Training and Development Program

Running head: TRAINING AND DEVELOPMENT PROGRAM
Training and Development Program based on ISD Model
Name of the Student
Name of the University
Author’s Note:

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TRAINING AND DEVELOPMENT PROGRAM
Table of Contents
1. Introduction............................................................................................................................2
2. Discussion..............................................................................................................................2
2.1 Needs Analysis.................................................................................................................2
2.2 Training Design and Delivery..........................................................................................3
2.3 Training Evaluation Strategy...........................................................................................5
3. Conclusion..............................................................................................................................6
References..................................................................................................................................7
Appendices.................................................................................................................................9
Appendix A............................................................................................................................9
Appendix B............................................................................................................................9

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TRAINING AND DEVELOPMENT PROGRAM
1. Introduction
A training program can be referred to a program that is designed for providing
training to the employees with specified skills. It is being observed that often recruitment and
communication issues take place between managers and employees in a company (Ford,
2014). This type of program is helpful for employees to learn or obtain subsequent
knowledge and skills for better improvement of performance in their current roles.
Development can be referred to as more expansive and it focuses on the growth of employee
as well as future performances and not only on an immediate job position (Jehanzeb &
Bashir, 2013). A good training and development program is important to retain the correct
people for growing profits and also for eradicating the above mentioned issues (See
Appendix B). The following report outlines a brief discussion on a training program that
includes requirements of such training, designing and delivery of training and evaluation
strategy.
2. Discussion
2.1 Needs Analysis
The training and development program of any employee is highly important for
analysis the various needs and requirements (Chao, 2014). The individual and organizational
advantages are highly impacted with this kind of program. The most significant and
important advantages of this specific program is to enhance the overall effectiveness and
efficiency of organization only after eradicating several issues and complexities related to
employee management. There are several issues like recruitment of efficient employees and
these issues are required to be eradicated (Arneson, Rothwell & Naughton, 2013). Moreover,
communication is highly affected here. The issues between managers and employees as per
their ranks are as follows:

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TRAINING AND DEVELOPMENT PROGRAM
i) Wrong Selection of Candidates.
ii) Not Engaging Qualified Candidates.
iii) Disregarding Professional Development.
Three distinctive types of needs are required to be analysed majorly in this case,
which are as follows:
i) Organizational Analysis: The first and the foremost type of need that is required to
be analysed for training and development of an employee is organizational analysis (Bell et
al., 2017). The learning objectives and results are clarified and hence necessary knowledge
and skills are determined in a better manner. Another significant organizational need is for
identification of performance behaviour and prioritizing performance issues on the basis of
various organizational goals and objectives.
ii) Task Analysis: The second type of need that is required to be analysed is for task.
The knowledge, abilities and skills like analytics, communication, adaptability, decision
making and many more are required to be analysed for better effectiveness. Task analysis is
also termed as operational analysis (Elnaga & Imran, 2013). The trainable competencies are
required to be identified and hence performance gaps are determined efficiently.
iii) Person Analysis: The final need that is required to be analysed is individual or
person. This need analysis is for individual analysis that ensures that there should be an
employee development and action orientation for every employee (See Appendix A).
Moreover, every individual employee should also be analysed on the basis of needs and
performances.
2.2 Training Design and Delivery
The training design and delivery process is as follows: