Employee Training Effectiveness

 | March 11,2014 02:53 pm IST

Training is an important factor in all firm’s business strategy, but firms don’t assess the impact of training programme over the employees all the time. Training is effective only if it produces desired outcome.

When the organization is implementing a training programme, there should be an ideal forum on which the evaluation scheme can be build and assessment of effectiveness of training and development activities can be done. The article elucidates the impact of an effective training programme on the career growth and development of employees. The author has also put forward some suggestions for increasing the effectiveness of the training that will help the organization to step into a bright future.
 

Training and Development- A Prologue
Intensifying business performance is an expedition, not a destination. The success of business operations depends upon the ups and downs of the employee performances. Hence the HR managers started looking for the methods to boost the performance and efficiency of its workforce to carry out the work today and to train them for meeting tomorrow’s goal. Training programmes had developed many years back, but now-a-days, it became a crucial factor in companies with certain objectives in mind. Training and development practices should boost up performance and develop the skills, knowledge and expertise of the employees. The vital objective of training is to build up right ability and capability in the labor force so that they can perform to meet the needs, wants and expected returns of the employer.
 

The training procedure comprises of three phases:
 

Phase 1: Pre-training: - This may also be called as the preparation phase. The process starts with an identification of the circumstances requiring more efficient performance. A firm’s concern prior to training lie primarily in four areas: Clarifying the precise objectives of training and what the organization expects to make use of the participants after training; selection of appropriate participants; building favorable expectations and inspiration in the participants before training; and planning for any changes that improved task performance requires in addition to training.
 

Phase 2: Training: - During the course of the training, participants focus their attention on the new impressions that seem useful, thought-provoking and engaging. There is no guarantee that the participants will in fact learn what they have chosen. But the main reason remains; trainees explore in a training situation what interests them, and a training institution’s basic task is to offer the required opportunities.
 

Phase 3: Post-Training: - This may be called as the “follow up” phase. When the trainees go back to job after attending the training, a practice of adapting change begins for each one participated. The newly acquired skills and knowledge undergo modification to fit the work condition. Participants may find their organizations offering support to use the training and also the support for continuing contact with the training institution. On the other hand, they may step into a quagmire of distrust. More effective behavior of people on the job is the prime objective of the training process conducted by an organization as a whole.
 

Assessment of Training- What is the Need?
Corporate, today, expend large amount of money on imparting training and development practices. But prior to spending such vast amount, they should analyze the need for conducting training to the workforce. There are chances in which firms can make mistakes if they are not assessing the training needs. An employee, for sure, requires training when he is found to be not capable enough to meet the goals of the organization and when there is a gap between the current performance and expected performance. Meagerness in recital occurs due to the lack of sufficient knowledge and expertise, monotonous management or any other personal and official issues. All these problems spotted can be tackled by providing an effective training programme to the right employee and at the right point of time.
 

Training Effectiveness and its Significance
In India, training as an activity has been going on as a distinct field with its own roles, structures and budgets, but it is still young. This field is however; expanding fast but controversy seems to envelop any attempts to find benefits commensurate with the escalating costs of training. Training has made remarkable contributions to the improvement of all kinds. Training is essential; doubts arise over its contribution in practice. Complaints are growing over its ineffectiveness and waste. The training apparatus and costs have multiplied but not its benefits. Unhappiness persists and is growing at the working level where the benefits of training should show up most clearly. This disillusionment shows in many ways- reluctance to send the most talented workforce for training, inadequate use of personnel after training etc. with disillusionment mounting in the midst of expansion, training has entered a dangerous phase in its development. Training is neither a panacea for all ills nor is it a waste of time. What is required is an insight into what training can or cannot do and skill in designing and executing training successfully and cost-effectively.
 

At the present time, all the organizations give more trust on commercializing their activities. All the firms in order to continue to exist in the competitive global market and to be effectual, should espouse the most modern technology i.e., mechanization, computerization and automation. Technical know-how alone, however, does not assure success unless it is sustained by workforce possessing indispensable expertise. Hence organization should train the employees to enrich them in the areas of changing technical skills and knowledge from time to time.
 

The firms consider its human resources as one of its most precious assets. Training is a valuable assessment device that helps the organization to improve the performance and skill level of its employees and to monitor them on continuous basis for effectiveness of human resources. The training should be imparted to all the staff on their specialized area as well as general areas irrespective of their position in the company.
 

In the context of globalization, human resource development with proper training to the workforce is required to meet the challenges in future and to win the global competitive advantage. The organizations spends huge amount of money on imparting training to its employees. So it is very important to evaluate the efficacy of the training programmes conducted so far and to find out whether the executives are able to implement the skills that they learned in the training and development process.
 

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Comments


kalai on 04/11/11 at 12:00 pm

hi
am kali dng my final mba ........my project topic is effectiveness on training .......me dng in bpo....am runing out of time.... pls do help me with the noted project if u do have.............