T&d assignment on: Report writing on T&D methods and techniques

Executive summary:

Intend of this paper is to review the training & development programs of the company. Since it is understood that assessment of a training program at workplace has certain goals to fulfill, these are concerned with the estimation of organizational behavior change and changes required within the organizational structure. Thus, review of a training program must be able to demonstrate whether existing training and learning sessions have been capable to deliver the set goals and targets in terms of cost sustained and benefits received.

In this view, main objective of this research report is to analyze the methods and techniques followed for training and their outcomes. In this regard, the evaluation of those techniques would be compared with other effective training methods to bring in practices. One the basis of this analysis, problems, strengths and opportunities would be defined which would help the trainers in their future training sessions. Similarly, this research report would also describe the key audience, usage and material required for effective programs. Evaluation of training programs would encompass performance feedback, action plans and follow ups. The future needs more effective training methods and techniques so that employees can perform multiple tasks and bring profitable results. In this regard, some recommendations would be described at the end of the report. Employees are expected to make able to deal with complexities, conflicts, and hence correct performance through training programs.

Introduction:

In the modern context, training & development has attained the status of active notions that are required to be acknowledged by the organizations. Thus, training refers to a particular system which usually feeds the knowledge, proficiency, skills and needs of the people working in the organization. These skills and competencies are achieved by the employees to fulfill particular goals or objectives of the organization. Therefore, the introduction level clarifies that training & development itself must be suitable and effective for the learners. In this regard, a specific feature of training evaluation is its impact on the trainees. Feedback is necessary for the employees in order to know how they are going ahead with the training programs and gaining specific knowledge. Evaluation is critical to confidence of the trainee as well (Foxon, Marguerite and Lybrand, Coopers and Lybrand, 1989).

Furthermore, report aims at finding the key issues while evaluating the training programs. Evaluation objectives involve multiple rationales at different levels. These purposes may involve evaluation of employees’ learning level, their competencies, transfer of transfer of training, instructional materials involved, and return on investment, so on. Company may use compatible approaches to evaluate the training programs. These approaches may involve (AL-Ajlouni, Athamneh and Jaradat, 2010):

• Goal based evaluation
• Systematic evaluation
• Goal-free evaluation
• Professional review
• Responsive evaluation

Since training inculcates respect and regard for general public in them and helps the employees to become people oriented, report would present some cases of ineffective training programs and their effect on the employees at workplace. Main issue in this regard is that awareness is not being created properly among the employees during training sessions. Next, training is supposed to go ahead in accordance with need analysis and requirement of the employees, but in this case, the important factor of need assessment is less enrolling in the company. Moreover, there are improper methods for selecting the trainers for providing training to the employees. On the other hand, report would constrain the evaluation of training’s content and training of trainers, as it depends on the nature of the business in which employees are working.

Findings:

Training evaluation is a systematic and recurrent process of analyzing the potential value of a training program at the workplace within the organization. Thus, outcomes of the assessment are utilized to guide decision-making around several constituents of the training like instructional design, delivery of the knowledge and learning and expected results. Main problems regarding training program which generally take place following:

• Location of the training (indoor or outdoor)
• Facilities required
• Audio and visual aids of training
• Suitable time-table
• Relevant training materials
• Non-visual aids
• Finally, the trainer (Divekar, 2008).

There have been various cases where it has been found that employees do not get much during their training programs as trainer is not quite competent or required material and aids are not available at the time of training.

Case evidence demonstrating key issues:

One of the cases can be presented from an Iranian EPC Company where ineffective training programs created some issues. It is a health and development company where health managers are trained for providing effective and efficient performance and results. Evaluation was made to measure learning and reactions of the participant in the training program, application of their knowledge into job at the workplace and organizational overall impact. Participants of the training found the program good but not satisfactory as overemphasize was made on theory rather than practical and locally particular-information. In addition, participants were given some cases of problem solving after their training sessions. It was administered that employees of EPC given reasonable solutions but not logical and deemed (Omar, et al, 2009).

