Training and Developmet

Every organization whether operating for profit or for some other ends has a mission, a clearly defined purpose for its existence. An organization must have some strategic plan and an appropriate (complimenting) structure in order to achieve its long term goals and objectives. Strategic planning involves identifying and evaluating the organization's goals and determining what strategies and resources are needed to accomplish these goals.

The organization depends on having the people with the right skills, attitudes and capabilities to effectively reach its goals. HR strategy is concerned with designing and implementing programs, processes and initiatives to attract develop and retain such people (human resources).

Once a potential employee has been recruited, it is not enough to merely introduce him/her to the organization (orientation) and allow him/ her to perform her job in a static manner i.e. not creating an environment were the employee may further grow and add to his/her knowledge and skills thus being able to add value to the organization.

Training is giving employees the knowledge, skills and attitudes needed to perform their job.

Development is the continuous process of acquiring the knowledge, skills and attitudes that will be needed to cope with changes in job demand or to tackle a job with greater authority and responsibility.

Performance management is a process of defining desired outcomes linked with performance standards for a specified period of time and comparing them to actual results, it is a formal structured meeting were employer and employee compare the employee's performance with what was initially expected from him/her.

Training and development methods may vary (e.g. on the job, machine based, job rotation and internet based training however there are factors that one must keep in mind when designing and executing training and development of employees. When designing training and development one must be fully aware of the contents and targets of the proposed program. In its execution the person responsible must know how to teach, must understand how people learn and must comprehend the objectives to be reached, the environment were such program may be taking place is also crucial. The success of training and development can not be achieved unless all participants are willing participants, this is especially true in the case of development since a person may be forced to undergo some training in order stay in line with his/her job requirements but may not be pushed/forced to develop.

Personal development is a life long act of constant improvement it involves expanding, enlarging or refining ones personal attributes/characteristics related to all factors and aspects (work, family, peers....) influencing ones life. Personal development enables a person to improve his/her own self-esteem, develop a sense of self-responsibility, become familiar with the values needed for life in society as well as develop competencies required to interact with others in a positive and effective manner. Development within the organization leads to a more competent and better equipped workforce, an increase in the value of human resources allows the organization to constantly improve and cope with new obstacles created by both internal and external influences. Development may not necessarily occur during specific periods of time for example through company sponsored courses, it is a never ending process and forms part of ones daily routine for example by being more self aware or interacting with experts and mentors.

Training is giving employees specific knowledge and skills in order for them to effectively and efficiently perform their jobs. Apart from increasing workers skills and knowledge the right training may increase an employee's motivation, chances for advancement, morale (pride in performance) and lead to more productivity and better quality.

The training cycle:

Set learning objectives

Determine training strategy

Identify learning

Evaluation

Design of plan

Implementation

The training cycle requires that the training needs are identified. When these needs are established one must clearly define the objectives, select a means (strategy) of achieving them and design an appropriate plan. Once the plan is devised it is implemented, an evaluation determining if the plan was a success and if any further needs are required is then made. Evaluation should occur at every stage of the training cycle. Evaluating the program requires constant feedback, this information is used to compare the training to its original objectives as well as helps determine the effects of such training (workers reactions, was it implemented in the correct manner...).

Evaluation occurs on five levels:

1. Reaction: What does the learner feel about the training? The learner's perception

(reaction) of the course.

2. Learning: Did the learner learn anything? The changes in skills, knowledge and attitude of the learner.

3. Behaviors: Concerned with the action being performed, can the learning be applied to the employee's job.

4. Organization: The impact on the organization. Did the training positively effect the organization?

5. Ultimate value: What did the training contribute to the organization? Determines if the training's incentive and implementation adequately fit in with the organization's needs.

We can see that training focuses on the present and near future whilst development is focused on the future.

Performance management