The Training Process
The entire training process can be diagrammatically represented as under.
The Trainer Efficiency
a. The trainer is the change agent. He is the conveyor of organizational purpose and is the stimulator of the participants. He acts as an engine to bring forth the driving forces from within the participants. So, there is a need on his part to completely understand the organizational purpose behind the training. He has to frame the subject matter and its delivery accordingly.
b. The trainer needs to understand the level of understanding and motivation of the participants. Accordingly, he needs to plan his delivery of lecture or demonstration. The voice modulation, pitch, delivery, use of teaching aids, methods of training should be able to create a useful output for receipt as an input by the participants. To that end, every word uttered, every gesture communicated and every activity demonstrated is of vital importance which is going to create an impact on the trainees.
The Training Effect
a. What input a trainee is going to receive depends largely on the trainer efficiency. At the same time since the participants may be of different levels in respect of their understanding and motivational level, the trainer has to deliver accordingly. Ultimately what is perceived by the participant from whole process of training is going to be an output of the training process for him. The process is very intricate and cannot be seen even by the trainer. The challenge has to be met out with questioning, interacting, practicing, emphasizing and reemphasizing
The Training assimilation process
The training assimilation process will extend beyond the training environment. The stimulated ideas and motivation generated in the training situation needs to be validated in trainee’s work environment. The trainee now needs to be getting exposed to the appropriate work situation where he may use those ideas. If the organization cannot give that exposure, the training is wasted. As stated earlier, this is the stage where the practical steps to be followed is of vital importance. Organizations need to put in place such practices and procedures to ensure it.
The Training Effects assimilated in the organization
After all the organization provides training to the employees, so that the trainees get developed and ultimately contribute to the overall achievement of the organizational goals. Therefore, the question of utilizing the trained and developed employee in suitable job lies on the organization. The Human Resource department of an organization need to ensure that the trained employee is getting the suitable job related to his/her competence. The purpose may be to replace an existing position, to fill up a vacant position, to fill up the gap due to promotion of other employee, occupying a new position after promotion or even to work more efficiently in the existing assignment, there must have a strategic planning for deriving benefit out of the training process. Only then the effectiveness of training will be visualized.
Conclusion
The following points need to be emphasized as described in the above observation:
- Training and developing employees is the most effective strategy for create differentiation in to-day’s competitive environment.
- There must have proper training requirement analysis at the branch level as well as at the organizational level. This must be in consonance with the organizational objectives.
- The topics and contents of the subject matter of training must be developed objectively and not on subjective considerations. These should be standardized for guidance of the trainer.
- The training delivery process must be in accordance with the subject matter and trainee’s level of understanding so as to give the best of stimulation.
- For each topics of training the practical steps to be followed by the trainees should be evolved for their guidance.
- There should have a post training follow up system to ensure that the employees are following the steps as suggested as also whether at all they are getting the opportunity to practice those steps.
- There should have gradual change in the organizational culture, systems and processes so that the employees may feel the relevance of their training. There must have a creation of learning organization. The employees need to feel that they are supposed to follow what they have learnt and they are getting an environment for that.
- The organization must have a planned purpose behind training employees rather than making it a ritual which must be reflected in its process, culture and commitments.
S.K Chakrabarty
Life Energy Learning Systems
Faridabad
www.skchakrabarty.com
swadesh.bestlife@gmail.com, 09818635599