Importance of the Training Cycle - Case Study Example

Importance of the Training Cycle Introduction Training is the prerequisite for development of individuals. It is prominent in every sphere of life, which helps in developing the overall attributes of an individual. It has always supported different processes involved with polishing individuals’ skills along with abilities and enhancing overall performance within a global domain. Specially mentioning, it helps in enhancing the individual ability of an organization to perform and develop the capacity of an individual to nourish different skill sets (Abiodun, 2010; 1-3). Individual training starts at preliminary stage of life i.e. during the phase when an individual passes through school life and start career. Often, individual training is followed within a strict guideline, which helps in developing a proper understanding about how to perform in a better and efficient manner. Training is viewed to be an integral part of developing individual skills in the form of providing them with a proper mode to perform. Organizations throughout the globe are observed to develop quality training programs to enhance individual skills of their respective employees (Ongori & Nzonzo, 2011; 321). To enhance the effectiveness of the developed training programs, one of the major needs is to develop the overall attributes and maximize the relevancy of the same. In relation to the above context, the efficiency of the training programs is often based on certain specifications that outline the duration as well as the efficiency of the same based on specific needs. To develop the endurance of a training program, a proper detailing should be put up so that the training could effectively comply with the desired needs of attaining predetermined goals. Thus, to attain individual goals, each organisation follows a separate set of training programs. Often, organisations of this modern day context follow a strict outline of procedure that could enhance their ability to chalk out an effective plan (Ongori & Nzonzo, 2011; 1-15). In this regard, training cycles play an imperative part in developing the ability of the training programs establish by the modern organizations at large. Training cycles are deemed to be common for the organisations that involve a progression of steps, which need to be followed. Throughout the various stages, a training cycle follows a strict schedule of providing training to the employees of an organization (Bersin, 2006). Training and training cycles are duly considered to be the prominent parts of an organisation, as these enhance the ability of an organization to perform efficiently. Employees of an organisation are the sole requisites that enhance the ability of the other resources of an organisation to perform in an effective way. Hence, training employees helps an organisation to execute its operations in a firm manner and most vitally develop its productive domain. Training helps in developing the overall performances of the employees and further enhances the ability of the organisations to develop their respective competitive edge (Sijde, Ridder, Blaauw & Diensberg, 2008; 3-20). With this concern, the assignment tends to elaborate the importance of training with respect to enhance work along with employees’ performance and develop organizational productivity and outcomes. Training Importance of Training The changing needs of the society have emerged different challenges or issues for the organizations operating within the present business or operational domain of the companies. Notably, with the changed concept of learning while earning, the organisations in the present era tend to develop their respective attributes for performing efficiently. It will be vital to mention that training is the prime requisite for the development of every organization to maintain its growth in this competitive business setting. Training within an organisation provides an efficient base to develop potential characteristics within an organizational periphery. More importantly, to maintain organizational excellence and form an effective structure of corporate governance, organisations remain majorly inclined towards attaining superior competitive position based on continuous training and development (Brum, 2007). Identifiably, to comply with the diverse organizational needs and efficiently handle the dynamic business environment, firms belonging to this present era make deliberate efforts towards developing their individual abilities by providing efficient training to their employees. By efficiently handling the workplace decorum in the form of offering quality training to the employees, an organisation is able to enhance the performance skills of its personnel and certainly enhances the ability to perform in the globalised world (Brum, 2007). The deliverance of proper training to the employees even helps in identifying the major flaws and loopholes prevalent within the system, if any, which would help in forming an integrative plan to attain individual requirements and preserving long-term sustainability. This enhances the consistency of performances of the organisations, which provides them an opportunity to meet the changing needs of the dynamic business world. By identifying the major weaknesses that persist in the business or operational procedures, the modern firms can ensure stable growth and development. Furthermore, by forming, developing as well as standardizing the training as well as development programs within an organisation, job satisfaction of the employees can be ensured. This can be justified with reference to the fact that as the employees do not have to seek training programs outside the organisation, they will certainly become more satisfied towards their respective job tasks (Buckley & Caple, 2009; 1-16). Training and development helps in enhancing the ability of the employees to address and mitigate the diverse challenges that impose by the dynamic business environment. With the changing needs of the organisations