6.11 Summary

Training is the process of improving employee knowledge, skills, and abilities to perform a specific job effectively. Research indicates that training has a direct relationship with organizational performance,. Companies invest in training to avoid negative consequences like low productivity, loss of customers, poor relationships between managers and employees, dissatisfaction, and high turnover. Organizations can conduct different types of training like employee orientation or in-house training programs. These can be job-specific or can focus on enhancing knowledge of company policies and workplace initiatives. Training and development are vital HR functions, with training focusing on improving current job performance and development aimed at preparing employees for future job responsibilities. However, training is not a solution for all problems and may not help if there is no lack of skills involved. Companies must conduct a thorough needs analysis before implementing any training program.

This text discusses the framework for developing a training program, which includes needs assessment and learning objectives, learning strategies, delivery mode, budget, content, and timelines. There are three levels of needs assessment: organizational assessment, occupational (task) assessment, and individual assessment. After determining the type of training required, learning objectives should be set using Bloom’s Taxonomy. Learning principles such as repetition, relevance, participation, feedback, and transfer of learning should be incorporated into the training program to ensure effective learning.

The article discusses different methods of delivering training, including on-the-job training and web-based learning. On-the-job training involves an employee being taught by a supervisor or another employee, while web-based learning can be either synchronous or asynchronous. The advantages of web-based training include availability and cost-efficiency, while disadvantages include limited interaction and technology capabilities. The article also mentions different web-based tools that can be used for learning, including blogs, wikis, webcasts, and MOOCs. The article concludes with a brief discussion of on-the-job coaching.

Employee development programs are important for managing careers, learning new things, and improving professionally and personally. Such programs help companies with succession planning and personal development of employees. They assist in identifying key positions within the company and developing action plans for employees to be placed in these positions. The development of Tim Cook as the successor of Steve Jobs, for example, did not occur overnight; Cook was carefully groomed, along with many others, to succeed Jobs. To develop an effective employee development program, HR departments must carry out a training needs analysis, identify skills development goals, identify training solutions, obtain stakeholder support, check in with employees, monitor progress, and create a culture of learning. High-potential programs are also important for early identification and development of employees who have the potential to assume leadership positions in the future.