Key issues:

Problems identified regarding training programs while evaluating were in terms of machine, method, management, material and manpower. The problems identified are as follows:

• Evaluation revealed that there is insufficient physical atmosphere of training sessions
• This problem led to further description that wrong methods of teaching are chosen by the trainers to provide knowledge and learning to the employees during the session (Shah, 2008).
• Moreover, one of the key issues was analysis of incorrect needs of the trainees. Apart from this, there were no reviews of lecture content prior to the commencement of class.
• This again shown that concerned departments have not set suitable timelines and time intervals during the sessions which make the session boring and ineffective.
• Consequently, trainers did not have proper materials, textbooks, audio and visual aids for training the learners. This presented inadequate educational and other relevant facilities (Gale Cengage learning, 2008).
• Lack of proper material, teaching aids also presented insufficient capability and teaching skills and of the trainers in transferring knowledge to the trainees
• Evaluation illustrated that training sessions were not be cost-effective and did not achieve any sort of benefits that trainees could transfer the knowledge to other colleagues.

Apart from it, some issues found were related to inappropriate use of training techniques, budget & time allocation, less experienced trainers and facilities during the training programs (Morrison, 2009).

Theoretical analysis:

There are some appropriate methods which are used for evaluation of training programs. It becomes necessary to examine every existing training program within or outside the organization for the employees. It is also expected that participants are made aware of the goals and objectives of the training programs and its completion. Evaluation of any ongoing program is very complex and more so of a training & development program. In this regard, the first step toward a training program’s assessment is to identify the goals of the program (Harvard Law School, 2013). Similarly, both trainers and trainees are acquainted with their roles in the training program. The first need is to collect compelling and reliable data so that evaluation can be made successful. This reliable data can be acquired from following methods:

• Answer sheets of self-assessment of individual trainee
• Questions that have been addressed by the trainees during the teaching class
• Evaluating composed study and information
• Final outcomes based on earlier informational available and new data acquired (Bartram and Gibson, 1999).

Hence, these techniques help assessing the key factors that play role in training program’s ineffectiveness.

Responsibility and timeline for the evaluation of training:

Evaluation of a training program also includes and examines key responsible personnel. Subsequently, it was demonstrated that senior management, the training manager and supervisor, management of the company, the trainer and the trainee are the main role players in the training program. Each has their own responsibilities which involve identification and analysis of the actual needs of the trainee, setting the objectives in accordance with the needs, policy and strategic decisions based on outcomes and company’s return on investment (Greer, 1995).

Total evaluation process:

Furthermore, it becomes necessary for evaluators to identify each and every issue related to training programs so that required actions can be taken upon. This evaluation should be process in following way:

• Identification of training needs and setting training goals and objectives
• Planning, structuring and preparing the training program against the set objectives
• Pre-course recognition of employees with their specific needs and preparation’s completion needed by the training program
• Provision, proper budget allocation and time frame for the program
• Pre-course meeting between line manager and the learners (Fao corporate document repository, 2013).
• Identification of the existing attitude, knowledge and competencies of the trainees
• Use of appropriate training methods and techniques such as on-the-job-training, vestibule training, presentation, coaching, lecture and conferences, simulation training, role plays, management games, sensitivity training, job rotation and so on.
• The facilities during a training session should be adequate and trainer should have good teaching skills and experience in providing training (Anthony, Kacmar and Perrewé, 2002).

  Overall evaluation demonstrated that training is the most effective part to be concerned for an employee within the company. Training is considered to be successful in all means it is practical oriented which means that practical part is focused more rather than theory. Moreover, training conveys new competencies and hence inculcates new and unique ideas, concepts and knowledge. Training programs are supposed to be effective if they align the training needs to accomplish both short and long-term organizational goals as well as conduct the post assessment to make sure the satisfaction level for the refinement of future needs (Goldstein and Ford, 2002).

Therefore, evaluation of the training programs also depicts the role of trainer in the company. The trainer is selected to grow a skill and knowledge set in a trainee to perform his or her task effectively in the workplace. Thus, a trainer should convey to the trainees about what they are expected to learn out of training in a very professional way. Evaluation finds some more following key issues involved in the training (Rae, 2000):

• Training plan
• Different training classes’ timeframes
• Selection of pertinent training tools and devices
• Groundwork of preparing the training aids and substance
• Carrying out training sessions
• Finally, evaluating the post training session according to the need analysis (Akiva, 2005).

Similarly, it is also ensured in the training evaluation that trainer elected for providing training to the employees of the company is methodical and well-prepared for taking training classes. The training is highly knowledgeable and capable enough for making the trainees involved during the session. Apart from this, the trainer should possess good industry experience so that it can be shared with the trainees to make them practically efficient. It should also be ensured that trainer is having good qualities in communication and giving audio and visual presentations (Rae, 2001).

 Conclusion:

It has been noticed that the review of the training programs has certain goals to accomplish. Therefore, training programs’ evaluation should inform whether the training sessions are able to deliver both short and long term goals of the company in terms of cost the programs incurred and benefits the company achieved. Major findings of the report illustrated that training aims at growing skills and in-depth acquaintances in a systematic and structured way. Moreover, training is aimed at particular categories and specifications required by the company that would meet a number of conditions. In sum, training requires a specific pre-determined time frame following precise instructive and methodological rules as well as aims at achieving a good amount of competence. Report has taken an example of ineffective training in an Iranian company EPC. Training programs were evaluated within the company which was conducted for health managers. Furthermore, report found out some major issues with the training programs such as location of the training (indoor or outdoor), facilities required, lack of audio and visual aids of training, suitable time-table, relevant training materials, non-visual aids, and finally the trainer’s less experience and capability.

There is an important factor to be followed in designing training sessions. This is the scale of the demand for the competencies and knowledge that has to be developed by the training. Hence, it was examined that the training objectives, in terms of the trainees to be trained were not estimated on the basis of the needs for particular skills or knowledge. This may result in deleterious effect on the sustainability of the company’s profitability level because, if employees are not provided plenty of opportunities to exercise their skills, ultimately such knowledge and skills will be lost. Therefore, issues identified through training evaluation were in terms of improper time-frame, inappropriate need assessment of the employees, poor selection of trainers, and lack of effective training methods, materials and training aids.

Recommendations:

Following the training evaluation and identification of some key issues in terms of training programs in the workplace, there are a few recommendations that should be taken into account by the company to make training programs effective.

• Evaluate actual training needs and opportunities
• Create a formal approach to employee’s career and personal development
• Prepare for the training programs that is relevant to the knowledge and competency  the company wants the employee to achieve
• Adopt effective training delivery systems
• Reinforce participated employees’ understanding and knowledge of models and concepts of the training program

• Provide systematic opportunity to practice tools and techniques’ use that are utilized during training classes (Matthew, n.d)
• Encourage the employees at all levels to practice their career and personal skills development
• Determine fix and suitable timeline for the training sessions, supported and agreed by training-in-house department and concerned management
• Select experienced and knowledgeable trainer that could be practical enough to make the training session productive and enjoyable for the trainees
• Use both audio and visual training aids as and when required
• The trainer should make the class greatly interactive by avoiding mono dialogue sessions (Haslam, Stephen and Pennington and Robert, n.d).
• Embrace some management games in order to energize the whole team
• Bring in distinct learning principles and theories such as presenting live example from the industries and high level case study analysis
• Follow-up of existing training programs is required with one-to-one coaching and mentoring
• Use of internal communication control systems to enhance the ease of understanding and visibility of existing training programs at the workplace.
• Bringing new methods of training into practices like presentations, job instruction training sessions, apprenticeship, job rotation, role playing, organizational development, lectures and conferences, etc (Adams, 2008).
• A trainer should end the training session with post evaluation of future needs and summary of the whole session, real industry examples, case studies’ analysis and feedback mechanism to assess both training session and trainers’ usefulness.

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