The importance of Training and Development for an
Process of Training and
Development
Dessler’s 5 step training
& development process
1. Needs Analysis
2. Instructional design
3.
Validation
4.
Implementation
5. Evaluation and follow up
The Five steps of Training Gary
Dessler39 is of the opinion that training consists of the five steps and the
steps is illustrated as follows:
1. Need Analysis
Identify the specific
job needs and skills and analyse to ensure whether the specific programme suit
the organization.
Develop a research
methodology to measure the increase performance.
2. Instructional Design
Identify the
activities, cases and exercise to be implemented in an organization for
training and development.
Ensure all the
necessary materials / resources the activities which are needed for specific
training and development methods.
Handle each
activity and programme and identify who / when/ where/ which are needed for
difficult employees.
3. Validation
Prior to
implementation of the programme carry out a research on past similar training
and development programme & validate the results for the top
management.
4. Implementation
With relevant resources
and material implement the programme at the correct time and fix the training
date on a convenient time for the employees as well as the organization.
5. Evaluation and Follow up
Evaluation process
should be pre/post evaluation to see whether the implemented training programme
has brought the necessary results which the management as expected to increase
the output of the employee and rise their motivational levels to the next
stage.
Application of Dessler’s 5 step
training process
I’m working for one of the
leading banks in Sri Lanka which is also improving so many processes which
aligns with digitalization. There are 251 branches along with 4348 Staff
working for the bank. An induction ceremony is held in the bank as the
preliminary step towards introducing the staff to the bank during the
recruitment process. This also becomes the initial procedure of absorbing the
new employees to the bank and providing insights about the culture.
Training programs enhances
skills to work with new technology, product awareness, knowledge about the
foreign competitors and markets and ensure that the employees have the basic
skills to work in a branch with the new procedures and technological
innovations.
An abstract of different
training programmes and developments provided by the bank are given
below.
- The
recruitment process ensures that the selected workers are with accurate and
expected competencies and also suits the culture of the bank so that they are
motivated to achieve the goals and objectives of the bank.
- The
bank conducts training sessions for the employees time to time in the area of
work that they are performing. (A minimum of 6 training programmes a year). For
an example an employee who is assigned to a branch may have to go through the
work area which is related to operations. Therefore training sessions
such as clearing, operational guidelines, retaining customer satisfaction, and
cash operations will be conducted time to time to make sure that the employees
have gained the expected level of knowledge to perform within the branch.
- Moreover
competency exams which are aligned with the training programmes are conducted
time to time to make sure that the employees are updated with the new
regulations of the bank. Also this ensures that the current procedures adhered
by the employees are acceptable.
- The
bank also conducts so many outbound training programmes for the betterment of
the employees.
- Training
sessions are not merely based on the internal procedures and regulations of the
bank, but also training sessions are carries out by the doctors and other
professors with regard to ‘Managing mental stress’ and ‘How to balance the work
life and the personal life’ etc. Also so many leadership programmes are
conducted time to time in batches of not more than 50 to enhance the
personality and leadership qualities of the employees.
- To
ensure that the employees has gained knowledge from the training sessions,
Human Resource department conducts informal training sessions as well. These
are mostly face to face interactions with peers, knowledge sharing through
emails and web technologies such as wikis, social networks etc. This make sure
that the knowledge sharing and employees working with collaboration with each
other delivering the desired service to the customers.
- The
bank has also created an intranet within the employees which consists of so
many advance features for them to learn. Some of the features include:
Knowledge hub- All the information with
related to the products of the bank, and the guidelines are posted
FAQ session- All the questions relevant to
products and operations are posted along with the answers by the employees.
Online quizzers- Which is a mandatory thing
for the employees to take up quizzes time to time, where they will be rated
according to the marks earned
E learning model- Also known as the talent
space which is accessible by the employees on the go. Apart from the bank’s operations,
general knowledge and all the recent advancements in the world with all the
important facts to expand the knowledge are freely available.
(Source : Annual Report 2017
of BCH Bank Plc )
List
of references
BCH Bank Plc of Sri Lanka, (2017) Annual Report: BCH bank Plc of Sri Lanka.
