Effectiveness of Training and Develoment

Topics: Training, Human resource management, Management Pages: 45 (9561 words) Published: January 15, 2013

Training is one of the most important activities and plays an important role in the development of human resources. To put the right man at the right place with the trained personnel and the right time has now become essential today’s globalize market. No organization today has given choice on whether or not to develop employees. There fore training has nowadays become an important and required factor for maintaining and improving inter-personal and inter-group collaborations. Well trained and knowledgeable employees are valuable resources for any business. While recruiting new employees, part of the recruitment process should match with the prospective employees skills and experience to the job description and person specification. How ever, even a good match is found, a new employee still needs to be trained. Training Leeds to personal growth and success. Training is one element many corporations consider when looking to advance people and offer promotions. Although many employees recognize the high value those in management place on Training and development, some employees are still reluctant to be trained. It is not uncommon to hear excuses regarding why some one has not received training. Training and Development offers more than just increase knowledge. It offers the added advantage of networking and drawing from others’ experiences. A systematic approach to training help in analyzing what results the organization needs from its employees and what training and development approaches are needed by employees to better accomplish those results. It also improves evaluating approaches before, during and after training to ensure that the employees are truly benefited from the training in terms of enhanced results to the organization. Effective training and development includes using sound principles of performance management on good, basic training techniques. Training starts with the organizational analysis. By focusing on strategy and examining sales forecast and expected changes in production, distribution and support system, employers can determine which skills will be needed and to what degree. Task analysis identifies the elements of current or future tasks to be done. Personnel needs analysis involves asking employees and managers, either in an interview or in a self administrated questionnaire to analyze their training needs.


It is a learning process that involves the acquisition of knowledge, sharpening of skills, concepts, rules, or changing of attitudes and behaviors to enhance the performance of employees. Training is activity leading to skilled behavior.

• It’s not what you want in life, but it knows how to reach it • It’s not where you want to go, but it knows how to get there • It’s not how high you want to rise, but it knows how to take off • It may not be quite the outcome you were aiming for, but it will be an outcome • It’s not what you dream of doing, but it’s having the knowledge to do it • It's not a set of goals, but it’s more like a vision

Training objective tell the trainee that what is expected out of him at the end of the training program. Training objectives are of great significance from a number of stakeholder perspectives, 1. Trainer

2. Trainee
3. Designer
4. Evaluator

• Trainer –
The training objective is also beneficial to trainer because it helps the trainer to measure the progress of trainees and make the required adjustments. Also, trainer comes in a position to establish a relationship between objectives and particular segments of training. • Trainee –

The training objective is beneficial to the trainee because it helps in reducing the anxiety of the trainee up to some extent. Not knowing anything or going to a place which is unknown creates anxiety that can negatively affect learning. Therefore, it is important to keep the...
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