Training and development

HRM 204/303

Spring 2016

Project

ROLE OF TRAINING IN LEARNING ORGANIZATION

Submitted to

Dr. Abdelmutaleb ALAmri

Submitted by

Name ID
Salem Hadi Saeed Al Ameri DAM 1407001
Mohamed Saleh Al Nuaimi DAM 1406061
Omer AL Shamsi BAM1602002
Mohamed AL Ansari BAM1409107
 Table of Contents
Introduction ............................................................................................................................................................ 3
Definition of Training .......................................................................................................................................... 4
Meaning of Training ............................................................................................................................................. 4
Types of Training .................................................................................................................................................. 4
Need of training ..................................................................................................................................................... 4
Responsibility for Training ............................................................................................................................... 5
Objectives of Training ......................................................................................................................................... 5
Advantages of Training ....................................................................................................................................... 5
Process of Training ............................................................................................................................................... 6
Methods of Training ............................................................................................................................................. 7
Factors affecting on the selection of training methods .......................................................................... 7
Training Evaluation.............................................................................................................................................. 7
Benefits of Training For the employees ....................................................................................................... 8
Benefits of Training for the organization .................................................................................................... 8
Role of training in the success of the organization .................................................................................. 9
Conclusion............................................................................................................................................................. 10
Recommendations ............................................................................................................................................. 11
References ............................................................................................................................................................ 12
Appendices ........................................................................................................................................................... 13
Training Design Process ............................................................................................................................. 13

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Introduction
An organizations planned efforts to facilitate workers acquire job-related information,
skills, abilities, and behaviors, with the goal of applying these on the job.

Training will profit the organization once it is joined to structure wants and once it
motivates workers.

Growing reliance on teamwork creates a demand for the flexibility to unravel issues in
groups, an ability that always needs formal coaching.

Training is generally a part of the Human Resource Development. The role of Human
Resource department is to improve the organizations effectiveness by providing
employees with the information, skills and attitudes that will improve their current or
future job performance.

In this project we show the meaning of training, types and its methods in the organization.
Also we discuss why organization needs training and its benefits for employees and
organization.

Finally we talk about how training contributes to the success of the organization.

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Definition of Training
Training is the formal and systematic modification of behavior through learning that
happens as results of education, instruction, development and planned experience.

Meaning of Training
Training is a method through that an individual enhances and develops his potency,
capacity, and effectiveness at work by improving and changes his information and
understanding the skills relevant to his or her job.

Types of Training
Job Training
Orientation Training
Promotional Training
Refresher Training
Remedial Training
Safety Training

Need of training
To support personal growth and development
Promotions
Prevents skill degeneration
Prevent accidents
Meet organizational objectives
Improves quality and productivity
Improves organizational climate
Aids in new entrants attaining role clarity

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Responsibility for Training
Training is the responsibilities of 4 entities:

The top management- frames coaching policies

The personnel/HR department- plans, establishes, evaluates instructional programs.
The supervisor- implements & applies developmental procedures
The employee/trainee- who give feedback, revision, and suggestions post-training.

Objectives of Training
Helping employees perform their current jobs well
Helping employees qualify for the future jobs
Keeping employees formal
Orienting new employee to the organization and their job
Providing opportunities for personal development

Advantages of Training
Aids in organizational development.
Fasters authentically, openness and trust.
Helps create a higher company image.
Helps people establish with structure goals.
Helps prepare guidelines for work.
Improves the job knowledge and skills in the least levels of the organization.
Improves the morale of the workforce.
Improves the relationship between boss and subordinate.
Leads to improved profitability and/or additional positive attitudes toward profits
orientation.
Learns from the trainee.

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Process of Training
Establishing a needs analysis

This step identifies activities to justify an investment for coaching. The techniques
necessary for the data assortment are surveys, observations, interviews, and customer
comment cards

Developing training programs and manuals

This step establishes the development of current job descriptions and standards and
procedures. Job descriptions should be clear and cryptic and could function a significant
coaching tool for the identification of tips. Once the job description is completed, a
complete list of standards and procedures should be established from every responsibility
made public anthem description. This will standardize the mandatory tips for any future
coaching.

Deliver the training program

This step is responsible for the instruction and delivery of the educational program. Once
you have designated your trainers, the training technique should be determined. One-on-
one training, on-the-job training, group coaching, seminars, and workshops are the most
common ways.

Evaluate the training program

This step will verify however effective and profitable your coaching program has been.
Methods for analysis are pre-and post- surveys of client comments cards, the establishment
of a cost/benefit analysis outlining your expenses and returns, and an increase in client
satisfaction and profits

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Methods of Training
Cognitive Methods

Also be called as off-the-job coaching ways. Provide verbal or written information,

demonstrate relationships among concepts, or provide the rules for the way to try
and do one thing.
Methods: The Lecture ,Computer Based Training ,Simulation, Business Games , Case
Studies and Role Playing

Behavioral Methods

Also be called as on-the-job coaching ways. Allow trainee to apply behavior in real
or simulated fashion. Best for skill development
Methods: Job Rotation, Coaching, Apprenticeship Training and Internship

Factors affecting on the selection of training methods

The amount of funding available for training
Specificity and complexity of the information and skills required
Timeliness of training required
The capacity and motivation of the learner.