and the diversified challenges generate by the globalised world, there lays the requirement of developing employees’ strengths. In this context, by providing on job training, the commitment of the employees eventually gets enhanced, which in turn, ensures greater organizational productivity and derive positive outcomes (Kulkarni, 2013; 137). It is projected that by developing the overall learning abilities of an employee, the organisations will be able to meet the diverse needs of the changing business environment and most vitally can lower down the rate of employee turnover. By adopting systematic learning strategies, organisations will be able to ensure continuous learning ability and develop a proper process of imparting effective learning scope to the employees. Additionally, by providing effective training to the personnel, an organisation will be able to enhance its competitive edge and address the diverse challenges of the globalised business environment with ease (Kulkarni, 2013; 141). Importance of Training on Employee’s Performance The importance of training could directly be linked with the diverse needs of the business environment. The continuous learning and development will enhance the ability of the employees to support the organizations wherein they are involved towards maintaining long-term sustainability in this competitive landscape. It has been earlier mentioned that training and development provided to the employees enhances their level of commitment towards performing their respective job tasks effectively in different critical situations. With an extended opportunity provided to the employees in the form of imparting effective training, an organisation is able to ensure positive business growth (Nilson, 2007; 120). Thus, the significance of training focusing on employees’ performance has been discussed elaborately in the following sections: Employees. Training and development is regarded as the only process, which ensures a continuous growth and development of the employees. This is an important requisite, which tends to develop the overall attributes of the employees to perform efficiently. In addition, the development of skills and techniques of the employees could be ascertained by designing the training programs as per the predetermined objectives of the modern organizations. Senior level and managers. Training has a very important role to play in driving organization growth and enhancing the ability of the firms to respond to varied challenges or problems. Specially mentioning, the training programs that undertake by various organisations provide the senior managers with the opportunity to identify the skill gaps and likewise develop the distinct attributes of the employees. Learning and developmental abilities of an organisation assist the need of making succession planning for the organizations (Ongori & Nzonzo, 2011; 188). This even enhances the ability of the senior managers to assess the needs of organisations and recruit members accordingly. For the senior managers of an organization, training provides them with the support of introducing talent management program. Additionally, this supports the development of effective strategies in managing the diverse needs of the businesses (Owoyemi, Oyelere, Elegbede & Gbajumo-Sheriff, 2011; 281). The following diagram denotes a training process, which is prevalent within an organization: Fig.1: Talent Management Source: (Bersin, 2006) Enhance Teamwork. Training helps in enhancing teamwork by proper management of different attributes, which enhances the ability of the firms to align organizational goals with the individual objectives of the employees. This certainly facilitates an organisation to form integrity within the team and enable the employees to perform better. This is even going to develop the prevailing organizational culture within a firm and integrate effective program for developing organizational performances. Furthermore, to enhance the quality of such performances, the organisations operating in the present era are noted to be improvising their respective team abilities. Moreover, the above stated approach will certainly support an organization to maintain competitive advantage and enhance the ability to perform in the global domain (Owoyemi, Oyelere, Elegbede & Gbajumo-Sheriff, 2011; 282). Increase knowledge. It is projected that the integrated learning approaches, which are addressed through the development of varied strategies, would enhance the ability of knowledge sharing within the organisations and develop the overall concept. The on job learning processes that are prominent within an organisation increase the attribute of learning and develop the quality of knowledge sharing at large. Additionally, the knowledge gained through the experiences has a long lasting effect on the employees in the form of increasing their ability to develop a sustainable domain across the globe. Furthermore, the continuous sharing of knowledge among the employees helps in generating innovative strategies to enhance the working culture and share knowledge. This is even noted that by maintaining effective training environment within an organisation, the existing organizational cultures can be nurtured. In this regard, it can be stated that dynamic environmental system helps in developing the overall strategies and even enhances the ability of the organisations to meet the challenging business needs (Owoyemi, Oyelere, Elegbede & Gbajumo-Sheriff, 2011; 283). Importance of Training on Organization Productivity Organisations today, to maintain long-term sustainability and enhance their capability to perform in a better way, are noted to create dynamic environment within their respective business or operational setting. With the development of training programs, organizations will be able to manage diverse situations and likewise address varied challenging aspects. With the notion to develop the ability of the organizations to perform and maintain sustainable domain for long term, the