Training and Development - Essay Example

?ET & D Table of Contents Introduction 3 The Challenges of Identifying Training Needs 3 The Importance of Clear and Measurable Objectives 5 The Role an Understanding of Adult Learning Principles Can Play When Planning Implementation Strategies 6 The Impact of Workplace Environment on the Transfer of Training 7 Conclusion 8 References 9 Introduction Training and development (T&D) plays a very important role in the workplace. T&D is the best way that workplace can use to sharpen their human resources competencies (University of Leicester, n.d.). T&D is measured as an investment in the individual and professional life of the workers as well as in the performance of any business. It contributes greatly in the future of any business concerning with its performance as well as its productivity. This paper highlights the challenges of identifying training needs and importance of clear and measurable objectives. Moreover this paper also entails the role of adult learning principles in time of planning implementation strategies and the impact of workplace environment on the transfer of training. The Challenges of Identifying Training Needs In this essay, it is clear that the related case studies i.e. ‘Developing a training package at Westcan’ and ‘Meeting organisational politics’ demonstrated certain challenges related with identifying the training needs. The challenges of identifying training needs of related the cases are as follows: Lack of Training Packages As per the case studies, the one of the major challenges related with identifying the training needs can be attributed with the lack of training packages. In relation to the case ‘Developing a training package at Westcan,’ it has been identified that although the managers were enthusiastic about the training but due to the lack of adequate funds with Westcan Hydraulics, it was not possible for to offer training to the managers. Correspondingly, it can be argued that without adequate funds, it is quite difficult to identify and assess the training needs (Blanchard & Thacker, 2007). Lack of Knowledge It has been further ascertained that the vice president of Human Resources in Westcan Hydraulics, i.e. Mr. Irven does not seems to have good knowledge regarding the aspects of managing human resource efficiently. Hence, such inability of top level managers can be considered as another challenge in the course of assessing the training needs (Blanchard & Thacker, 2007). Decision Makers In the case of ‘Meeting organisational politics,’ it can found that an John a professional working in the department of training proposed for interpersonal skill program for the section manager to develop interpersonal relationship but no one in the organisation take a vast decision for this program. Hence, lack of decision making initiatives also serves as a serious challenge for the assessing the training needs (Delahaye, 2011). Support of Management The most important challenge of identifying training needs can be associated with the degree of support from the management. Without proper support from the management, it is relatively difficult to identify the training needs. Similarly, the analysis of the case ‘Meeting organisational politics,’ it was found that when John asked the management about the development programs in interpersonal relations for the section manager, the assistant director was reluctant to support the program which acted as a barrier for undertaking proper training need assessment (Delahaye, 2011). The Importance of Clear and Measurable Objectives It has been ascertained from the analysis of the case i.e. ‘A training experience’ that clear and measurable objective of the training and development objectives is essential requirement attaining favourable outcome. It has been identified that clear and measurable training and development objectives facilitates organisation to design its training program in the most influential manner (Clifford & Thorpe, 2007). Reduces Training and Recruitment Costs Another importance of clear and measurable objectives is that it helps the organization to reduce training costs and other contingency cost that might require due to unclear objectives. Concerning with the case ‘A training experience’ it was ascertained that Con who has been appointed senior clerk in an office was very much unaware of the training process. Moreover, other trainees were also has the same feeling. As a consequence, they were thinking their involvement in the training as mere wastage of time. Thus, it can be argued that clear and measurable objectives are essential in order to motivate the trainees as well as to reduce cost associated with training and development programs (Clifford & Thorpe, 2007). Increases Employee Morale and Leadership Skills Clear and measurable objectives help to increase employee morale and leadership skill during the course of actual training and development. Individuals who are responsible for carrying out the process of training and development are certain about their roles and duties which ultimately facilitates in establishing cordial environment amid the trainers and the trainees. However, in the case of ‘A training experience’ it can be found that the trainers does not have the adequate competent as well as clear set of objectives which resulted in decreasing the morale of the trainees