Who Is Responsible For Training

Published Date: 02 Nov 2017

Gary Dessler (2011:292) suggests that training means giving new or current employees the skills they need to perform their jobs. Training employees is a very vital aspect in the management of a firm. In order for any employee to gain enough skills in an organisation, a series of training process must be carried out.

Nowadays employees would want to make sure that their training programs are facilitating their company’s objectives. As the business world is growing endlessly, a firm may need to offer their workers with training all through their careers. Therefore if the firm refuses to provide ongoing training they will find it hard to keep ahead of the competition. The essence of training is that it motivates employees to acquire new skills and knowledge. It also shows that the employees are been considered by the organisation in terms of investing on training and development.

Training could be utilized to build an uplifting state of mind through formulating the etiquettes and demeanour that are wanted from the employee. Training is quite economical because it is less expensive to train current workers than to initiate fresh employees and this could help save money for the company.

Any training program must consist of four steps: needs analysis step, instructional design step, implementation step and evaluation step.

WHO IS RESPONSIBLE FOR TRAINING?

In the 21st century, employees are expected to take up responsibility of their training and development; this involves contribution in proposed activities and the use of opportunities to gain the necessary skills and knowledge. This will benefit them in so many ways such as employees will have the ability to enhance their morale. This will help them get job security as well as job satisfaction. The more satisfied an employee is the more he or she will contribute to the success of the organization. Employees will acquire more skills and this will improve their performance and make them become more proficient. When employees gain more skills, they can easily be eligible for a promotion and employees tend to become more productive in terms of quality and quantity performance.

Moreover in the traditional system, the line managers are responsible for providing training for their staffs. They should render the appropriate resources as well as create an atmosphere that will reinforce the development requirements of their employees. Some of the fundamental roles these line managers play include induction activities and coaching & guidance; this will allow the line managers to work with the employees and also assist them in carrying out difficult issues. Line manager’s structure, convey training opportunities and lead employees to strengthen the learning of their colleagues. They also make sure that all company requirements are met. They assist employees in developing all the necessary skills required to be put onto a training program. When managers show interest in the training and development of their staffs, this shows that they are interested in developing their employees skills and this will motivate them.

Lastly, in order for training to attain its highest potential, line managers need to have a tough sense of security in their organisation, so as to become excellent ambassadors of training and development.

HOW IS TRAINING DELIVERED?

Training can be delivered in so many ways based on the needs of the individual, the needs of the firm, the task at hand and the available investments.

Preferably, the technique chosen will motivate staffs to gain knowledge, aid employees organize themselves for knowledge, allow the trainees to relate and put into practice what they have been trained, support and transfer what they have been taught as well as associating their performance with other skills and knowledge. As the saying goes: ‘‘teach someone a skill and you give them the possibility of a job. Have them teach themselves to learn and you give them a living for life’’

Training is generally delivered in two ways which is: ‘on the job training’ and ‘off the job training’.

On the Job Training- this is a standard type of training for existing employees, where in the trainee is allocated on a task and the supervisor or trainer guides the employee on how to carry out the job. In order for this training to be rewarding, the training should be completed with accordance to a planned schedule that uses job listings, job breakdowns and performance principles as a lecture plan. This training can be made particularly specific to the trainee’s requirements. It is extremely efficient and realistic and also assists the trainee in building vital relationships with their supervisor or mentor.

Off the Job Training- this type of training is done outside the working environment. It is mainly required by new employees who are new to the organisation. Such training is expensive and some of the methods include seminars, workshops etc. A wide set of training skills will be achieved by the employee. They become more confident when starting the new job. Some of the disadvantages are the employees may not be permitted whilst they are being trained even though some do get paid for attending the training sessions.

WHO BENEFITS FROM TRAINING AND EVALUATING TRAINING?

At the end of this training program, the employees will benefit from it because it will build their confidence, increase job satisfaction and productivity. They will be well trained and become highly skilled. They will become satisfied and have an improved self – esteem.

On the other hand, the organisation will also benefit from it because their work output will increase. This will save them money and time.

Finally the managers will evaluate the training events, monitor and assess the employee’s progress, produce reports and feedback. This feedback will allow trainees to be acquainted with their performance and also evaluation is vital to the staff.

CONCLUSION

In conclusion, efficient and effective training and development of employees is an essential element for an organisation’s growth in an increasingly commercial world. Any organisation requires employees who are committed and flexible in order to aid its expansion of the business. They must create a structured approach to training its existing and new employees which will provide a strong foundation for the company’s continuous growth.

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