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How to do effective Training in Organizations

Instructional Video:

http://www.youtube.com/watch?v=7umGgoVpYCw


Introduction

 The main goal of Training in Organizations is
to change skills and knowledge, build capabilities and increase effectiveness.

 

Objectives

 

24.0pt;mso-list:l0 level1 lfo1;tab-stops:list 87.0pt"><!--[if !supportLists]-->-                You will understand the phases needed for effective training.

 

24.0pt;mso-list:l0 level1 lfo1;tab-stops:list 87.0pt"><!--[if !supportLists]-->-                You will be able to increase knowledge and performance.

 

24.0pt;mso-list:l0 level1 lfo1;tab-stops:list 87.0pt"><!--[if !supportLists]-->-                You will be able to do a true evaluation of training.

 

24.0pt;mso-list:l0 level1 lfo1;tab-stops:list 87.0pt"><!--[if !supportLists]-->-                You will understand that training objectives and evaluation are tied
together.

 

Training

 Training involves four
phases: Needs Assessment, develop Objectives and Design, Delivery, and
Evaluation (Cummings, 2005).

 The first phase is the Needs
Assessment which involves gathering data about the current state of knowledge
and skills. There should also be a clear understanding of tasks, activities,
and decisions the trainee should perform better after the training.

 The second phase is to
develop the instructional Objectives and Design of the Training. The Objectives
describe the Quantity and Quality to be considered competent. The Design
includes choices amongst different training techniques such as: Computer-based,
On-the-Job, Class room lectures etc.

 The third phase is to
deliver the training. It involves the invitation, attendance and completion of
the training as designed.

 After the training is
performed, the fourth and last step is Evaluation. According to Cummings it involves four
important criteria’s: Reaction, Learning, Behavior, and Results (2005).

 Reaction is commonly used
and only involves asking the trainees about their initial feedback. Learning’s
refers to a check if the trainee acquired any new knowledge during the
training. Behavior assesses if the trainee actually uses the new knowledge and
applies these to the job activities. Results evaluates if there was any
increase in efficiency due to the training.

 Only if all four phases are
completed the training can be considered complete. Traditionally organizations
lack on the last step, which is the evaluation of the training. Only if all
four components of training evaluation are checked, the training can be
evaluated as effective.


References

Cummings, T.G. (2005).
Organization development and change. Mason, OH: Thompson: South-Western.

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