Training and Development

Training and Development
Student’s Name:
Institution:

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1.0 Introduction
Training is critical in the organization especially when there are dynamic changes in the
industry. The reason is that patterns of doing business are changing with changes in technology.
As result procedures and machines undergo modifications as well. As a result, old methods of
operation become obsolete, inefficient and the outcome is low productivity. In order to match
these changing trends, the organization needs to train its employees so that they are in tandem
with the new changing trends and therefore training process becomes handy since there is the
addition of new skills, knowledge, and expertise in new novel areas of modernization.
2.0 Training Process
The training process is defined as the steps to be followed systematically so as to have an
effective training program. The training is an activity undertaken in order to transform the
behavior, attitudes, and skills of personnel so that they can perform in a certain task (business
jargon, 2019).
3.0 Identify the Need
In every business, performance is the sole reason for being in business. The organization
is likely to end in losses when performance is low. This means that there is a problem which may
be emanating from the employees and therefore there is a gap. This requires the organization to
establish the cause within the organization and hence calling for the identification of the need.
The identification of the need is the process that is carried out to determine the necessity of
training in order to allow an organization to design a training program. The procedure used to
identify the need for training in an organization is a training need analysis (TNA) (Sloman,
2017).
3.1 Training Needs Analysis (TNA)

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This is the process an organization uses to identify the training needs of the personnel for
the effective and efficient performance of their duties. The employer endeavor to identify gaps in
the performance of its employees (Fotopoulou et al., 2017). The process involves examination of
employees’ data as well as the competencies of employees in the organization. This is going to
inform the management of the kind of teaching to be presented to each particular worker. The
TNA is carried out through the use of questionnaires and interviews in which these instruments
are administered to the employees. They are designed such that information concerning
employees’ performance, motivation needed as well as difficulties encountered during work is
obtained (Huddlestone and Pike, 2017). Additionally, the organization can use observation
schedules, survey, and reports where employees’ performance or difficulties get observed and
recorded. Through the use of these data collection tools, the organization can easily establish the
gaps that need to be filled and hence develop training programs to address the issues-whether
skills, knowledge or attitude among others. The information obtained from these data collection
instruments informs the company on the type of training need necessary. The new employees
will have different training from that of experienced employees (Farmer, Van Rooij, Riemersma,
and Jorna, 2017).
4.0 Plan the Training
After the training needs analysis has been conducted and gaps identified, the next step is
to plan for training. Planning the training is a comprehensive plan undertaken identification of
areas to be taught based on gaps identified, the employees involved, the materials to be used, and
the venue (Sloman, 2017). The cost required to undertake the training is very essential. The
organization has to make a budget based on the employees, the trainers and the duration of
training (Bompa and Buzzichelli, 2018). The other aspect to be considered under the planning of