organizations are integrating diverse training processes (Sijde, Ridder, Blaauw & Diensberg, 2008; 131). It is worth mentioning that by developing the performance of the employees, an organisation will be able to maintain its growth in this competitive business setting. On a further note, by maintaining the human resources, a greater improvement in the operational performances of the organisations could be duly ensured (Sijde, Ridder, Blaauw & Diensberg, 2008; 150). Thus, in relation to the above context, the significance of training with respect to organization productivity has been explained in detail in the following: Achieve aims and goals. By aligning the objectives of the organizations with the individual needs, it is projected that the firms of this modern day context are able to prosper in this competitive landscape. By developing a training program that would enhance the ability of the organizations to perform in a better way, the ability of such organizations is likely to get developed at large in long run. Besides, with the deliverance of efficient training to the employees, an organisation will be able to ensure that the activities perform by the employees are aligned with the individual needs of every member (Sijde, Ridder, Blaauw & Diensberg, 2008; 131). Healthy work environment. Training and aligning goals help in ascertaining various thoughts towards the attainment of varied specific objectives. These also assist in developing a consensus among the employees, enhancing their ability to identify a common goal. This is even noted to be creating a positive environment within the organizations and ensures their prosperity in the global domain at large. This alignment of objectives certainly enables an organization to develop a conflict free situation within the organization by creating a healthy work environment. Additionally, by fulfilling the overall needs of the employees and causing lower chances of conflicts, an organization will be able to establish a sustainable domain and enhance the overall ability of performance. Training provides a common goal and establishes a universal objective that found to be beneficial for the employees. This further develops the productive index of the organizations and ensures the formation of a conflict free environment for the employees to operate and develop in the respective areas (Kulkarni, 2013; 138). Rise organization reputation. With the motive of maintaining steady growth and fulfilling the challenging requirements of the dynamic business environment, organisations in the present era intend to nurture their employees’ strengths. Furthermore, to raise organizational reputation, providing quality training to the employees is deemed to be a vital one. It is strongly believed that organizational reputation is solely developed by maintaining a sustainable domain for the firms as well as supporting their effective growth and development. With the sharing of continuous knowledge, the ability of the organizations to assess any possible development relating to training could be ensured as well. This will even enhance the organizational ability to maintain stability as well as competitive edge in the global business environment (Kulkarni, 2013; 139). Specially mentioning, employing diversified group of skilled labors and improvising the ability to meet the challenging system imposed by changing technologies are likely to increase the ability of the organizations to maintain greater competitive edge. With the adoption and the execution of several effective as well as integrated strategies, the diverse needs of an organisation relating to long-term sustainability can be ensured. Correspondingly, an ongoing culture of knowledge management will certainly enhance the preparedness of the organizations to perform in the form of embracing continuous technological development. By developing the image of the organizations as a responsible and technically sound one, it is anticipated that the business or the organizational reputation can be developed as per the desired levels (Owoyemi, Oyelere, Elegbede & Gbajumo-Sheriff, 2011; 283). Training Cycle Importance of Training Cycle Training cycle is regarded as one of the decisive parts of maintaining a training domain within an organisation. To maintain and enhance the individual needs of an organisation, a training cycle provides a perfect plan to develop the proper needs of training. This even supports in enhancing the ability of the organizations to develop the overall plan, which would efficiently enhance the quality of training being provided to the employees. Training cycle provides a proper flow of information and steadily supports the overall development of the organizations to perform efficiently. In addition, the approach of training cycle helps in recognizing the individual needs of the employees and likewise enables to meet the diverse needs of employment (Buckley & Caple, 2009, 1-20). Furthermore, by following an effective flow of system, training cycle aids in developing the overall quality of training and facilitate the organizations to comply with the diverse needs of quality management. Moreover, by designing a proper training cycle, an organisation will be able to ensure that the organizations could generate varied positive outcomes. It is worth mentioning that the design of a training program could be influenced with the use of a proper training cycle. This even helps in supporting the systematic development of employees by a considerable degree (Buckley & Caple, 2009, 1-20). In relation to the above context, training cycle helps in developing an efficient set of guidelines that aid in enhancing the quality of training at large. It has been apparently noted that by quantifying the development and enhancing the attributes that would support the development of such programs, a sustainable plan could be developed. This would effectively meet the diverse needs of care training and even help in identifying the effective needs of providing efficient training to the