Design Training Presentation By Renita Wickes ✓ Solved
Design Training Presentationrenita Wickesctuthis Task Was Originally S
Design training presentation Renita Wickes CTU This task was originally submitted during the previous session in Training and Employee Development with Stephanie Horvath. Introduction The role of training and development is to: Improve organization performance. Overcome organization weaknesses. Improve employee satisfaction. Improve consistency within the organization. Training presents a great opportunity for a company to expand the knowledge base of the employees which in turn results in positive organizational outcomes.
Training helps the employees to understand what is expected of them in meeting the safety and procedural methods that needs to be undertaken within their job descriptions. Through training, the employees are also able to develop confidence and a better understanding of what is expected of them within the organization. Employees also face various weaknesses with the organization that prevents them from meeting their goals and objectives in the desired manner. Training sees to it that the employees are able to gain the knowledge and skills that they need to overcome these challenges and as such realize the desired outcomes (Bolman & Deal, 2017). Also, training is an indication that the organization cares for its employees which in turn translates to the satisfaction of the employees that improves the overall productivity of the employees.
This is so because the process creates an enabling environment for them to work effectively and efficiently to meet the goals and objectives of the organization as a whole. Moreover, the employees are also challenged to go beyond what is expected of them by the organization (Phillips & Phillips, 2016).
The Training Need Analysis in the Organization
The organization utilizes interviews for training needs assessment. This focuses on: Individual employees and Employee work-groups. Both formal and informal.
There are various methods that can be used by an organization to assess the needs of its employees in regards to training and development. The organization focuses on interviews because it has proven to be the most effective method based on the needs of the organization as far as the training of the employees is concerned. Interviews present an opportunity for the company to directly engage with the employees in a way that ensures that the needs of both the employees and that of the organization are taken into consideration when developing the training program for the employees. It is important to mention that every organization has goals and objectives that need to be realized for the organization to be successful (Ford, 2014).
In order for the employees to meet these goals, they need to have the skills as well as the technical know-how. Through engagement, the organization will be able to determine where the employees stand in regards to areas that they are performing well as well as those that need improvement. The organization is therefore able to develop a training program that focuses on these specific needs and thus make the training initiative effective by addressing the particular needs that are aimed at improving the overall productivity and well-being of the employees within the organization.
There are various means that can be used by the organization to determine the training needs of the employees both as individuals as well as a group. When focusing on individual needs, every employee is given the opportunity to address what they feel is the most imminent training that will improve their overall performance and productivity. This can simply be achieved by gathering individual employees who undertake the same duties and responsibilities in a central place and asking them to list some of the training needs that they believe need to be addressed. After the training needs have been identified, the moderator can then list them on a whiteboard and vet the needs by allowing the employees to vote on what they believe is the most important to improve their overall productivity within the organization. The same applies in the case of group training needs, (Bolman & Deal, 2017).
The only difference is that the needs will be identified by the group as a whole and as such will not necessarily need the group members to vote on it. The overall result is that the skills of the organization as a whole will be addressed, resulting in organizational success.
Effectiveness of the Courses
Training the trainers and adult learning theories are evident. Outcomes are clear and measurable. Learning objectives are aligned with training objectives. Employees are adults and as such it is clear that adult learning theories have to be taken into consideration. It is therefore important to note that the training of the employees will greatly depend on their past experiences to make the learning process effective and help the organization realize desired positive outcomes.
The outcomes are clear and measurable because they can be assessed based on the trainer’s ability to achieve what they are required to do during training. This can be evaluated by how the training benefits employees by providing new and effective methods of achieving organizational goals. It would be impossible for the organization to reach its objectives if the training is ineffective. The course objectives are aligned with organizational goals and benefit the organization as a whole. Instructor-led training methods allow trainers to lead the process with appropriate design, and web-based methods utilize diverse, suitable online learning materials (Dhar, 2015).
Instructional Methods
Adult learning theories are incorporated into varied delivery methods, which are appropriate for the training design. Clear, measurable outcomes are established at the outset, with goals aligned to organizational objectives. These methods include instructor-led and blended learning solutions, reflecting adult learning principles. The training process is designed to enable employees to develop skills that improve their effectiveness in their roles, with success measured by their ability to apply new ideas and techniques, thus contributing to organizational success.
Measuring Learning Effectiveness
Learning objectives are aligned with strategic goals, with measurable outcomes. The training methods include instructor-based and blended learning, both of which incorporate adult learning theories, recognizing the importance of real-life experiences. The effectiveness is assessed through employee response and impact on productivity, with instructor-led sessions providing real-time feedback and blended methods ensuring varied, appropriate training approaches (Phillips & Phillips, 2016).
References
- Bolman, L. G., & Deal, T. E. (2017). Reframing organizations: Artistry, choice, and leadership. John Wiley & Sons.
- Dhar, R. L. (2015). Service quality and the training of employees: The mediating role of organizational commitment. Tourism Management, 46.
- Ford, J. K. (2014). Improving training effectiveness in work organizations. Psychology Press.
- Phillips, J. J., & Phillips, P. P. (2016). Handbook of training evaluation and measurement methods. Routledge.
- Guskey, T. R. (2014). Evaluating professional development. Corwin Press.
- Noe, R. A. (2017). Employee training and development. McGraw-Hill Education.
- Tannenbaum, S. I., & Cerasoli, C. P. (2013). Do team debriefings improve performance? A meta-analysis. Journal of Applied Psychology, 98(2), 231-245.
- Shrivastava, P. (2017). Environmentally sustainable organizations: Frameworks and case studies. Routledge.
- Wilson, J. P. (2018). Human resource development. Cengage Learning.
- Noe, R. A. (2020). Learning to lead: A developmental perspective. Routledge.