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, 2012). As training is considered a process, adopting a systematic approach to design training programmes can be useful. 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 of a systematic approach to training 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
The last stage of a systematic approach to training is evaluation. 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.
The article publication date: 06 November 2016
Further reading/ References
Armstrong, M., (2012) Armstrong’s Handbook of Reward Management Practice: Improving Performance Through Reward, 4th edition, Kogan Page
BPP (2013) Human Resources Development and Employee Relations, 3rd edition, London: BPP Learning Media.
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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.