Do trainings perform the employees?

 

Defining the training need:

A training needs analysis (or TNA) always happens for a reason. Whether an organization is doing learning and development (L&D) training need analysis is a very important one. The need for such analysis usually arises due to an organizational problem. This can be a lower than expected quarter for the executives in the organization. In all these instances, the issues can potentially be resolved through training. This is often where the training needs analysis comes in. The training needs analysis may be a process during which the gap between the particular and therefore the desired knowledge, skills, and attitudes (KSAs) during a job are identified.

This is not to say that every problem can be solved through training needs analysis on the organization or country. Most problems are caused by other organizational issues. Only when the problem is caused by a lack of knowledge, skills or attitudes, can training and the required training needs analysis, are a viable solution (Vulpen, 2020).

When describing the training needs analysis, it has several steps. Those steps can be identified as below,

1.         Identify the business need – In here need to identify how organizational goals, department goals and individual goals are aligned with a single line

    II.         2.  Perform a gap analysis -Performing a gap analysis involves assessing the current state of a department's or employee's performance or skills and comparing this to the desired level. There are some Gap analysis assessment tools are as below,

                           i.          HR Records- HR records can include accident and safety reports, job descriptions, job competencies, exit interviews, performance evaluations and other company records such as production, sales and cost records

                         ii.          Individual Interviews -Individual interviews may be conducted with employees, supervisors, senior managers and even sometimes clients/customers or outside vendors

                       iii.          Focus Groups - Unlike individual interviews, using focus groups involves simultaneously questioning several individuals about training needs

                        iv.          Surveys questionnaires and self-assessments - Surveys generally use a standardized format and can be done in writing, electronically or by phone. Depending on the situation, it may be helpful to conduct surveys with employees as well as with customers.

                          v.          Observations – This includes a supervisor's direct observation and input, on the job simulations of work settings and written work samples

   III.          3. Assess Training Options - The gap analysis generates a list of training options and needs. As below can be identified some factors which determining if training is a viable option.

·       The solution to a problem

·       Cost

·       Return on Investment

·       Legal Compliance

·       Time

·       Remaining Competitive

Remaining Competitive After all the training needs/options are assessed, the HR professional will have an inventory of coaching priorities for individual employees, departments or the organization as an entire

4. Report Training needs and Recommended Training Plans – In here identify the suitable training plan for employees.

Importance of trainings for the companies:

Also, several researchers identify the usage and the importance of the training and development to the organization in their researches. (Khan, 2017, Singh & Malhotra, 2018). Training presents a prime opportunity to expand the knowledge base of all employees, but many employers find the development opportunities expensive. Employees also miss out on work time while attending training sessions, which may delay the completion of projects. Despite the potential drawbacks, training and development provides both the company as a whole and the individual employees with benefits that make the cost and time a worthwhile investment. Most of the authors identify the more benefits of the training and development to the organization. (Khan, 2017) Scholars, experts, social scientist and school administrators now recognize the fact that training is obviously indispensable not only in the development of the individuals but also facilitate the productive capacity of the workers. Training is not coaxing or persuading people to do what is wanted but rather a process of creating organizational conditions that will cause personnel to strive for better performance. (Gamage & Imbulana, 2013).

Further Training and Development basically deals with the acquisition of understanding, know-how, techniques and practices. (Salah, 2015). Training and development is beneficial not just for the organization itself but also to the individual employees. On the one hand, training and development leads to improved profitability and produce more positive attitudes toward profit orientation, improves the job knowledge and skills at all levels of the organization, improves the morale of the Workforce and helps the employees identify with organizational goals.

According to the (Ganesh & Indradevi, 2015) training and development plays an important role in the effectiveness of organizations and to make people to do work effectively & efficiently. It is said that training has implications on productivity, commitment to the work and personal development. All companies must train people and develop their staff. Most of the organizations are aware of this requirement and invest and do many things for training and development. Development creates generalists and helps people to think strategically, even when their present jobs do not call for such thinking. It pushes and stretches people beyond their present function (Singh & Malhotra, 2018) When refer the previous literature researcher able to identify training and development is very important part in the HRM process of an organization.

Major Concepts Related to Training and Development:

Learning is a broader context for capacity enhancement through the acquisition of varied skills and knowledge while training is only one of the ways for carrying out learning in organizations. (Imran & Tanveer, 2015). According to (Imran & Tanveer, 2015) have given the training perspective of several learning theories. Those are Reinforcement theory, social learning theory, goal setting theory, Goal orientation theory, Expectancy theory, Need theory, Adult learning theory, information processing theory etc.

1. Reinforcement theory: Focus is on reinforcing a desirable behavior or inhibiting an undesirable behavior through certain motivators or stimuli.

2. Social Learning theory: Focus is that learning occurs by observing the behavior and practices of some renowned people who perceived to be role models at the work place or in life settings.

3. Goal setting theory: Focuses on the assumption that learning is influenced by an individual’s life goals.

4. Goal Orientation theory: This theory assumes that a person having an intention to learn gets more through training than a person who just focuses on performing better.

5. Expectancy theory: This theory tells that individual motivation has three ingredients i.e. expectancy (link b/w trying & actually performing) + instrumentality (link b/w performance and outcome) + valence (the value one gives to certain outcome of performance).

6. Need Theory: Need theories assume that individual needs comprise of different levels. Once a lower level need is satisfied, the individual strives for accomplishing a higher level need.

7. Adult Learning theory: The theory focuses on explaining that adults have a tendency to learn and to know the purpose behind the learning. They learn with a view to gaining experiences and solving problems.

8. Information processing theory: This theory tells that learning occurs via information processing channel inside the brain. This process is systematic and is very important in learning through observation and retaining the information stored in the memory. (Imran & Tanveer, 2015)

These theories and the learning behaviors mentioned in these help the organization to devise efficient and quality learning programs. This insight helps to identify the elements constituting a training program. 

Conclusion:

Training enhances the employees' skills, attitude and same as knowledge. Organizations that provide quality training enhance the employee’s emotional attachment to the organization, which ultimately translates to a desire to remain with the organization. Furthermore, organizations that invest more in training have a significantly higher level of organizational performance as measured by the quality of the product or service offered, new product development, ability to attract and retain essential employees, and customer satisfaction.

References

Vulpen, E. van (2020). How to Conduct a Training Needs Analysis: A Template & Example. [online] AIHR Analytics. Available at: https://www.analyticsinhr.com/blog/training-needs-analysis/

Morrison, K. (2019). What Training Needs Analysis Is And How It Can Benefit Your Organization. [online] eLearning Industry. Available at: https://elearningindustry.com/training-needs-analysis-benefit-organization#:~:text=What%20Is%20Training%20Needs%20Analysis.