03).
Systematic approach to training process
Organizations need to
exercise a systematic training approach to ensure the outcome of the training.
A systematic approach to training often includes identifying training needs,
training design, delivery style and training evaluation (Mathis & Jackson, 2016). Careful implementation of each element of the training
process determines its success. From the employee perspective, training can be
effective if it is related to a high level of motivation, create better ability
to perform their job, and also makes them feel positive toward their work (Balogun, 2011). Armstrong (2014) explained that
training should be systematic in that it is specifically designed, planned, and
implemented to meet defined needs. It is provided by people who know how to
train and the impact of training is carefully evaluated.
According to Mondy and
Martocchio (2016) and Mathis and Jackson
(2016), a systematic training
process is made up of four phases, namely, training needs assessment, training
design, training delivery style and training evaluation.
Figure 1. Conceptual framework model.
01). Training needs assessment
* Since training is a
need-oriented effort, determining the level, type and duration of the training
is the prime importance at this stage of the process. Consequently, assessing
organizational training need shows the diagnostic phase of planning training aims.
As cited on Khan and Maersk (2017); Priyadarshini and Dave
(2013), training needs
assessment is a strategic process that involves identifying the organization,
industries goals, competency gathering, and analyzing the information,
determining the gaps between the present situation and the future condition.
The assessment phase includes employee and employer performance issues to know
if training is needed. During the assessment, it is important to consider
non-training factors such as compensations, organizational structure, job
design, and physical work plans.
* According to Mondy and Martocchio (2016), a systematic approach
of training needs assessment activity focuses on the firm’s strategic mission,
goals and corporate plans are studied, along with the results of strategic
human resource planning. A training needs assessment helps companies or
organizations determine whether training is necessary. Similarly, Training
needs assessment is the process of analyzing the difference between what is
currently occurring within a job or jobs and what is required either now or in
the future-based on the organization’s operations and strategic goals (Lussier & Hendon, 2020).
02). Training design
Once the training
needs assessment is identified, it is required to develop the training design
that includes learning concepts and a wide range of different approaches to
training (Mathis & Jackson, 2016). Researchers reported
the major independent variables affecting the training. One of the factors is
training design (Abeeha &
Bariha, 2012). Effective training
design considers the learners and instructional strategies, as well as how to
maximize the transfer of training from class to the job site (Mathis & Jackson, 2016).
According to Mondy and
Martocchio (2016); Noe and Hollenbeck (2019); Mathis and Jackson (2016) and Lussier and Hendon
(2020) and Abu Daqar and
Constantinovits, (2021), training methods as
included training below .
- Instructor-led training,
- E-learning, case study,
- Behavior modeling,
- Role playing,
- Training games,
- In-basket training,
- On-the-job training,
- Apprenticeship training.
02).Training delivery style
According to Mathis and Jackson (2016), once training has been
designed, the actual delivery of training can begin. It is generally agreed
that the training is pilot-tested or delivered on a trial basis to ensure that
the training meets the needs assessed. The delivery style is vital because it
is the method of changing an employee, which is expected of the trainee. The
delivery style will facilitate the type of training, many approaches and
methods can be used to deliver.
According to Mondy and Martocchio (2016), the corporate
training institution’s focus is on creating organizational change that involves
areas such as company training, employee development, and adult learning. It
aims to achieve its goals by conducting activities that foster individual and
organizational learning and knowledge
According
to
03).Evaluation of training
Human
resource development is an investment in people. The major reason for investing
in the training program is to help employees to perform better in the
achievement of organizational objectives. Hence, evaluation is a means to
assess the cost/benefit of the training program to the organization. However,
evaluation is like brushing teeth after every meal. Even though everyone
advocates evaluation, only a few do it. Evaluation is an integral feature of
training activities. Evaluation compares the change after training with the set
objectives of training (Armstrong, 2014). Mondy and Martocchio (2016) explained the possible metrics for evaluating training. These
include participants’ opinions, the extent of learning, behavioral change, the
accomplishment of training objectives, return of investment from training and
benchmarking.
Evaluation
is the final phase of the training program. It is a means to verify the success
of the program, i.e. whether employees in the program do their jobs effectively
for which they have been trained. As Balogun (2011) noted, the concept of evaluation is most commonly interpreted
in determining the effectiveness of a program to its objectives. Mathis and Jackson (2016), also reported that training evaluation compares post-training
results to the pre-training objectives of managers, trainers, and trainees.
04).
Employee performance
Employee performance is achieving and accomplishing specific and
well-determined tasks in the organization, these tasks will be measured with
well-planned and predefined goals, objectives (Safitri & Lathifah, 2019). Armstrong (2020), stated that Employee Performance management is the continuous
process of improving performance by setting individual and team goals that are
aligned to the strategic goals of the organization, planning performance to
achieve the goals, reviewing and assessing progress, and developing the
knowledge, skills, and abilities of people (Armstrong, 2020). Some of the main performance measurements are productivity,
efficiency, effectiveness, quality and profitability (Aidan, 2013; Armstrong, 2020). Employee performance demonstrated the improvement in production
by perfect use of new technology with the help of highly aggravated employees (Al-Omari et al., 2020). Manger used to set high standards for individual in order to
measure the performance of employees for the betterment of organization (Buchanan. &
Badham, 2020).
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A great blog article Jayanthi, I would like to add that employees’ job performance is measured by using key performance indicators (KPI). However, many organizations do not utilize appropriate KPIs to achieve corporate goals. According to Parmenter (2011), for years organizations that have had what they thought were KPIs, have not had the focus, adaptability, innovation, and profitability that they were seeking. Thus, it is imperative to ensure that KPIs are aligned with and focus on achieving corporate goals.
ReplyDeleteThank you Farook for giving your comment on my blog. That is good explain for the employee performance. According to armstrong (2020), stated that Employee Performance management is the continuous process of improving performance by setting individual and team goals that are aligned to the strategic goals of the organization, planning performance to achieve the goals, reviewing and assessing progress, and developing the knowledge, skills, and abilities of people (Armstrong, 2020). Some of the main performance measurements are productivity, efficiency, effectiveness, quality and profitability (Aidan, 2013; Armstrong, 2020). Employee performance demonstrated the improvement in production by perfect use of new technology with the help of highly aggravated employees
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