Measuring Effectiveness of Training: An Application of Behavioral Theories
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Measuring Effectiveness of Training: How to Know if Your Training Worked?
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1|P a g e The Open College Assessment Declaration form for FETAC approved courses This declaration must be completed in full and submitted with your assignment. It can be posted back with your assignment or pasted into your documents and emailed. Submission Module Title & CodeBusiness management 6N4310 Assessment TechniqueAssignment (2) Tutor Student Name(print)Krizandra Langeveldt Student Number PPS Number Plagiarism Declaration Plagiarism, Plagiarism is an offence where a person (student) presents an assignment or piece of work as their own but which has been copied in whole or part from other sources without permission or due acknowledgement in the test. Declaration, I declare that all work I submit for assessment is my own work and does not involve plagiarism Name(signature) Date The Open College, Unit 9, Leopardstown Business Centre, Ballyogan Rd, Dublin 18 Tel: 012061828Info@theopencollege.comwww.theopencollege.com A human resource manager’s role in a company is to plan and coordinate the administrative functions of the business. The human resource manager’s main functions are,recruiting,
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2|P a g e interviewing, hiring and the development of employees. They act as the link between management and its employees. One of the human resource manager’s jobs is to develop and train new and existing employees. 1. A comprehensive evaluation. Role of human resource within an organisation. A chosen area within human resource management is staff development and training which is vital to a business success. Managers provide staff with the training they require when they start their employment and develop any skills they have brought to the business. A business can’t function without continues training and development. A business is constantly changing and it is the Human Resource Managers job to ensure that all employees are trained to the highest standard. Trained employees work better as they use the training they have gained to complete their daily tasks. This in turn helps the business to run smoothly without major interruptions. Training is also used as a recruitment tool. Many people want a job where they can grow as individuals. A business can attract and keep good employees if they can offer development opportunities. Training also promotes job satisfaction, encouraging employees to develop more rounded skill sets that will help them contribute to the company. The more engaged and involved employees are the more they will offer the business. Training is also used as way of keeping employees, offering staff ways to grow within the business encourages them to stay within the organisation. Cross-training builds team spirit, as employees appreciate the challenges faced by co-workers. Spreading knowledge and training is important, as managers will have a hard time replacing that employee and the time they have spent on training. 1.Needs assessment and learning objectives.This part of the framework development asks you to consider what kind of training is needed in your organization. Once you have determined the training needed, you can set learning objectives to measure at the end of the training. 2.Consideration of learning styles.Making sure to teach to a variety of learning styles is important to development of training programs. 3.Delivery mode.What is the best way to get your message across? Is web-based training more appropriate, or should mentoring be used? Can vestibule training be used for a portion of the training while job shadowing be used for some of the training, too? Most training programs will include a variety of delivery methods. 4.Budget.How much money do you have to spend on this training? 5.Delivery style.Will the training be self-paced or instructor led? What kinds of discussions and interactivity can be developed in conjunction with this training?
3|P a g e 6.Audience.Who will be part of this training? Do you have a mix of roles, such as accounting people and marketing people? What are the job responsibilities of these individuals, and how can you make the training relevant to their individual jobs? 7.Content.What needs to be taught? How will you sequence the information? 8.Timelines.How long will it take to develop the training? Is there a deadline for training to be completed? 9.Communication.How will employees know the training is available to them? 10.Measuring effectiveness of training.How will you know if your training worked? What ways will you use to measure this? 2. Focusing on the topic discussed in part 1; you are now required to demonstrate an appropriate application of Behavioural Theories Change is an inevitable part of any growing business. Organisations need to be both pro- active and reactive to the changing circumstances with in house training and development.
