Being an HR specialist, explain the steps you would take to develop and implement an effective training and development program for your staff over the next year.
Firstly we want to differentiate between training and development. Training is a systematic process of providing specific knowledge and skills to improve performance (the current job), while development is training but for the future job (Future-oriented training). So, to develop and implement an effective training and development program for the staff over the next year means training of the part of the staff for its actual job and training of other part for their growth. To achieve such program it is important –as HR specialists- to review the following to take them into consideration (in relation to a period of a year): 1) Organization Strategy; to recognize its mission and vision and also the organization change with respect to continuous improvements, diversity, and work process engineering which require the organization to move forward through a process we call organization development (OD). 2) Succession Plan; to identify what skills the organization will need in the future. 3) Job description; to identify the availability and existence of job specifications to fill such job description or shortage of it. 4) Performance appraisal; to determining the areas which need improvement. This four steps can be considered as the input needed for developing the program and to setting the needed output of well performing staff (as a part) and ready to growth staff (the remained part). After those previous preparations we can start the steps of the process we would follow to develop an effective training and development program. These steps can be generally listed below and then I will explain them in details. Step 1: Conducting Training Need Assessment.
Step 2: Translating Training needs into Objectives and prioritizing them. Step 3: Selecting Trainees.
Step 4: Determining the content of the curriculum.
Step 5: Choosing the training method/technique.
Step 6: Selecting the trainers and training them if needed.
Step 7: Setting the budget.
Step 8: Evaluating the training program.
Step 9: Implementing and Feedback.
Step 1: Conducting Training Need Assessment:
Determining training needs typically involves generating answers to several questions: 1) What are the organization’s goals?
2) What tasks must be completed to achieve its goals?
3) What behaviors are necessary for each jobholder to complete his tasks? 4) What deficiencies, if any, do incumbents have in the skills, knowledge, or abilities required to exhibit the necessary job behaviors? Once we identify where deficiencies lie, we have a grasp of the nature and extent of our training needs/goals. After completing the needs assessment, it's a good idea to compare several implementation plans and to determine the most cost-effective plan. Step 2: Translating Training needs into Objectives and prioritizing them: These objectives are in terms of:
a) What skills and knowledge needed to be covered?
b) No. of people will be trained.
c) Duration of the training program.
d) Working conditions.
Also these objectives must have the Following criteria:
3) Attainable (achievable).
5) Time related.
Step 3: Selecting Trainees:
This selection is based upon data obtained from the previous steps in which we determined people who have a gap in the knowledge, skills, abilities and experience required in order to do a job effectively. Step 4: Determining the content of the curriculum:
The management must determine the suitable curriculum for each group of trainees to assure reaching the desired output. Four criteria are used in the process of selecting tasks for training: 1) The % of incumbents performing the task.
2) Average rating of task importance.
3) Average rating of task difficulty.
4) Average rating...
Please join StudyMode to read the full document