HUMAN RESOURCE DEVELOPENT PROJECT
Effective training practices involve the use of training design process. The design process begins with a needs assessment. Subsequent steps in the process include ensuring that employees have the motivation and basic skills necessary to learn, creating a positive learning environment, making sure that trainees use learned skills on the job, choosing the training method, and evaluating whether training achieved the desired outcomes. Needs assessment refers to the process used to determine whether training is necessary. It typically involves organizational analysis, person analysis and task analysis. If needs assessment is not properly conducted any one or more of the following situations could occur:
Training may be incorrectly used as a solution to a performance problem.
Training program may have the wrong content, objectives, or methods.
Trainees may be sent to training programs for which they do not have the basic skills, prerequisite skills, or confidence needed to learn.
Training will not deliver the expected learning, behavior change, or financial results that the company expects.
Money will be spent on training programs that are unnecessary because they are unrelated to the company business strategy.
There are five main phases in the systematic approach to training. They are Analysis, Design, Development, Implementation, and Evaluation.
The first questions that were asked are "Is there a need for training?" and "If something is wrong, is it caused by a performance problem that training will fix?" In the analysis phase the deliverables of the job holder are identified and listed. The tasks that must be done to accomplish the duties are analyzed. The tasks are broken into smaller parts called task elements. From the tasks... [continues]
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(2008, 08). Training Needs Identification at Blast Furnaces, Tatasteel. StudyMode.com. Retrieved 08, 2008, from http://www.studymode.com/essays/Training-Needs-Identification-Blast-Furnaces-Tatasteel-159315.html
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