Role of training and development in organisations
CLO 2: Develop a training activity that requires the use of a variety of delivery methods.
Description: Each student will write 2000-2500 words essay relating to the theme:
“The role of Training and Development in the organization: Analyzing the success & limitations
of the use of various Training Methods.”
Solution
Introduction
Training and development involves the formal activities that are carried out in
organisations in order to enhance the productivity of the employees. Training and development
enables the employees to feel satisfied in their various capacities within the organisations. There
are several methods that are used by organisations to achieve the goals of training and
development efforts. Currently, many organisations have made training and development to be
an integral component of their strategic planning. Most organisations have incorporated training
and development regardless of their sizes in the market. Training programs ensure that the
employees undergo continuous learning which enables them to keep up with the dynamic
demands of the society. Training facilitates in developing high level skills in the employees to
reinforce on their areas of expertise (Martin et.al.2014).
Through training and development forums, the employees’ level of productivity improves
because they are motivated by other successful people who take them through the programs.
They are able to actively interact with high skilled professionals from whom they borrow ideas
from. The training and development programs are normally used together to accomplish different
kinds of goals. The training programs are aimed at achieving particular predetermined objectives
such as carrying out particular processes with more precision. Development programs usually
aim at teaching a wide range of skills that can be applied in different situations for instance,
development of leadership skills or development of skills on decision-making (Clarke ,2014).
Role of training and development
TRAINING AND DEVELOPMENT IN ORGANISATIONS
Training and development can be applied in various areas such as; communication, sales,
technical and computer training. There can be career, management and organisation
development. In sales, the employees are trained how they can communicate with clients in a
persuasive way to make them buy their goods or services. The training improves the trainee’s
skills on selling products. It also enhances the confidence levels in the sales person. The person
is taught to differentiate between the needs and wants of the customers. Technical trainees are
taught about technical procedures, technical facts and technical principle and how to apply them
in their routine duties at the organisation. Computer training involves the teaching and learning
of how to operate computers and the soft ware’s effectively. Trainees aim at increasing
confidence in the trainees in application of technology in their various workplaces. Most
companies usually consider computer training as an essential part of their operations (Clarke
2014). This is because technology is highly dynamic and many companies are being innovative
all the time in order to remain competitive in the market.
Training on clerical works involves teaching the support staff of the administration and
the clerks. In clerical training the trainees are taught on administrative skills and other basic
skills. They are also taught on technological skills because with the advancing level of
technology, computers are used widely in most departments of the organisations. Most
communication training programs aim at teaching on interpersonal relations skills, reading,
writing and listening skills. Training on communication skills can be done solely or with training
in other areas because communication skills are vital in all aspects of any organisation. Career
development involves the enhancing the employee’s perspective about their careers. The trainees
TRAINING AND DEVELOPMENT IN ORGANISATIONS
are provided with an opportunity to articulate what they desire to acquire from the organisation.
They are also instilled with the morale they need in order to ensure high productivity levels from
them.
Training Methods
There are various methods of training that organisations use to educate their
employees so that they can keep up with market demands. The methods are categorised
into on-job and off-job and blended training methods. The on –the-job methods include
mentoring, coaching, apprenticeship, job rotation and understudy. The off-the –job
training methods are; conference, lecturers, simulation, sensitivity training and vestibule
training. The on-the-job methods aim at training employees who are inexperienced by
making them observe and learn from the trainers. They imitate their trainers behaviour
and apply the sills in own capacities in the organisation. These training methods are cheap
and they don’t interfere with their job because they are trained while working. They are
trained on the same equipment (Glaister et.al., 2013). Off-the-job methods of training are
provided in places that are specially designed for training. The training place may be
within or away from their organisation. The off-the-job method of training reduces
interference with the training and allows the employees to concentrate fully on the training
message. However, these methods are not as effective as on-the-job training methods in
application of the information acquired on their respective jobs.
On-the-job training: mentoring
TRAINING AND DEVELOPMENT IN ORGANISATIONS
The main aim of mentoring is developing of the employees’ attitude. This method is
more appropriate for the employees who are in managerial position. Mentoring programs are
usually conducted by people who are senior within the organisations. Mentoring programs are
beneficial to both the employees and the organisations. Some of the benefits that the organisation
experiences from these programs include; increased motivation, increased productivity and
leadership. People are said to carry out activities in three ways; internalisation, compliance and
identification. By internalisation, they work to achieve goals that they set for themselves (Jacob,
2003). Employees work by compliance when they do things after they have been told to. They
can also do things by identification when they accept to do them because the suggested idea has
been brought to them in a presentable way. Mentorship is done in order to develop leaders within
institutions. Appropriate mentorship can be effective in promoting long-term development of
skills in the employees. Mentorship improves communication of the learning curves of the
employees .It also benefits the organisation by decreasing the rate of employee turnover at
critical times when the organisation may not find new employees easily. The general
productivity of the employees is increased as their level of loyalty to the organisation is
increased. Their creativity skills are developed hence the organisation becomes an ideal
environment for creativity.
Individual employees benefit from mentorship programs in various ways. They are able
to attain a positive perspective towards achieving their goals. Their communication and
leadership skills are enhanced. Individuals are able to initiate change within their organisations
while assuming leadership skills. They are well equipped to handle challenges in an effective
manner. Increased confidence among them helps them manage stress within the organisation as
TRAINING AND DEVELOPMENT IN ORGANISATIONS
they develop resilience in their work. They are able to balance work and personal life.
Mentorship results into higher performance levels at individual and organisational levels.
Advantages and disadvantages
There is immediate feedback in regard to the improvement of the trainees’ performance
.The trainees are motivated easily and acquire confidence in themselves. However, the people in
senior position within the organisation may not be willing to mentor their juniors. The success of
mentorship is dependent of the mentor’s ability and ability to motivate.
Off-the-job training: lectures
Lectures are used to train large groups of employees. The trainers who use this method
are required to plan in-depth .They are also required to make it as interesting and captive as
much as possible. Many training facilities are using lectures to train their clients on various
crucial areas. In this method, the employees are usually passive while their educators are active.
Lectures are appropriate for motivating employees, analysing and explaining issues of interest.
Lecturing is more effective when the trainer has studied essential characteristics of their
audience’s background such as their age group, education level, culture and identifying what
they like and what they don’t. Lectures are more effective when the trainer teaches from his own
experience. The trainer should be punctual. He should teach while standing with good body
posture while ensuring that he has direct eye contact with the audience. He should ensure that he
distributes his attention to all of his audience. He should have a good plan for the lecture and
include sessions of question and answer and also humour. This method is appropriate where
delivery of information is meant to be done in a non-interactive manner.
TRAINING AND DEVELOPMENT IN ORGANISATIONS
Advantages
The trainer is able to arouse the interest of the audience to the subject matter. Lectures are
effective for large classroom training. This method complements the trainees’ preferences of
learning.
Disadvantages
The trainees are placed at a passive state where there is one way communication from the
trainer to the trainee. The trainer is required to be efficient in communication skills.
Blended learning
This method of training has been adopted by many organisations where virtual methods
are used together with the classroom methods of learning. Examples of the virtual methods
include modules of eLearning .Blended learning enhances teaching and learning within the
organisations as compared to other training methods. Currently, there is a lot of competition
among organisations in the technologically innovative world. Blended Learning has shown to be
effective in assisting the organisations achieve better competitive position in the market when
used regularly (Lehman et.al, 2013). Blended learning is characterised by use of several ways of
delivering information. An effective blended learning forum incorporates internet-based methods
of training together with the aid of trainers. This method increases the results of training when
the employees interact efficiently with the virtual training programs. This method is effective at
reaching larger audiences as compared to when audience are confined in a room. Internet makes
it possible for trainers to reach more people. This method is also more cost effective as the
TRAINING AND DEVELOPMENT IN ORGANISATIONS
trainers are able to make optimum use of the resources available to them. This method is
effective at catching the attention of the audience.
Advantages
Blended learning delivers personalised teaching because the trainers receive instructions
with technology while giving instant feedback. The trainers can access the resources of training
whenever they need it. The trainers are able to monitor the development of skills in the
employees by making them do virtual exercises. The training is effective at saving costs and time
compared to other methods.
Disadvantages
When the trainers and trainees are unable to use technology, they cannot achieve all the
goals of the training. The users of this method are supposed to be computer literate prior to using
it. The costs of setting up high level technology are relatively high.
Training activity
Some themes of training usually require use of several delivery methods in order to
achieve a goal effectively. For instance in a training and development programs with the theme
“International water and sanitation development”, the trainers are required to address a a large
number of trainees from different parts of the world. The trainees may be of different age groups,
cultural back grounds, and different education levels, different fields of professionalism and
different perspectives of the theme of the training program. The trainers are therefore faced with
the task of selecting different delivery methods in order to ensure they achieve the goals of the
TRAINING AND DEVELOPMENT IN ORGANISATIONS
program appropriately. Such kind of training programs may last several days or weeks depending
on the content and objectives that are supposed to be covered.
There will be need to use Blended Learning so that the training message can reach those
that are unable to make it to the venue through internet platforms. Lecturing is an indispensable
delivery method in such training and development programs. The trainers use lectures to begin
the programs with an aim of capturing the full attention of the audience and motivating them
prior to using any other training methods. Some areas of such comprehensive themes require
discussion methods where the trainers and trainees interact in a two-way manner However
discussion should take less time as employees give feedback to their trainers ‘questions.
Simulations can also be used to illustrate major points (Abe et.al.,201) . The simulators are
meant to mimic the aspects of the trainers’ jobs with an aim of reinforcing their understanding of
the theme that is being trained. Case studies are also applicable in delivering the information.
These assist the trainees to develop their decision making skills. Case studies are in written form
and may be in several pages. The trainees are expected to respond the questions in there after
going through the case studies. These delivery methods among many others are more effective
when used together in large training programs rather than when a single training method is used.
Conclusion
Training and development programs are effective in enhancing employees’ satisfaction
within organisations. Organisations should therefore invest in training and development
programs for their employees so that they are motivated to work. Motivation increases their
morale hence increasing on their productivity. This consequently results into the organisations
achieving better competitive positions in the market.
TRAINING AND DEVELOPMENT IN ORGANISATIONS
References
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improve competency in critical care: a new approach for nursing education. American
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TRAINING AND DEVELOPMENT IN ORGANISATIONS
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