including Con (Clifford & Thorpe, 2007). The Role an Understanding of Adult Learning Principles Can Play When Planning Implementation Strategies It has been identified from the analysis of the case ‘A training experience’ that adult learning principles play a vital role while planning implementation strategies. Adult learning is a theory that holds a set of conventions about how adult learn and acquire skills. There are six principles available for the adult learning (Tovey & Lawlor, 2004). Adults Are Internally Motivated and Self-Directed The first adult learning principle holds that adults are internally motivated and self- directed. This principle postulates that adult learners are motivated to learn when they have positive impression of other people acquiring the knowledge. This signifies that the role of trainers is crucial for achieving favourable training outcomes. Concerning with the case, it has been ascertained that trainers lacked in revealing proper attitude which demotivated Con and other trainees to engage in the training process (Tovey & Lawlor, 2004). Adults Bring Life Experiences and Knowledge to Learning Experiences This principle stresses that adults generally like to use their knowledge and experiences gained from the life and apply it to their new learning processes. It benefits an individual to enhance his/her skills to a great extent. Consequently, it can be argued that trainer in the case was not able to postulated the effectiveness of the training process which cause Con and other think the training process as mere wastage of time (Queensland Occupational Therapy Fieldwork Collaborative, 2007; Tovey & Lawlor, 2004; ) The Impact of Workplace Environment on the Transfer of Training Similarly the analysis of the case ‘The organisational environment’ that the impact of workplace environment on transfer of training is considered to be crucial for many aspects. In relation to transfer of training in real life scenario, there are two major factors related with workplace environment comprising change of organizational culture and changes of working climate (Koster, 2007). From the analysis of the case ‘The organisational environment’, it has been ascertained that tellers were send to the training by the bank managers and after the completion of the training process, manager developed a method of tracking the number of products and services sold in order to measure the success of the training. However, the tracking revealed unfavourable outcome. From the analysis it was ascertained that tellers were engaged in processing the customer rather than telling them about the product and services due to the fact the appraisal system was unchanged. Correspondingly, it can be stated that method for performance appraisal should also be changed according to the training process in order to attain favourable outcome from the training process. Thus, the culture of organisation must be flexible to adopt innovative method for appraising the success of the training as it enables trainees to employ the skills derived from the training in the actual work setting (Blanchard & Thacker, 2007). Conclusion This study was basically related with the training and development need assessment and the related challenges. It has been observed from the analysis of the four different case studies that lack of knowledge and lack of management are main barriers for the identifying the training needs. Consequently, clear and measurable objectives can help to reduce the training and recruitment cost as well as it helps in defining the role of every individual assigned with the task of providing training. Moreover, it has been ascertained that the role of adult learner principle in terms of planning implementation process is crucial. Additionally, it has been observed that work place environment act as a strong determinant for the transferring knowledge gained from training to actual workplace setting. Correspondingly, the supportive and harmonious workplace environment encourages employees to implement the knowledge acquired from the training while conflicting and unsupportive workplace environment limits the transfer of training. References Blanchard, P.N. & Thacker, J.W., 2007. Effective Training: Systems, Strategies, and Practices. Prentice Hall PTR. Clifford, J. & Thorpe, S., 2007. Workplace Learning & Development: Delivering Competitive Advantage for Your Organization. Kogan Page Publishers. Delahaye, B., 2011. Human Resource Development, 3rd edition: Managing Learning and Knowledge Capital. Tilde University Press. Koster, M., 2007. The Transfer of Training Into the Work Environment - a Socio-cultural Approach. GRIN Verlag. Queensland Occupational Therapy Fieldwork Collaborative, 2007. The Clinical Educator's Resource Kit. Adult Learning Theory and Principles. [Online] Available at: http://www.qotfc.edu.au/resource/?page=65375 [Accessed November 07, 2013]. Tovey, M. D. & Lawlor, D. R., 2004. Training in Australia: design, delivery, management. Pearson Education. University of Leicester, n.d. Training and Development (T & D): Introduction and Overview. Introduction. [Online] Available at: http://www2.le.ac.uk/projects/oer/oers/psychology/oers/Training%20and%20Development%20Introduction%20and%20Overview/Training%20and%20Development%20Introduction%20and%20Overview%20-%20TRF.pdf [Accessed November 07, 2013]. Read More