Training Processes for Technical Expertise | Desklib

This report discusses a development plan being framed to provide training to a group of employees for better technical expertise so that the amount of productivity increases with respect to the demand patterns of the customers. The technical team consisting of a cohort of ten employees will be provided the training to better the productivity of the firm as a whole as well as help them to increase the level of their potential.

Running head: TRAINING PROCESSES
Training Processes
Name of the Student:
Name of the University:
Author Note:

1TRAINING PROCESSES
Table of Contents
Introduction......................................................................................................................................2
Training Event and Analysis of Training Needs.............................................................................2
Training Needs Analysis..................................................................................................................4
Suitable Learning Objectives...........................................................................................................6
Best Practice Model to be Applied..................................................................................................7
Chosen Learning Event and Comparison to Best Practice Model...................................................8
Recommendation and Conclusion...................................................................................................8
References........................................................................................................................................9

2TRAINING PROCESSES
Introduction
Technical expertise is one aspect of human resource development that is completely
dependent on the changing improvements in the technological needs of that industry or sector.
Moreover, this part of the organisation is always dependent on the changing demand patterns and
preferences of the customers (Goetsch and Davis 2014). Britannica Technologies is one of the
best firms in the context of rendering services related to the field of business communications.
The firm is involved with various activities involving designing, developing and delivering the
best form of services related to the aspect of business communications (Liu et al. 2018). As
technological expertise is one of the most important skills required to be working in this firm,
continuous development is needed in terms of both technological processes being used and
implemented and development of employees. This report discusses a development plan being
framed to provide training to a group of employees for better technical expertise so that the
amount of productivity increases with respect to the demand patterns of the customers. The
technical team consisting of a cohort of ten employees will be provided the training to better the
productivity of the firm as a whole as well as help them to increase the level of their potential.
Training Event and Analysis of Training Needs
The training program being provided is completely technical and involves expertise
related to the technical process being used in the firm. In the last few months, it has been
observed that there has been tough competition from the other firms operating in the business
communications services. Further, there has also been low productivity and low levels of
customer satisfaction and so the need of potential development and productivity increase is really

3TRAINING PROCESSES
high. The technological training program that is to be provided will involve increasing
knowledge and expertise related to the usage of a new technological process and the applications
(usage of smart devices). As this training involves technical expertise, it involves the imparting
and usage of educational skills that will improve the productivity of the cohort of employees
being trained. The training process will occur for a span of around two months so that the
employees are able to work and use the new technological processes and applications
themselves. In the first month, the employees will be provided with content in the form of
workshops and workshops and in the second month, the employees response to the usage of the
new processes and applications (smart devices) will be evaluated and analysed. The solutions
and content will be provided in the form of cohesive and supportive forms.
The parameters for the increase in the productivity of the employees being trained will be
determined and evaluated on the basis of their productivity and these parameters will be
determined by the management governing these people. Further, the materials will be provided
in such a way that the employees are able to continuously keep updating their skills and
competencies. The techniques utilised will include the usage of smart devices that will help in
collecting, evaluating and analysing data of the industry as a whole so that the company is able to
maintain themselves at the standard of the competitors existing in the industry.
Further, before implementing the training process and installing the smart devices, the
entire cost that will be incurred because of the same process and the time required as well as the
other indirect implications of the process will be discussed with the higher authorities including
the management and the board of directors. For this process the feedbacks from the clients whose
customer satisfaction is to be increased should be analysed. The earlier training decisions should
also be looked back upon before starting of this training process.

