Training program for leadership

Running head: DESIGNING AND DELIVERING TRAINING
Leadership
Name of the Student:
Name of the University:
Author Note:

1DESIGNING AND DELIVERING TRAINING
Introduction:
The essay provides an insight into designing and delivering the aspects of training
focused on leadership. It has found that training puts across greater dividends for Airline industry
where a variable change in the staff quality had leads to an improved response. The question lies
in how to design the effective training program for the employees. This is crucial as adults seem
to learn in an effective manner when allowed to undertake discussion related to the experiences
thereby discovering the value of skills. This kind of learning is quite resource intensive. The
involvement of the resource commitment makes various training sessions lecture based. It has
been found that employees do not learn well when they are spoken to since in most cases they
express the urge to be involved actively in learning experience. Training which is mostly learner
centered requires commitment, experiential gains and personal involvement and it mostly
involves learning by doing. There have been arguments stating that competence instead of
knowledge constitutes the real power. Training takes place when there is development of skills
beyond the competence level. The aim of training lies in providing the employees with the
performance improvement (Dhar 2015). The outcomes of the training should not only be tangible
but should facilitate and support the strategic aims of the organization. In other words, training is
also necessary for imparting skills for the successful development of the human resource.
The report here focuses on the evaluation and the comparison of the issues related to the
national or the international training practice. It also focuses on moving beyond descriptive
account of procedures and process and put forward a critical discussion and analytical argument
related to training. The report also reviews models, frameworks and theories along with
demonstrating a clearer understanding of key issues.

2DESIGNING AND DELIVERING TRAINING
Discussion:
Literature Review
According to ü Simmonds (2003), it has been found that training and change are a
mutually dependent aspect. Training has mostly been used as the involuntary short term response
to latest changes in the context of the organization. Stewart (2002) put across that innovation,
information and intelligence acts as driving forces for modern economy where innovation
represented the cult of change in the society and systematic investment are made to changes
through development, research and innovation in order to develop newer ideas and turning them
into newer products in a quicker manner. Thus, the culture that we live in undergoes constant
transition.
Figure 1: The Change Graph
Source: (Nayak and Kehily 2013)

3DESIGNING AND DELIVERING TRAINING
Hence, it can be said that change will stay but the alarming aspect lies in the rate of the
change. Change can however take two basic forms which includes transformational change and
incremental change (Ashleigh & Mansi, 2012). Transformational change is something that takes
place quickly while the incremental change happens in a relatively slower manner (Schein 2015).
In addition to this there has been transitional and transactional change. Bamberger, Meshoulam
and Biron (2014) put across that there has been number of changes emerging in the human
resource theory and practice which include connection to the corporate strategy, clarification of
the aspects as to who benefits from the training, individuals undertaking the responsibility of
own learning, broadening of HRD constituency, extension into the team learning, incorporation
of the career development, incorporation of the organizational development, emphasizing on the
internal consultancy, focusing on the organizational learning and drawing linkage between
intellectual capital and knowledge management
These appear in contradicting the view that training remains mostly concerned with the
delivery of the newer programs. It has however been found that training should remain integrated
with the strategy of the organization and it is necessary for the learning practitioner to remain
aware of the organizational strategy. The various elements of the strategic planning process
include purpose, vision, mission, directions, priorities, goals, plans and actions (Cassidy 2016).
The whole process of strategic planning should depend on the continuous cycle of feedback,
improvement and reflection which will lead to the learning at not only the organizational level
but also the individual and the departmental level (Wheelen et al. 2017).
Analytical Argument and Critical Discussion Using Theories
Organization: