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Training Process in HRM

The training process consists of 6 key steps: 1) Identifying training needs by observing employee performance, 2) Establishing specific training objectives to close gaps between actual and expected performance, 3) Selecting appropriate training methods to meet objectives, 4) Implementing training programs, 5) Evaluating the effectiveness of the programs, and 6) Providing feedback to strengthen future training plans. The goal of the training process is to develop employee abilities and behaviors to fulfill job tasks and achieve organizational objectives through a consistent set of procedures.

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Aqilah Mohd Zamzam
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151 views

Training Process in HRM

The training process consists of 6 key steps: 1) Identifying training needs by observing employee performance, 2) Establishing specific training objectives to close gaps between actual and expected performance, 3) Selecting appropriate training methods to meet objectives, 4) Implementing training programs, 5) Evaluating the effectiveness of the programs, and 6) Providing feedback to strengthen future training plans. The goal of the training process is to develop employee abilities and behaviors to fulfill job tasks and achieve organizational objectives through a consistent set of procedures.

Uploaded by

Aqilah Mohd Zamzam
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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TRAINING PROCESS IN HRM

The training process consists of a set of procedures that are to be consistently taken in order
to provide a successful training plan. Learning is a systemic process undertaken to change
an employee 's abilities, behaviors and actions to fulfill a particular task. Each organization,
whether business or non-profit, public or private or government, requires well-trained and
qualified workers to carry out the operations in order to attain the organizational objectives.

To improve capacity rates and maximize employee flexibility and adaptability, preparation is
needed. Insufficient work efficiency or productivity loss or improvements arising from career
restructuring or technical advancement involve any kind of preparation and growth initiative.
The value of workforce growth often increases with the difficulty of the work. Employee
growth and advancement in a constantly evolving environment is not just a positive practice
but also a practice that an enterprise will devote money to if it wants a sustainable and
informed labor force. There are 6 steps in training process :

identifying
Training Needs

Establish Specific
Objectives

Select Appropriate
Methods

Implement
Programs

Evaluate Program

Feedback
1. Identifying Training Needs
Usually in an organization had lots of departments with its own function towards
organizations such as the admin department, logistics department, account
department and so on. In order to measure their performance, the human resource
manager usually does observation on each one of the employees in an organization
and if there is some negative and low performance will need to be improved by
training. So the manager of human resources will entertain them by giving training
programs according to their needs in order to improve their performance effectively.
2. Establish Specific Objectives
Once the training requirements are established, the most important step is to decide
the training goals. Therefore the primary objective of training would be to close the
difference between normal and real results. This can be achieved by specifying goals
for the preparation. Therefore, the simple aim of the training is to put about a proper
match between man and work.
3. Select Appropriate Methods
Method approaches are ideal ways of meeting training goals. An appropriate training
approach is to be defined and chosen to meet the specified goals after the
assessment of training requirements and goal definition. There is a range of
preparation approaches available but their suitability is measured according to the
requirements for organizational instruction.
4. Implement Programs
The actual operation takes place after a review of the correct process. Under this
phase, strategies and programs designed to get the required production are
introduced. Within it, the workers are prepared to improve operational practices for
improved efficiency.
5. Evaluate Program
It consists of an appraisal of different facets of training to decide if the training plan
has been successful. It is related to the importance of preparation in terms of
affecting the efficiency of workers.
6. Feedback
Lastly, a feedback approach is tested to recognize the problematic points in the
training plan and in the future strengthen the same. For this function, participants
receive details relating to school, accommodation, lodging, etc. The knowledge
collected was then reviewed and examined for the purpose of identifying problematic
areas in training systems and for potential changes.

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