4|P a g e There are many reasons why a business should train and develop their staff. When a specific topic like computer skills, customer service or manual handling is needed managers need to provide their staff with the correct training. With increased competition in the marketplace it is crucial that employees understand and meet the needs of customers.Training in manual handling provide staff with the knowledge they need to perform tasks correctly this in turn reduces accidents and prevents injuries. In house training is more beneficial to both employee and company. It offers employees real time exposure to any changes within the company as opposed to offsite classroom training. The benefit of in-house training allows the business to oversee the training process and adjust it accordingly. Training and development provides immediate development of skills needed to master a procedure. In house training allows managers to correct staff immediately if any errors accrue. Additional training can then follow. No two employees are alike and with in-house training employers can adapt and change to suit the needs of individuals. Training on the job also saves the business money as employees do not need time of work. This is a benefit to employees as they do not lose out on wages, the business does not need to get additional staff in to cover shifts that will be missed and training in the workplace also offers familiar surroundings for staff with makes them feel less nervous. Timing is everything when it comes to training staff. New staff need and should be trained immediately so that they can firstly be safe while working in the work place, training also provides the standards of productivity you require. If standards are not set from the very beginning, then they start to slip. So, if an employee is not shown how to do a task and does it wrong it is the responsibility of the manager who did not provide correct training. Training also promotes greater job satisfaction, employees will stay with a business longer if their needs are being met. The more satisfied an employee is the productive they become and in turn the business benefits. The lack of skills training and development is the number one reason that employees leave their job. So, taking the time and money to train and develop your staff is critical. Workers look for more than a weekly wage they want to develop and learn new skills. When attracting hard-working employees, a business who provide training and development are more likely to attract skilled workers. A business should develop the skills that they employees bring to the organisation as this provides new ideas for the organisation. Seasonal staff who receive training and more likely to re-apply the following year. Training and development can also work as a retention tool by developing the skills employees already have within the company, whenever there is a promotion available developing staff already employed in the organisation to fill those positions is great for both the business and employee a business can promote staff that they know and trust to do the job and the employee feels acknowledged for all their hard work, other staff also see this as a way of moving up within the business. Training and Development also promotes job satisfaction when staff receive the training they require and management are consistently developing their skills employees tend to be more satisfied and motivated in their job. Training and Development is worth the investment for the business, with correct training and development, productivity increases and is direct link to the reduction in absenteeism and the decrease of staff turnover. Training staff to be capable in more than one aspect of the business also helps to fulfil absences in the workplace also sharing knowledge among employees is beneficial, if the employee leaves you will have a hard time replacing someone
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5|P a g e who held all that information. When spreading training, all employees have at least some knowledge of the others job. Training can be Pacific to a job and managers need to decide what their business needs are, they also need to decide whether to use an external training program or in-house training. I personally prefer in-house training as manager's can decide when and where the training accrues. Human resource manager’s main functions I believe are to make the necessary decisions for the business to ensure that the business is a successful as possible, this needs to be done with the help of employees who are motivated and just as interested in seeing the business succeed. Training and Development for employees enables everyone to improve and to learn new skills. Humans are influenced by a wide variety of factors which include culture, attitudes and emotions. The behaviour of people can be unusual, acceptable and some outside acceptable limits. Behaviour is evaluated relative to social norms and regulated by various means of social control. the way human behave can also be expected by certain aspects like face or genetics. When training and developing staff these factors need to be accounted for. Leadership Styles also affect how a manager trains and develops staff. A good manager uses three types of leadershipstyles, authoritarian, participative and delegation, depending on the situation Autocratic leadership styles should be used on new employees who are just learning the job. Managers have all the information needed and need to make decisions quickly without the input of others. Democratic style is used with a team of workers who know their job. Employees work together to solve a problem. When training staff this is also a good place to use this style. A manager includes employees in decision making asking employees where do they feel they require more training? managers can't be expected to know everything and is not a sign of
6|P a g e weakness rather a sign of strengths that employees respect. Staff who work together and motivate each other work harder and are more satisfied, encouraging your employees to come to you when they have a problem shows that you acknowledge employees have different needs. Delegation style is used with workers who know more about the job than others, a manager has full trust in their employees. a manager allows employees to work on their own without constant supervision. A manager needs to set priorities and delegate certain tasks. When you train, and develop staff correctly this can be achieved. Factors also play a part in what leadership Styles to use like how much time you have, relationships in the workplace, are they based on respect, trust or disrespect? has the manager all of information? or has employees? and how well are your employees trained? When managers and staff work together conflict is reduced and productivity increased. Positive leaders motivate their staff, they believe in allowing their employees to become more skilled and more productive. They set their employees targets and goals to reach. They set good examples, encourage and support employees and provide simulating work. People don't just work to pay bills they work to provide for their families or they love their profession. When people work, they meet new people they work together and they respect one another. When staff are trained, they can work together and motivate each other. Money should not be the number one reason an employee goes to work. Any effective company has training in place to make sure employees can perform his or her job. During the recruitment and selection process, the right person should be hired to begin with. But even the right person may need training in how your company does things. Lack of training can result in lost productivity, lost customers, and poor relationships between employees and managers. It can also result in dissatisfaction, which means retention problems and high turnover. All these end up being direct costs to the organization. First, the new employee goes through an orientation, and then he or she will receive in-house training on job-specific areas. Next, the employee should be assigned a mentor, and then, as comfort with the job duties grows, he or she may engage in external training.Employee training and developmentis the process of helping employees develop their personal and organization skills, knowledge, and abilities. Benefits of training and Development 1.To reduce start-up costs.If Training is done right, it can help get the employee up to speed on various policies and procedures, so the employee can start working right away.
7|P a g e 2.To reduce anxiety.Starting a new job can be stressful. One goal of training and development is to reduce the stress and anxiety people feel when going into an unknown situation. 3.To reduce employee turnover.Employee turnover tends to be higher when employees don’t feel valued or are not given the tools to perform. Training employees can show that the organization values the employee and provides tools necessary for a successful entry. 4.To save time for the supervisor and coworkers.Training makes for a better prepared employee, which means less time having to teach the employee. 5.To set expectations and attitudes.If employees know from the start what the expectations are, they tend to perform better. Likewise, if employees learn the values and attitudes of the organization from the beginning, there is a higher chance of a successful tenure at the company. 3 Draw relevant conclusions and recommendations from finding