employees. Noteworthy, the idea of training cycle helps in devising a strategic plan for developing the overall training needs and fulfilling the objectives of learning and development. Being a continuous process, training cycle helps in making a flow of information, which in turn, develops the proper chain of training (Brum, 2007). What Is Training Cycle? The training cycle is defined to be a series of steps and strategies, which helps in developing the overall procedure of training. This even helps in elaborating the steps that are involved into formulating an entire training program. This particular approach provides a detailed outline about formulating an efficient training program by conducting a strategic analysis of the desired objectives. Furthermore, the approach supports in integrating the strategic needs and developing a systematic approach of adhering to the learning needs of the employees (Seiler, 2010; 276). This is even noted that by following the detailed steps and guidelines, the organisations are able to develop a systematic approach and identify the individual needs of learning. By assessing, the individual needs of training, organisations will be able to develop a plan, which would enhance their quality of providing training with utmost focus on the diverse needs of human resources. A training cycle designs an effective plan and formulates a process that would enable the organizations to meet diverse challenges within a global domain (Seiler, 2010; 276). Training analysis. This helps in analyzing the effects of training on different needs of the organizations and even developing the overall attributes of imparting valuable learning. Learning and development could be ensured only by addressing the individual needs of the organizations and developing the prevalent features. It is worth mentioning that with the conduct of training analysis, the organizations will be able to develop an in-depth understanding about the various needs of the employees and effectively handle the factor concerning employees’ skill development. By promoting effective knowledge management, the organizations will be able to handle varied needs of on job learning and effectively develop individual needs of the employees. Handling the diverse needs of knowledge management could be enhanced by having a formulated plan of imparting knowledge to every organizational member. This could be effectively done by managing a proper training cycle (Seiler, 2010; 276). By the conduct of training analysis, an organization will be able to develop a proper understanding about the diverse needs of the employees. Furthermore, by analyzing the programs for the employees, an organization will be able to develop the individual needs of training and the success of the plan, which is currently being in practices, could be assured. By performing these activities, an organisation will be able to comply with the prolonged requirements of learning along with development and likewise ensure long-term sustainable growth. The work task analysis, on the other hand, helps in understanding the individual needs of the organizations. This even helps in providing specifications involved with the different needs of doing a particular task. The work task analysis helps in detailing out the training needs that are involved with specific jobs. The conduct of task analysis helps in developing the overall strategy of performing an activity and likewise enhancing the ability of an organisation to perform better (Seiler, 2010; 278). Correspondingly, the approach of training analysis would even help in obtaining a better understanding about the individual needs of the employees and adopting effective measures to develop their skills accordingly. With a better understanding of the needs of the employees, an organisation will be able to ensure that a proper learning environment is developed, enabling the employees to perform in an efficient way. This would even allow the employees to perform and develop their creative approaches to prepare themselves adequately. It is projected that the above stated activity will enhance in making better flow of information and develop the overall attributes of the organizations to execute different training programs for complying with diverse needs of development (Seiler, 2010; 290). This might generate greater awareness amid the employees about operating and developing their capacity to perform in the dynamic global environment. Additionally, by analyzing the tasks that are to be performed during a particular operation, the ability of the organizations to perform as per their performance could be enhanced at large. By following a structured approach towards mitigating the various needs of training for the employees, an organisation will be able to assure that the training programs are carried out in an efficient manner (Seiler, 2010; 276). Training design. The training design, which is prominent within an organization, is often formulated based on different steps that are undertaken while completing the training cycle. This is even noted that the training cycle follows a detailed procedure of identifying the needs of the employees. By identifying the individual needs of the employees, various attributes related with the deliverance of training could be developed. This will even provide the organizations with an effective plan to formulate the training program, resulting in enhancing the learning and development procedure at large (Development Opportunities UK Ltd., 2015). The following diagrammatical representation depicts the training cycle, which helps in outlining the different needs of training that are required to be fulfilled by an organization: Fig. 2: Training Cycle Source: (Development Opportunities UK Ltd., 2015) In order to fulfill the detailed needs of training cycle, a six steps training design could be formulated. This might certainly assist in designing a proper and effective plan for addressing the individual needs of the employees towards acquiring quality training. The different steps relating to training design can be better understood from the below depicted diagrammatical illustration. Fig.3: Steps of Training Design With regards to the above portrayed diagrammatical representation, it can be affirmed that defining training audience helps in identifying the group of people who must be trained. This helps in understanding the different background of the people forming a group as well as determining the individual needs of training. Furthermore, defining the group of people to be trained enhances individual learning abilities and level of skill sets. It is even noted that each individual has a separate set of learning needs that deviate from others based on the similar context. It is projected that by understanding the needs of learning, a trainer will be able to develop a proper plan that would fulfill the needs of learning on an individual basis. Developing the different attributes of collective learning, the organizations of this modern business world will be able to ensure that the objectives for imparting training are duly fulfilled and the learning needs of individual employees are addressed accordingly (Seiler, 2010; 276). More importantly, to enhance the effectiveness of the training cycle, determining the needs of participants is one of the prime requisites. This certainly helps in identifying the major areas of loopholes or shortfalls that are to be addressed to increase the ability of the employees to develop their respective performances. This determination of training needs even assists in addressing individuals’ needs of the employees and develops their performing abilities towards the attainment of predetermined objectives. This activity widens the scope for developing the quality of imparting training, which in turn, improvises the employees’ individual abilities to attain various objectives set by the respective firms. Moreover, the efficiency of on job training or through instructions could be effectively developed by determining the specific needs of the employees. Specially mentioning, a proper training design could only be ascertained by addressing the different needs of providing training to the responsible and assigned individuals (Seiler, 2010; 276). The third step of training cycle adheres to the need of aligning individual objectives of the employees with the overall organizational goals. By defining the goals and the objectives that set by an organization, a better understanding about how the employees would be trained could be ascertained. This might even help in developing the different attributes of the employees to fulfill the predetermined objectives and enhancing the ability of the organizations to reap several significant benefits in this competitive business setting. With the focus to align the individual objectives with that of the organizations, the employees must be well acquainted with the same. By defining the goals, the chances of misinterpretation could be nullified and this would even prevent the employees from deviating the framed organizational objectives and needs by a certain degree (Seiler, 2010; 276). Following the elaboration of the organizational goals and objectives, the firms should design such type of training that fit to the requirements of the employees. Outlining the training contents may help the employees to understand detailed approaches of training methods. This will certainly increase their preparedness and develop the quality of training that they receive. Furthermore, training contents will even help in determining whether the training being provided to the employees is at par with the standardization set by the organizations. The detailed specifications of the training programs will also help in identifying the areas wherein there lays the scope of greater development and progression. This will even help in crafting varied innovative measures to build an efficient plan, which would be capable enough to meet the diversified needs of training and development (Seiler, 2010; 276). Once the training contents get framed, a detailed design of imparting training must be prepared so that the diversified needs of imparting training could be effectively met. The design should be made in such a way so that the overall program is capable enough to meet the different needs of the employees and suitable enough to address the individual needs of training (Seiler, 2010; 276). The training program, which is to be addressed, must be written down so that the overall needs of training could be met. The written training program will ensure that the minute needs of training could be addressed and discrepancies involved with the same get nullified by a greater level. Finally, post implementation the effectiveness of the plan must be ensured so that the necessary amendment into the program could be done within due time. This could be made possible by evaluating the program using different tools. The use of the evaluation tools will certainly enhance the ability of the program to meet the diverse needs of training and prepare the employees to respond towards the challenging business environment (Seiler, 2010; 276). Training delivery. The delivery of training plays a decisive part in enhancing the quality of training cycle. Based on the needs of learning, an organisation tends to outline different modes through which the training will be delivered. The selection of a specific plan for imparting training will provide active support in developing the overall quality of the training program. Notably, with due focus on addressing the basic needs of the employees, a training delivery system could be effectively classified under three broad categories such as lecture method, discussion method as well as E-learning method (Seiler, 2010; 276). Lecture method follows the stipulated style of classroom training. This is reckoned as the traditional method of providing training in the form of deciphering an in-depth analysis of various problems persisting in the process and providing solutions to the same. The classroom methods based on providing lectures are often conducted during the preliminary stages when the training is provided to the employees during their initial phase of enrolment (Seiler, 2010; 276). Discussion method is another popular training delivery method, which is adopted by the organizations at various stages. By discussing the problems persisted in the procedure, an organization enhances its perception about the stated problems and likewise develops certain attributes to fulfill the varied needs. This method is accepted in various sections of the society and is even popular amongst the organisations that look forward towards making planning of continuous change and development (Seiler, 2010; 276). E-learning method is the most popular mode of providing training in the present day business domain. This is often noted that the overall development of an employee could be ensured by meeting the training needs while performing their regular tasks. The added advantage of imparting training through e-learning is that it promotes innovation as well as integrate different up gradation of events, resulting in increasing the quality of imparting training to the employees (Seiler, 2010; 276). Training evaluation. Evaluation of any program is noted to be important amongst different dimensions of the society. This is mainly because it helps in addressing the discrepancies prominent within the formulation as well as the execution of a quality training program. This is even helpful in developing the strategies to get aligned with the diverse needs of training and fulfill the desired targets in an easy manner. Moreover, this even helps in developing a proper approach that would successfully develop the various needs of the organisations and even align the individual needs of learning and development of employees (Seiler, 2010; 276). Conclusion Training is necessary mostly at all stages of life and an individual can only develop competitive edge by efficiently handling diverse training needs. For organizations to sustain, training is noted to be an important factor, as it ensures a continuous process of learning as well as supports in enhancing the strategic needs for development. Additionally, the ever-changing technologies as well as the diversified needs of the business environment are noted to be imposing number of threats to the overall development of employees. To meet with the challenging business environment, organizations of this present day context are required to nurture the existing organizational culture based on the continuous process of learning and development. Training is incorporated by mostly all the organizations that operate within the global domain. It has been ascertained that training is important for the organizations, as it tends to enhance their overall approaches in the context of developing competitive edge. It is often noted to be supporting the various sections of a society in the form of fulfilling the desired needs of the individuals and supporting the modern firms to prosper in future. By increasing knowledge and enhancing teamwork, an organization is able to ensure that it is able to maintain long-term sustainability in future. It is to be affirmed that by effectively aligning the individual goals of the organization with that of the employees, the rise of organizational reputation could be ensured. In order to develop the training method, which is being followed within an organization, formulation of the overall process of training is needed. This could efficiently enhance the ability of the organizations to sustain and enhance their ability to prosper. More importantly, training cycle follows a series of steps and identifies a flow of information that certainly improvises the capability of the organizations to perform efficiently. By proper identification of training needs, an organisation will be able to design the plan that would ensure maximum growth as well as development. Additionally, this will even ensure that different needs of the employees are met and a proper system of training becomes prominent within the organizational domain. Thus, the significance of training in every operational domain is evident. References Abiodun, R. (2010). Leadership Behavior Impact on Employees Loyalty, Engagement and Organizational Performance: Leadership Behavior And Employee Perception Of The Organization. Bloomington: AuthorHouse. Bersin, J. (2006). Talent Management What Is It? Why Now? Retrieved from http://www.bf.umich.edu/docs/KeyReferenceArticles.pdf Brum, S. (2007). What Impact Does Training Have On Employee Commitment And Employee Turnover? Retrieved from http://www.uri.edu/research/lrc/research/papers/Brum-Commitment.pdf Buckley, R., & Caple, J. (2009). The Theory and Practice of Training. USA: Kogan Page Publishers. Development Opportunities UK Ltd. (2015). Training and Development Services. Retrieved from http://www.development-opportunities.co.uk/other_strategic.htm Kulkarni, P. P. (2013). ‘A Literature Review on Training & Development and Quality of Work Life.’ Journal of Arts, Science & Commerce, 4/2, 136-143. Nilson, C. (2007). How To Manage Training: Facilitating Workplace Learning For High Performance. USA: AMACOM Div American Mgmt Assn. Ongori, H., & Nzonzo, J. C. (2011). ‘Training and Development Practices in an Organization: An Intervention to Enhance Organizational Effectiveness.’ International Journal for Engineering and Management Sciences, 2/4, 187-198. Owoyemi, O. A., Oyelere, M., Elegbede, T., & Gbajumo-Sheriff, M. (2011). ‘Enhancing Employees’ Commitment to Organization through Training.’ International Journal of Business and Management, 6/7, 280-286. Sijde, P. V. D., Ridder, A., Blaauw, G., & Diensberg, C. (2008). Teaching Entrepreneurship: Cases For Education And Training. UK: Springer Science & Business Media. Seiler, S. (2010). ‘What is Best Practice for Training Intensity and Duration Distribution in Endurance Athletes?’ International Journal of Sports Physiology and Performance, 5, 276-291. Read More