Training Evaluation
Training has to serve the aim that it's meant. It has to be effective. The outcomes of the
Training would like to be measured supported the subsequent four contexts:

Reaction trainees reaction to the training, trainer, methodology, etc.

Learning did the trainee learn what he was to learn
Behavior- has the trainees behavior changed as a result of the coaching
Results- is he showing the changed behavior through newer, better results

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Benefits of Training For the employees
Greater job satisfaction and morale among employees: Employees take a lot of
satisfaction in a job after them skills to try and do it well. If they are undecided
what to try and do or a way to screw properly, they can become annoyed and
discontented with their work.
Improved self-esteem: The combination of job satisfaction and peer acceptance
ends up in improved self-esteem.
Opportunity to advance in the organization: Employees World Health
Organization demonstrates wonderful performance at one level in organization
typically have the chance to advance to alternative levels of responsibility.
Increased employee motivation

Benefits of Training for the organization

Increased productivity: Employees World Health Organization grasp however to
perform their jobs are more practical and a lot of productive than people who
learn through error and trial ar.
Higher levels of customer satisfaction: Employees are ready to watch out of
consumers properly and have higher skills for finding customer-related issues.
Improved quality
Increased innovation in strategies and merchandise
Reduced employee turnover & increased company image

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Role of training in the success of the organization
Development of employees skills : Increase the job knowledge and skills and
Expands human intellect and overall personality of the worker
Productivity: Increase productivity of the employee Which additional helps the
organization to win its long-run goal
Team Spirit: Helps in inculcating the sense of team spirit, team work, and inter-
team collaboration and it inculcates the zeal to learn within the workers.
Organization culture: Helps to develop and organizational health culture and
effectiveness and it help in creating the learning culture among the workers.
Quality: Training helps in up upon the quality of labor and work-life.
Healthy work environment: Helps in creating the healthy operating
surroundings and Helps to build good worker relationship so individual goals
align with structure goal
Health and safety: Training helps in up the health and safety of the organization
therefore hindrance devolution.
Image and Morale: Training helps in making a higher company image.
Profit: Training leads to improved gain and a lot of positive attitudes towards
profit orientation.
Organizational development: Organization gets more effective deciding and
downside finding. It helps in understanding and carrying out organizational
policies.

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Conclusion
The success of any organization depend on the revolutionary coaching and development
system in human resource management

As we live and work in the planet of data and ability, every human activity would like up-
to-date data and needed skills to perform it

Training is a necessity for each the trainer and also the novice. The trainer (the company)
would want to build its workers a lot of economical during this extremely competitive
world. It would want its workers to understand the newest trends and technologies and
use them in line with the companys principles and objectives. The trainees (staff) view
coaching and development as a stepping stone for enriching their career and fulfilling their
personal desires.

Training enhances the skills and capabilities of the people in a corporation. The need for
coaching are often emphasized in varied work things, such as in harnessing skills for
existing jobs, planning out ones future job profile, elevating employees performance and
thus on.

For training to be thriving, the employees have to be compelled to be convinced of its utility
and effectiveness. A successful coaching program improves the performance of worker that
successively enhances structure performance. Training program ought to conceive to
achieve positive changes in the-knowledge, skills and attitude of the manpower.

It depends upon the top managements angle and structure culture to form the educational
program successful and contribute to the development of the organization. The training
and development function perform in an organization has gained lots of importance
attributable to advancement in technology and changes in market force

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Recommendations
In the organization employee training is important a part of success, here some
recommendation to improve training in organizations

Organizations should produce assessment centers for coaching and

development. These centers must be ready to assess the necessity for coaching
and development programs in jobs and impart the desired coaching to the varied
classes of the workers
Organizations should set up appropriate coaching and development units for
skills and data development with competent persons.
Organizations ought to be open to suggestions and active participation of
workers should be inspired for deciding.
Employees should get chance of coaching. It should not be supported favoritism.
There should be enough budgets for coaching and development programs.

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References
http://en.wikipedia.org/wiki/Training_and_development
http://en.wikipedia.org/wiki/Training
Patrick J. Montana and Bruce H. Charnov (2000). "Training and Development".
Management. Barron's Educational Series
Anthony W.P., Kacmar, K.M., Perrew, P.L. (2002) Human resource management:
a strategic approach, 4th ed. Fort Worth: Harcourt College Publishers.
Goldstein, I. L., Ford J.K. (2002) Training in organizations: needs assessment,
development, and evaluation, 4th ed. Belmont, CA .

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Appendices

Training Design Process

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