally been done, many have responded by calling for redefining the mission of training, renaming training, and even firing or getting rid of in-house training altogether because it is not costeffective. In short, the pressure is on for trainers and training functions to reinvent, reengineer, revitalize, remake, and improve what they do I am a manager for a workplace group comprising 6 persons, deployed as follows: Manager Employee relations, personnel consultant, HR development consultant, OH&S safely consultant, Industrial Relations Consultant & Reception/Clerical Administrative.

Background: This research focus upon the main unit services the HRM needs of a national construction/building company employing 900 persons, ranging across Architectural, Engineering & Quantity surveying professionals, Para-professional building technicians, trades persons, managers & clerical support persons. Recently the company has upgraded its computer network moving to windows XP operating from windows 98 and the earlier MS Office 2000 package. You have conducted a training needs analysis on the group by observing and checking their work, interviewing the group members regarding their competencies with reference to their position descriptions and the team's goals.

Needs AnalysisNo single training initiative, much less an entire function, can fulfill its purpose without a needs analysis. Needs analysis identifies the performance areas in which additional training (or nontraining) is needed; it also pinpoints the individuals or groups of employees who could most benefit from the training. In reinvented training, a needs analysis is an important part of a strategic approach to training. Such an approach maximizes the potential success of training efforts.

Different levels of training needs analysis and methods of collecting information on training needs are reviewed, along with tools that managers and training personnel can use to analyze this information. The research will be of particular value in planning, developing, or refining training initiatives by showing that training needs analysis strategies, and the unique organizational characteristics, can and must be blended together to create effective training initiatives tailored to meeting an organization's special needs.

Each organization is then in a position to expand the application of training in a dynamic manner to all its employees. Designing And Implementing ProgramThe literatures suggested using internal and external trainers, on-the-job training and off-the-job training approaches, good location and instruction in training and development (Jackson & Schuler, 2003, p360-393). However, Berge, deVerneil, Berge, Davis and Smith (2002, p43) recognized that well-designed instruction did not guarantee performance, and most HRD practitioners still spent the bulk of their time in the design and delivery of class-room-based training events.

Grugulis (1998, p383) pointed out that the managers also