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Training can be though of as, the systematic development of the knowledge/ skill/attitudes required by a person in order to perform effectively a given task or job. Most organisations invest a great deal of money in developing various skills through training (Furnham 1992). ... As Arnold et al (1995) states, without adequate systems for staff training and development an organisation cannot function effectively. It is therefore imperative that the training works and meets its aims and objectives, hence the importance of deriving appropriate training programs. Establishing such a program is no easy feat as a whole host of factors will determine whether the program is effective, and this essay will evaluate many of these. If the training does fulfil its potential, research is fairly unequivocal concerning the extent of its benefits to all involved.
Ineffective training programs are likely to be very costly for an organisation in terms of time and money and as a result organisations will undertake much preliminary research before deciding upon the appropriate content for the program. There is unanimous agreement that the first steps in training development involve some form of analysis (Patrick 1992), and this analysis can be looked at on three different levels, organisational analysis, job analysis and person analysis and Arnold et al (1991) believed that it is both customary and useful to use these three levels of analysis. ... Some of the barriers will not necessarily be solved by training and it may be more appropriate to take another course of action (alter methods, procedures etc). It is vital that these are identified otherwise the training will be unproductive, hence early identification will save many important resources. It is important therefore to understand the target behaviour that is to be developed and Merrill et al (1979) used the Instructional Quality Profile to question whether the training objectives are consistent with the purpose of training and the tests used to evaluate the effectiveness of training (Patrick 1992). They discovered that in some instances when the objectives have not been specified by an organisation it is not unusual to see training procedures being utilised that do not match the needs of the training. Finally, it is important that the objectives are defined precisely as even a small change can have an effect on the training content, however, as Mager (1962) stated, doubts can be resolved by identifying what evidence is necessary to prove that the trainee has indeed learnt the procedure. ... It works in breaking down the tasks into sub tasks and it does so in terms of its objectives. The consequence of this is that the output of HTA can be translated easily into training objectives (Patrick 1992). Another advantage of HTA is that it continues to breakdown tasks until a training program can be devised at this level of task specification. ... These are, what is the probability without training of inadequate performance? ... If the probability for question one and the cost for question two are acceptable to the analyst (they are both low enough) and a training program could be developed for this level, it will not be necessary to analyse the task at a greater level. The skill of the analyst can influence how effective the HTA is as the technique is a difficult one to master, hence training in using this HTA is vital. Despite this however an organisation should be in a better position to carry out an appropriate training program after undertaking such as analysis. Arnold et al (1991) believed that this was the most important form of analysis for training purposes, emphasising the importance that it is done effectively. ... It basically involves identifying who needs training and the type of training they require. ... Interviews and questionnaires completed by supervisors, managers etc, concerning the potential trainee, should give a better idea about the necessary area’s for training. ...
It is also important to identify the functions that training has for an organisation, and these can also be divided into three distinct categories. ... As training should increase a trainee’s confidence towards performing their job effectively, an increase in motivation and hence effort should be expected. ...
Training can also work as a socialisation function. ... This will naturally happen with co-workers (although training can encourage bonding etc) and it is also beneficial if it can happen with the organisation itself.
Approximate Word count = 3570
Approximate Pages = 14.3
(250 words per page double spaced)
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