Training and Development Process

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THE TRAINING AND DEVELOPMENT PROCESS

Identifying training needs

  • The training needs will be indicated by a job training analysis. 

    However, it is vital that the line manager begins with an understanding of the organisational strategy and departmental goals and objectives before he or she carries out the training needs analysis.

performance appraisal

·each employee’s work is measured

against the performance standards or

objectives established for their job

·training and development needs are considered in terms of future job performance as well as in terms of improving current performance.
analysis of job requirements ·the skills and knowledge specified in the

·appropriate job description are compared with data concerning jobs and activities, e.g. job descriptions, personnel specifications, and leadership and communication activities to identify candidates for training.

organisational analysis · uses data about the organisation as a whole, e.g. its structure, markets, products or services, human resources requirements, etc.

· the key success factors are identified and analysed into hr activities.

Defining the learning required

  • Specify the knowledge, skills or competencies that have to be acquired.

Setting training objectives

  • As with all objectives these should have clear, specific, measurable targets in relation to the behaviour and standard of behaviour in order to achieve a given level of performance

Planning the training

  • This covers who provides the training, where the training takes place and divisions of responsibilities between trainers, line managers or team leaders and the individual personally

Delivering/implementing the training

  • A combination of formal and on-the-job training programmes will be use

Evaluating training

  • A cost-benefit analysis with feedback to improve selection of method and delivery

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