Introduction
Training and development are in experiences of people in the workplace and the effectiveness of organizations. Training has the effectiveness for health, productivity and safety of people at workplace and personal employee development. It is very normal for every organization that employs people to train and develop its staff. The process is important and significant to various organizations, as several organizations have been investing on training their workforce. The investment can involve training of specialist and development. The development of training will involve the maintaining and maintaining equipment and space. It means that operational workforce, recruited in the organization’s main business functions like marketing, sales, maintenance, management support and production, must direct their effort and attention towards supporting training delivery and development. It thus suggests that the workforce will pay attention to activities that are obviously more productive as in terms of the organization’s main business.
Planning a training program to support human resource (HR) functions in an organizational setting involves assessment of the need, designing of the materials that are in sustenance of human resource experts, expansion of the training program, implementation of the program and evaluation of the impact of the program on the metrics of organizational operations. Human resource professionals are the vital supporters of the organization and they therefore require skills development to perform their duties. The program ensure human resource professionals are capable of providing employee support in the most consistent and cost-effective manner (Carter, 2001).
The first step involves the analysis of human resource department operations including the grouping of program implementers and specifications in duty allocation. The observation of various persons in various groups performing their daily duties. It also involves the surveying of the tasks required in development of experts. For instance, typical topics include calculating bonuses, establishing salaries, handling layoffs, creating performance improvement plans and approving or denying leave (Michalak, 2009).
Training is the general practice of acquiring the knowledge, competence and the required skills as an outcome of teaching of the main practical skills that do relate to the main specified competencies or subject matter. Training is often used to improve an individual’s specific capacity and overall capability to either produce or perform or both in a given organization. This process is the main boost to apprenticeships and ensures unlimited provision of the backbone of content in most departments and institutions (Haines, 2005).
Strategic training is a form of training whereby the organization deals in the process of tackling the main issues that have been the cause of decline in the organization, which leads to provision of the tools effective important information to the employees for them to efficiently, complete their assigned tasks in the organization. This step gives employees more morale to toil towards achieving of the organizations set goals bearing in mind the fact that the administration trusts them and takes the goals of the organization as their own. This in return, results into increased levels of productivity and on the other hand a positive change in job satisfaction (Steiner, 2008).
Elements of strategic planning
Communication strategy is the first element which helps the organization in differentiating who will be involved in the planning process, how and what message will be communicated to who in the staff. The stating of the vision that the organization is targeting should be clear and to the point as it is the roadmap to the organizations planned future. On the same point, the organization set missions, goals, objectives, and values should be stated clearly and all the employees made to understand them and the impending responsibilities attached to them (Haines, 2005).
The strengths of the business should be noted in relation to the current organizations ’status. On the other hand, its weaknesses should be taken into consideration in relation to its internal structure. The opportunities and threats facing this organization involve the challenges that come in from its external environment, which involves its external environment, which consists of the competitors (Steiner, 2008).
The training needs created by these strategies involve the need for the individuals to understand their roles and responsibilities in the organization which gives them a clear idea on how to work on and tackle the challenges of the organization.
Andragogy
These teaching strategies are usually developed for teaching the adults. It can also be termed as the process in which adult learners are engaged with a structure of learning experience. In an organization, andragogy is very important as it help the adult employee attain the knowledge that may be very useful in the day-to-day running of this organization. Education of employee is a key thing in staffing of an organization.
The learning theories are the frameworks that are used and they go ahead and describe how information is absorbed and the ability of retaining them after learning. Things like cognitive, a person emotion and the environment influence , the prior experience play a role on how a person understand, or how the world views can be changed and how the skill and knowledge will be continuously be retained. Behaviorist have always viewed learning as an aspect of conditioning and that the reason the system is always advocating for rewarding and setting of the targets in education. Whereas those that involve Cognitive theory believe that the study of learners rather than studying of the environment and the specific complexity of different human mind (Epstein, 2006).