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Training Needs Analysis
Every company has to go through some process of training at most points of time during
a given financial year. This is to either increase the workforce and increase the productivity of
the firm as a whole or a particular time as a whole (Tejedor, Mangas and Sierra 2016). Training
needs analysis is one of the many processes that a firm uses for identifying the deficiencies of the
workers and tries to improve their skills and capabilities (Czaja and Sharit 2016). The training
needs depend upon the productivity gap facing the firm. In order for the firm to reach the
objectives for any financial year, it is equally important to overcome these productivity gaps.
This is why the training needs analysis is an important component of the firm’s operational
processes. In the context of technical training, it is important for the firm to update the
employees into the next level of grooming. The motive is also to improve the personal
development skills of the employees (Shann, Martin and Chester 2014). In certain cases of
training needs analysis, the employees are sent outside the organisational premises so that they
can gain the required expertise and skills for the same. Sometimes the training needs analysis is
used as a part of the appraisal process that I implemented to check the performances of the
employees and how can the same be improved. There are three steps which are implemented in
the process of training no matter which method of training is being focussed (Galport and Azzam
2017). The first step is to evaluate the performances of the employees and identify their
deficiencies. The next step is to identify the reasons behind the underperformances or the areas
of improvements that can be brought about. The last step is to identify the training gaps. After
the training process, the productivities of the employees will have to be monitored in such a way
that the new productivities and performance is to be measured and compared to the old
performances such that the improvements if any are gauged and used as a benchmark for the next

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training processes. There are various models for training needs analysis which are discussed in
the subsequent portions of the report.
It is very important to note in this regard that the training needs analysis’ models aim at finding
out the productivity gap of the firm and not of the employees that need the training per se. There
are primarily three methods of training analysis or evaluation and these are as follows:
The first model is known as the Kirkpatrick Model wherein the process involves training
imparted at four levels:
The first is that of checking the reaction of the employees who are provided with the
training and observing their adaptability to the new technical processes and applications or smart
devices being used in the training process (Rafiq 2015). The next step involves measurement of
training productivities. The third step involves the change in the behaviour of the employees on
the floor after the training session is over. The last step involves the measurement of the
productivities and the impact of the same on the business of the organisation or the firm under
concern.
The second method or model of training evaluation that is used and implemented
involves Phillip’s ROI Model which involves the use of all the four steps discussed in the
previous model and an additional step. The additional step involves the calculation of Return On
Investment (ROI). This is a more complicated process but also a more robust process and yields
greater benefits for the firm (Chen et al. 2017).
The third and the last model that is also used as a Training Need analysis model includes
Hodges’s Components (Sockalingam et al. 2014). The two most important components of this
model include Needs Assessment (The steps that need to be worked upon) and Formative

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Evaluation (The analysis involves the investigation if the pros and cons of the training that will
be imparted as to the success rate of the process). The other steps of the model involve the steps
of :
 Reaction Evaluation (if the employees were satisfied with the training that they were
provided with),
 Learning evaluation (if they understood and learnt the processes inducted in the training),
 performance evaluation (how effectively and efficiently were they being able to use the
instruments and applications that were used during the training process) and
 the last step involves Impact Evaluation (how much was the change in their productivities
and how much returns to the business has been brought about).
Suitable Learning Objectives
Designing suitable learning objectives along with the various steps of a training method is an
integral part of the training process used by the firms. In the technical aspect the learning
objectives generally deal with how better the employees are able to use new technical processes
or software as well as smart devices so that their productivities are bettered then before. It is also
to be noted in this context that learning objectives will also include the extent to which the
employees are comfortable in using these new applications and software. The suitable learning
objectives in this case are listed as follows:
 Firstly, the employees productivities should increase effectively
 Secondly, the time required to perform or complete a particular task should take lesser
time

7TRAINING PROCESSES
 The employees should be able to program and analyse data in an easier manner compared
to before as it will help in monitoring the customer satisfaction better
 Finally, the customer satisfaction for the firm should increase
Best Practice Model to be Applied
One of the best practice models of training is the process of using Instructional Design
Models which involves the following steps:
,Analysis- This step involves investigating and identifying the areas of productivity gap
within the firm and speculating the gaps.
Design- The next step involves finding out the various steps and processes which are to
be followed so that the training can be imparted with least time utilisation and cost incurrence
depending on the resources present with the firm (Van Merriënboer and Kirschner 2017).
Development- The next step involves the structuring and framework building of the
various processes and steps using which the training will be imparted to the employees. This step
also involves getting approval about the steps and the processes decided from the various
stakeholders and decision makers of the firm.
Implementation-In this step the tools, techniques, strategies and processes are developed
and finally the entire time table that helps in forming the time frame within which the training is
to be completed.
Evaluation- This is the final step wherein the employees performances and productivities
based on the training provided is monitored and evaluated. This is done to check the efficiency
of the process rendered in the training period.

8TRAINING PROCESSES
This process is one of the best processes of providing trainings with respect to any
department or specific training needs facing the firm as it helps the trainers to teach and train in a
systematic and methodological manner. It involves face-to-face interaction, which helps in
increasing the transparency of the process.
Chosen Learning Event and Comparison to Best Practice Model
The chosen learning event as mentioned earlier is one that involves a period of two
months and will be conducted in two phases or parts. The first will consist of teaching the
employees being taught how to use and implement the new smart devices and applications in
order to increase their technical expertise and productivity (Sundar, Balaji and Kumar 2014). The
second phase of the training which will be implemented in the second month will comprise of
monitoring the performances as well as the satisfaction level of the employees who are provided
with the training. Both of these steps when compared to the best practice model falls under the
step of implementation and evaluation. Further, as mentioned earlier, the firm (Britannica
Technologies) has investigated and identified a productivity gap in the aspect of customer
satisfaction and so is conducting this training process to ensure automation of certain processes
so that there are no mistakes and immediate mitigation of problems faced by customers. This
step is in sync with the step of analysis of the best practice model. The step of ensuring and
getting the training model approved from the management and board of directors compares with
the step of development.
Recommendation

9TRAINING PROCESSES
The firm should be ready for implementing technological expertise and should be
implementing the training process in such a way that there is closure of the existing potential and
productivity gap (Miles, 2015). The best practice model should be used in such a way that the
employees are actually able to both get accustomed and adapted to the new processes being
taught and implemented. The employees imparting the training should also be adhering to both
the short run as well as long run goals of the firm (Darlington & Hayes2016). It is their
responsibility to ensure that the skills of the employees are aligned to these very objectives of the
firm.
Conclusion
As is observed from the report, the firm should come up with a robust design so that the
various steps are well decided and effective. This will help in ensuring that the business impact
of the training process is positive and is maximised. The firm should thus use the best practice
model in an ardent manner so that the required outcome can be achieved and the business impact
in a positive manner is maximised.

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References
Chen, C.Y., Chang, H., Hsu, W.C. and Sheen, G.J., 2017. Learning, behaviour and reaction
framework: a model for training raters to improve assessment quality. Assessment & Evaluation
in Higher Education, 42(5), pp.705-723.
Czaja, S.J. and Sharit, J., 2016. Designing training and instructional programs for older adults.
CRC Press.
Darlington, R. B., & Hayes, A. F. (2016). Regression analysis and linear models: Concepts,
applications, and implementation. Guilford Publications.
Galport, N. and Azzam, T., 2017. Evaluator training needs and competencies: A gap
analysis. American Journal of Evaluation, 38(1), pp.80-100.
Goetsch, D.L. and Davis, S.B., 2014. Quality management for organizational excellence. Upper
Saddle River, NJ: pearson.
Liu, M., Shi, J., Cao, K., Zhu, J. and Liu, S., 2018. Analyzing the training processes of deep
generative models. IEEE transactions on visualization and computer graphics, 24(1), pp.77-87.
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Human Resources, 52(3), pp.298-315.

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Sockalingam, S., Tan, A., Hawa, R., Pollex, H., Abbey, S. and Hodges, B.D., 2014.
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care, 28(4), pp.345-351.
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