Introduction
Table of Contents
With the current trends in globalization and trade liberalization, organizations can nowadays afford practically every asset that is needed for optimal production. Due to this fact, employees have remained the most valuable assets that an organization can use in order to build a comparative advantage over rival firms in which ever sector the organization invests in.People or employees in an organization are usually associated with the skills they possess; the only asset rivals cannot copy. As a result this has made the human resource management and their practices to be accepted as one of the major strategic levers to ensure that there is continued success within organizations (Smith, 2006).Training of company employees has received much accreditation from the management by designing training programs that seek to address the specifics of the organization, which then helps in ensuring that the services or the output is received in a way that the company reaps the maximum benefits. In designing these programs, the human resource department works very hard by assessing the needs for the training where the training is all that necessary or not.
Training Needs Analysis
In order to assess the training needs, the Human Resource (HR) department can decide to conduct an organizational analysis. It is preferred by many organizations since it takes into consideration the organization’s traditions, strategies and the general environment and how the training is likely to improve the business situation. The human resource can also perform the job or task analysis where training is usually done depending on the needs of that job.In order to improve the delivery of the job the skills and abilities an employee possesses are usually analyzed. The Human Resource can also train the employees depending on the required needs. Lastly, they can also conduct the employee analysis where the HR determines the current skills that the employee is in possession of and then train the employee depending on the expectations or the levels the employee should attain.
Training and Evaluation
There are several methods through which the Human Resource can train the employees in order to make sure the new training needs are delivered efficiently. Examples of the training methods include: A classroom setting where an instructor teaches or trains the employees by interacting with them. They can also use computer based training which incorporates the classroom training and Tele training.Organizations using computers to train the employees do so by introducing software which seeks to advance their skills. To make the training successful, the training objectives should be written properly in order to be able to decide on the contents, methodology and duration of tackling the needs.Based on the importance of training, the HR can either classify the training as technical or behavioral training whereby, the skills or the technical type focuses on providing the learning competencies related to the employee knowledge and skills while behavioral on the other hand ensures learning competencies related to the employee attitude and habits are learnt and adhered to.Evaluation is the last phase and it is usually concerned with the measurement of the training success or the effectiveness to establish whether an investment in a particular training has paid off. The effectiveness is based on the previous set objectives and results while considering the needs, methods, and the other areas of training administration.The valuation of the training program can be done depending on the reaction, learning, behavioral change and finally the impact to the society which measures the effect of the training on the unit where the trainees belong and on the entire organization (Edralin, 2004).
Conclusion
With employees becoming the most valuable asset a company or an organization can possess, it has thus become important for organizations to create effective and efficient work force in order to achieve the competitive edge over other organization. To make this possible, organizations have embarked on trainings that seek to perfect and introduce new skills to employees in order to ensure an organization remains a success and way above the others.
Reference List
Edralin, D.M. (2004). Training: A strategic HRM function. Vol.7, No.4. De La Salle University. Web.
Smith A. (2006). Human Resource Practices for a Changing Environment. Web.