Dessler, G
(2009). Human Resource Management. 11th ed. New Delhi: PHI Learning
Private Limited
Hi Renuka,
ReplyDeleteIt is necessary for the organization to plan the training carefully (Michael Armstrong, 2000). The design of the training should be according to the needs of the employees and match with organizational goals (Ginsberg, 1997). Those organizations which develop a good training design according to the need of the employees as well as to the organization always get good results (Partlow, 1996; Tihanyi e t al . , 2000; Boudreau e t al . , 2001). Training design plays a vital role in the employee as well as organizational performance and a bad training is a loss of time and money (Tsaur and Lin, 2004)
Training should be designed with clear goals, specific needs and objectives while focusing on the particular needs of both individual and the firm.A good and an effective training program develops the employees through which benefit the organization to make best use of their humane resources in favour of gaining improvement. Therefore, it is mandatory for an organization to plan for such a good training programs for their employees to enhance their capability, competency and ability that are needed at the workplace, (Jie and Roger, 2005)
DeleteHi Renuka,
ReplyDeleteAs stated by Cappelli (2001) it was estimated that the cost of hiring an employee online (E-recruitment) is approximately one-twentieth opposed to hiring an employee through traditional methods. Hence, it saves costs whilst enabling organizations to provide more information to applicants, which could be updated without much difficulty (Armstrong, 2006).
If training costs exceed hiring costs, the organization will not conduct any training sessions. Wise versa, it will offer training if the training costs are lower than hiring costs, and if it expects to retain adequately high number of trainees. According to Stevens(1994) that the organizations have the possibility of reducing external hiring by training unskilled employees internally and retaining them after effective training.
DeleteIn addition what you have revealed, Zahra et al.(2014) states, Training decisions are based on company’s business strategies and objectives; training strategy must always align with company’s strategy through which training needs can be identified. It can be identified through analysis of whole organization (current status of company and future targets), specific job characteristics and the needs of individual employee (whether they have abilities to perform required tasks or not).
ReplyDeleteThe company’s training needs should be align with company’s vision and mission. Accordingly Specialized and specified training should be given for selected jobs. According to Wognum (2001, 408), training and development needs may taken place in three organizational levels namely; (1) strategic level (2) tactical level (3) operational level.
DeleteTraining is the organized way in which organizations provide development and enhance quality of new and existing employees. Training is viewed as a systematic approach of learning and development that improve individual, group and organization (Goldstein& Ford, 2002) in Khawaja & Nadeem (2013). Thus it is the series of activities embarked upon by organization that leads to knowledge or skills acquisition for growing purposes. Thereby, contributing to the well being and performance of human capital, organization, as well as the society at large. According to Manju & Suresh (2011), training serves as an acts of intervention to improve organization’s goods and services quality in staff the competition by improvements in technical skills of employees.
ReplyDeleteAccording to Gordon (1992, 235) training as the planned and methodical behaviour through learning procedures, activities and programs which result in the participants enhancing the levels of knowledge, skills, abilities and competencies to perform their work effectively.
DeleteAdding more to your blog, training & development need to be done by assessing the employees. In an organization not all the employees may need training while other may need significantly more. Considering all the facts three steps have been introduced by Mary Carolan (1993) as Identify, Analyse & Research to conduct assessment of the employees
ReplyDelete"I do agree with your comment.
DeleteGuest (1987) highlighted that procedures are required to ensure that employee performance is appraised, which in turn ensures that the suitable training and development take place. With the support of the performance appraisal reports and outcomes, the organization can be in a position to identify development needs. Further in the modern context, the individuals themselves can come up with the areas needs further improvement as a result of the issues raised in the performance appraisal process and their career path necessities."
As identified by Burgoyne (2010) identified that the training activities plays vital role in the leadership development of the organization. As Burgoyne (2010: 42) himself declares: ‘The will to lead is largely innate but the ability to do it well is largely learnt.’
ReplyDeleteAccording to Leonard-Barton, (1992), an organisation that provides wealth to knowledge as a source of gaining competitive advantage than competitors, should build up process that make sure continuous learning, and on the effective way of doing so is training.
DeleteHi,As mentioned by Moorhead and Griffin (1998) employees find difficulty in applying the learned details during the training sessions in the job they perform in the organization.due to that employees prefer using the same old skill continuously.this have resulted in a hike in the cost allocated in training and development. what do you think?
ReplyDelete"To improve the desired knowledge, skills, competency and abilities of the employees, to perform well on their job, needs effective training programs that may also effect employee motivation and commitment (Meyer and Allen, 1991).
DeleteAccording to Drucker (1993) that knowledge and skill employees who have high levels of education and high-quality skills united with the ability to apply these skills to identify and resolve problems."