Step 1: Training Needs Assessment
With a whiteboard or flip charts and markers, the facilitator collects all employees who have the same task in a conference room. Alternatively, one may utilize a programme like Google Docs or a similar online shared access service if each employee has access. Request that each employee put out their top ten training requirements. Emphasize the importance of employees writing down precise requirements. Communication and team building, for example, are such broad training needs that you would have to do a second training needs assessment for each of these areas. Then, have each list their top 10 training requirements. The facilitator records the specified training needs on the whiteboard or flip chart as listed.
Use a weighted vote procedure to prioritize the group’s training needs once all of the intended training needs are identified. Hence, voting on and ranking the training needs list using sticky dots or numbers drawn in magic marker in a weighted voting procedure (López-Jurado et al., 2021). Notably, one should now list the training needs in order of significance. The sticky dot voting mechanism decides priority based on the number of points supplied as votes. Lastly, take some time, or plan another meeting, to discuss the required results or goals from the first three to five training sessions defined throughout the needs assessment process. This will assist you in locating and scheduling training to fit the needs of your personnel.
Step 2: Training Objectives
Be as specific as possible. Learning objectives, not generic learning goals, should target a particular pain point. Employees want to know what they can anticipate from their training. It should ideally be related to their requirements. A Training Needs Analysis is essential for detecting knowledge gaps and developing practical learning objectives.
Be realistic in your expectations. In general, aiming high pays well in life. It is better to create attainable learning goals when it comes to training. The findings of your Training Needs Analysis will assist you in determining your employees’ level of expertise.
Use Bloom’s Taxonomy to help you organize your thoughts. Bloom’s Taxonomy was created by Benjamin Bloom, an American educational psychologist, in 1956. It is a way of categorizing learning objectives based on the cognitive processes involved.
Step 3: Design Measures of Effectiveness
Training effectiveness is a metric that measures how much training enhances an employee’s knowledge, competence, and behavioural pattern inside the business. , did the training accomplish its objectives? Is it true that workers learned everything they were expected to learn? Were the workers who went through training able to perform what they were supposed to do after getting out of the classroom? Training efficacy appears to be a hot subject, especially in GMP situations. Determine the required competence for individuals undertaking work that affects product conformance. When relevant, give training or take other activities to attain the competence needed and assess the efficacy of the actions implemented.
Step 4: Design Training Events
- Outline the training’s goal and intended audience.
- Determine the requirements of the participants
- Establish training goals and objectives.
- Create a training content outline
- Create instructional activities
- Create a documented training plan.
- Create an assessment form for participants
- Plan for the event’s follow-up activities.
Part 2
Employee training is mainly focused on the short term. It now aids a person’s ability to be more productive at work. Its purpose is to equip workers and talents with the (often technical) competencies they require to complete their job duties. Typically, training has a clear end goal in mind, such as learning how to use specialist software, grasping business procedures, and understanding company rules (Crane & Hartwell, 2018). On the other side, development is concerned with the long term. It is more conceptual, focusing on assisting individuals in their development as persons rather than technical talents. Its goal is to equip employees with the attitudes and skills to deal with future problems.
Employee development, rather than employee training, involves the skills that have a longer lifespan that employees may apply throughout their careers and personal lives.
Employee increasingly relies on being, whereas employee training centres on doing. Employee training focuses on acquiring skills, while employee development focuses on the acquisition of mindsets.
Training on employees is significant for a company’s success. The ship will sink if the crew does not know guiding it. On the other hand, employee development is what drives organizational transformation and growth. Employee development has a longer-term impact since it is based on a long-term goal. It instils a development mentality in employees, resulting in genuine affection.
Employee Training Adult Theories
Behaviourism Theory
According to behaviourism, learning is viewed as a process of reacting to environmental stimuli, with an emphasis on quantifiable actions. Learners are seen as passive participants by behaviourists, who see learning as developing new skills. Classical or behaviourism can be used to elicit desired behaviour (Saha, et al., 2022). When natural stimuli, such as Pavlov’s salivating dogs, generate a reaction, this is known as classical conditioning. The aroma of food elicits a natural response in the form of salivation. When a response to a stimulus is reinforced, this is known as operant conditioning.
Cognitivism Theory
Cognitivism is a learning philosophy that emphasizes the mind’s internal activity and mental processes. “The methods that learners receive and apply knowledge affects one’s thinking and internal mental structures,” according to Richey, Klein, and Tracey. This idea makes the comparison between the human mind and a machine. It is critical to grasp the consequences of cognitivism on design and how they affect you as a designer if you choose to create from a cognitive perspective.
Constructivism Theory
Constructivism is a learning philosophy that emphasizes inquiry-based, active learning in which students develop their knowledge based on their previous and current experiences. Collaboration is vital for conceptual progress, and sharing diverse viewpoints is a critical component of constructivism (Singh, 2019). Self-awareness evolves at a rapid pace, and self-reflection is essential. The emphasis is on relevant and realistic learning continually changing in a supported setting. Learners are thinking, analyzing, synthesizing, and cooperating actively. Learning is non-linear, open-ended, and has no set objectives. Learning evaluation using this method is complicated to assess. Each learner is unique and should be assessed accordingly.
References
Crane, B., & Hartwell, C. J. (2018). Developing employees’ mental complexity: Transformational leadership as a catalyst in employee development. Human Resource Development Review, 17(3), 234-257.
López-Jurado, M., Castro, J. D., Amaro, F., Aparicio, V., Aranda, P., Flor-Alemany, M., … & Martínez, R. (2021). DESIGN OF A TRAINING PLAN FOR BEGINNER PROFESSORS FROM THE DEPARTMENT OF PHYSIOLOGY. In EDULEARN21 Proceedings (pp. 742-746). IATED.
Saha, S., Saha, S. K., Pandey, J. R., & Jha, A. (2022). Employee Motivation for Training and Development: A Study of a Pharmaceutical Company in Sikkim. In Handbook of Research on Developing Circular, Digital, and Green Economies in Asia (pp. 370-386). IGI Global.
Singh, D. (2019). A literature review on employee retention with focus on recent trends. International Journal of Scientific Research in Science and Technology, 6(1), 425-431.