Some trait of adult learners Include adult learners always prefers practical learning since they always have accumulated life experiences. They are always realist and always have insight of the things that are likely to work and those that will not work. Adult learners have established opinion that they have acquired through life experience, hence they must be respected. The adult’s learners are usually democratic and participatory and Avery collaborative environment. They are usually intrinsically motivated.
The main principle of adult learning is that it is usually based in educating people who already have the knowledge and skills. That is these people have already obtained the experience in life. Adult learning can be applied in training and educating employees in an organization hence enhance their efficiency (2004).
Training goals refers to the results, which are desired by a person to achieve. They refer to a target that someone wants to reach. They refer to end-points that someone views himself or herself after certain period. Goals of training refer to the target of training at the end of that training session. On the other hand, objectives of the training refer to parts of the goals. These parts of the goals that refer to objectives are more concrete and have steps, which are clearly defined. The steps will finally lead somebody to achieve certain objectives (Michalak, 2009). Objectives of the training are normally short term and have a short period. Goals may be long term or sometimes short term. In most cases, the organizational training objectives are based on the assessment and statement goals findings and results.
The training goals include knowing and setting the organization achievements and successes. This is where the learner makes efforts to learn how to plan for the organizations success to avoid failures (McConnell, 2003). This will enable someone to evade the failures in the organizations. Other training goals could be to know the steps of achievements.
The organizational goals could be receiving information and developing knowledge. This will lead to comprehensive knowledge about the organization. The learner could also set his or her goal of understanding his or her career. The learner objective could also be to understand the cultural diversity of the organization. This will help the trainee to know the employees different needs. The other training objectives could be to learn the attitudes of the organizations employees towards the organization (McConnell, 2003). The organizations strategic objectives could be achieving market, increasing the number of sales of the organizations goods and even increasing the awareness of the employees towards the company’s tasks. The training will lead to the learning and understanding of the organizations goals and training.
Developing a training program
How to develop a training program can be done by following some instructional system design. Once it has been completed, it will be usable in its own right as a stand-alone document. It can also be as a precursor to any business plan. The contents are supposed to be confidential. Here is a good example.
You should develop a strategic business plan, which is very essential. The other thing, which you should do, is devise business strategies that are useful. Identify the mission, vision and even values of the organization. You should also conduct a SWOT analysis of the business. All the strengths, weakness, opportunities and treats should be discussed. The future plan of the organization should also be outlined (Beardwell, 2001).
You should have an idea of how the business is going to look like in 4-5 years. You should describe all the standards and values governing the operation of the organization as well as its relationship with customers, society and suppliers. All the achievements and progress must be highlighted.
Devise different strategies by linking on all strengths, resolve threats, exploit opportunities as well as avoiding threats. Any additional dimensions, which are revealed by vision and mission, should be considered. You should make sure you have listed down all strategies covering the business. This includes things like diversification, acquisition or organic growth of the business (Carter, 2001). Primary matters should be within the key functions are like the finance, marketing, sales, management and operations.
References
Beardwell, I. (2001) ‘An introduction to human resource management: strategy, style or outcome’ in I. Beardwell and L. Holen (eds.) In Human Resource Management: A contempory approach, Harlow: Prentice Hall.
Carter, G. and Scarbrough, H. (2001) ‘Towards a second generation of KM? The people management challenge’, Education and Training
Epstein, J. M. (2006). The contributions of selected traditional Jewish literature to the understanding of andragogy and the practice of adult education.
Ingalls, J. D., & Peace Corps (U.S.) (2004). A trainers guide to andragogy. Washington, D.C.: Peace Corps, Information Collection & Exchange.
Haines, S. G. (2005). Successful strategic planning. Menlo Park, Calif: Crisp Publications.
Steiner, G. A. (2008). Strategic planning: What every manager must know. New York: Free Press.
McConnell, J. H. (2003). How to identify your organization's training needs: A practical guide to needs analysis. New York: AMACOM.
Michalak, D. F., & Yager, E. G. (2009). Making the training process work. New York: Harper & Row.
