Process of Training
Various steps in the training process should be followed systematically so that the training can become successful.
These steps are shown in the figure given below:
1) Assessment of Organisational Objectives and Strategies
Before starting the training process, it is important to assess the objectives and strategies of the organization. Organisations should be clear about their business strategies, goals, and their vision. Unless and until all these things are clear, the organisation will not be able to estimate the potential and weakness of its workforce.
2) Training Needs Assessment
Many organisations spend a lot of money on various training and development courses. But such a huge investment in these processes is useless until the management is aware of the needs of these training programmes Therefore, training needs should be identified to help the employees to deal with the present as well as future challenges of the company.
3) Establishment of Training Goals
The goals of the training programme play a significant role as without them any training programme cannot be constructed and the effectiveness of that programme cannot be measured. Thus, after assessing the needs of the training, it is necessary to establish an apparent and assessable training purpose that can be understood easily by the employees. Though the attitude of any person is unpredictable but still setting up a certain standard can help the organisation to achieve the expected results.
4) Designing Training and Development Programme
Once the purposes for the training series are established, the process of training design starts. It is the base for a successful training and development programme. For this, most experienced and specialised instructors are hired who search out for the most appropriate content that may be required within the ‘programme. It includes a short introduction about the entire programme and then the details are given, such as what is the need for the training, how training can prove out to be beneficial for them, what impact training is going to have on their skill improvement, etc.
5) Execution of Training Programme
After preparing the instructional programme, it is time for the execution of this programme. To carry out the training process, firstly an organisation has to search for a common place where the trainees can be called, then the other arrangements are done such as timings, space, etc. And finally, the is conducted under the guidance of experts and the progress of trainees is observed by the supervisors. The trainers engaged in this programme should have perfect knowledge of the history, its objectives, and its working environment and should have good communication and creativity skills. But implementation of any training programme is not an easy task and hence, brings certain problems with it. Sometimes, the problems are related to the managers as they do not want to waste their efforts in such training programmes and hence it becomes really difficult to find appropriate instructors.
6) Evaluation of Results
Since an organisation invest a lot of money in the training and development process; their result has a great impact on the productivity of the organization, therefore, evaluation of training is necessary. Evaluation results mainly ensure whether the process has proved to be useful to the employees as well as to the organisation or not. Though there are large numbers of organisations that take this process very leniently, if the assessment is done systematically it enhances the performance of the employees as well the organisation.