M Rahman
A systematic approach to training
Training is the systematic application of formal processes to impart knowledge and help people acquire the skills necessary for them to perform their jobs satisfactorily (Armstrong & Brown, 2019). As it is considered a process, adopting a systematic approach to design training programmes can be useful.
In today’s highly competitive business environment, organisations need to constantly adapt to changing market conditions, consumer preferences, and technological advancements. This requires a well-trained and competent workforce that can drive innovation, increase efficiency, and deliver excellent customer service. A systematic approach to training helps organisations achieve these goals by providing a structured and consistent framework for employee development.
Key components of a systematic approach to training
According to BPP Learning Media (2013) a systematic approach to training encompasses four basic stages as follows:
Stage 1: Identify and define training needs
Stage 2: Design learning and development programme
Stage 3: Implementing learning events and programmes
Stage 4: Systematically evaluate training
Stage 1: Identify and define training needs
The first stage is to identify and define the training needs of the employees. For example, some employees may lack communication skills while some others lack leadership skills. Managers can identify the training needs of employees in a number of ways. For example, a conversation with an employee may sometimes be enough to identify his/her training needs.
Stage 2: Design learning and development programme
Once the training needs are identified, the next stage is to design training programmes and select training methods. For example, a basic health and safety programme may be designed for new employees in organisations. The question is now how to deliver this programme. Should it be done through on-the-job or off-the-job training methods?
Stage 3: Implementing learning events and programmes
The third stage is about implementing the training programme designed in the preceding stage. There are a number of issues to consider here. For example, starting the programme according to the published time, safety of the participants, making the event enjoyable and many more should be taken into account.
Stage 4: Systematically evaluate training
Training programmes need to be evaluated to assess their effectiveness. Top management is often interested to see the results produced by training programmes as well. A training programme can be evaluated in a number of ways. A number of theoretical models are available to help managers on how to evaluate a training programme. Kirkpatric model, ROI, and CIRO are some of the well-known evaluation models.
Benefits of using a systematic approach to training
Improved performance
A systematic approach to training ensures that employees receive relevant and up-to-date training that aligns with their job requirements. This enhances their competence and enables them to perform their tasks more efficiently and effectively, leading to improved performance.
Higher employee engagement
Employees who receive regular training and development opportunities are more likely to feel valued and engaged in their work. This, in turn, can lead to increased job satisfaction, higher retention rates, and a more motivated workforce.
Better alignment with organizational goals
With a systematic approach to training, organisations can ensure that their training initiatives are aligned with their strategic objectives. This helps to create a more focused and goal-oriented workforce, which can contribute to the overall success of the organization.
Cost-effectiveness
By identifying and addressing specific training needs, organisations can optimize their training budgets and ensure that resources are allocated efficiently. This can result in cost savings and a higher return on investment (ROI) from training initiatives.
Easier evaluation and measurement
A systematic approach to training allows organisations to set clear objectives and performance indicators for their training programs. This makes it easier to evaluate the effectiveness of training initiatives and make data-driven decisions on future training investments.
Challenges in implementing a systematic approach to training
Despite its many benefits, implementing a systematic approach to training can be challenging for some organisations. Some of the common challenges include:
Resource constraints
Conducting a thorough training needs analysis and designing customised training programs can be time-consuming and resource-intensive. Smaller organizations, in particular, may struggle to allocate sufficient resources to the process.
Resistance to change
In some cases, employees may be resistant to new training initiatives, especially if they feel threatened by the prospect of learning new skills or fear that their job security may be at risk. Overcoming this resistance and creating a culture of continuous learning is critical to the success of a training programme.
Lack of expertise
Designing and implementing effective training programs requires specialised knowledge and expertise. Organisations may need to invest in hiring or training staff with the necessary skills or seek external support from training consultants and providers.
Keeping training content up to date
With the rapid pace of change in today’s business environment, it can be challenging to ensure that training content remains current and relevant. Regularly updating training materials and incorporating new industry trends and best practices is essential to maintaining the effectiveness of training programmes.
Evaluating training effectiveness
Measuring the impact of training initiatives on employee performance and organisational outcomes can be complex and challenging. Organisations need to develop robust evaluation methodologies and invest in tools and systems to support the measurement process.
Tools and resources for a systematic approach to training
Several tools and resources can support organisations in implementing a systematic approach to training. Some of these include:
Learning management systems (LMS)
An LMS is a software application that helps organisations manage, deliver, and track employee training programs. It can support the administration, documentation, reporting, and evaluation of training initiatives.
E-learning platforms
E-learning platforms provide a flexible and cost-effective way to deliver training to employees. They can include online courses, webinars, video tutorials, and other digital learning resources. MS Teams, Zoom, YouTube, Udemy, Teachable, Skillshare, Alison, and many others can be considered here. According to Abbamonte (2022) Udemy is the best platform to create and deliver online courses.
Training needs analysis tools
Several software tools and templates are available to assist organisations in conducting a training needs analysis. These can help to streamline the process and ensure a comprehensive assessment of training requirements.
Training evaluation tools
Tools such as surveys, questionnaires, and performance assessment tools can be used to evaluate the effectiveness of training initiatives and gather feedback from employees.
Professional development resources
Organisations can access a wide range of professional development resources, such as industry conferences, workshops, and online courses, to support employee learning and development.
Conclusion
In conclusion, a systematic approach to training offers numerous benefits for organisations, including improved performance, higher employee engagement, and better alignment with organizational goals. However, implementing this approach can be challenging, and organisations need to consider factors such as resource constraints, resistance to change, and the need for ongoing updates and evaluation.
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Date: 12 June 2023
References:
Abbamonte, K. (2022) The 9 best platforms to create and sell online courses in 2023, available at: https://zapier.com/blog/online-course-platforms/ (accessed 12 June 2023).
Armstrong, M., Brown, D. (2019) Armstrong’s Handbook of Reward Management Practice: Improving Performance Through Reward, 6th edition, Kogan Page
BPP (2013) Human Resources Development and Employee Relations, 3rd edition, London: BPP Learning Media.
Author: M Rahman
M Rahman writes extensively online and offline with an emphasis on business management, marketing, and tourism. He is a lecturer in Management and Marketing. He holds an MSc in Tourism & Hospitality from the University of Sunderland. Also, graduated from Leeds Metropolitan University with a BA in Business & Management Studies and completed a DTLLS (Diploma in Teaching in the Life-Long Learning Sector) from London South Bank University.
