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2019210005023
Southeast University
Assignment
For
The Critical Analysis Of Training & Development Process
Course Title: Training & Development
Course Code: HRM 6184(4)
Submitted To
Jinnat Rehana
Adjunct Faculty, School of Business Studies
Southeast University
Date of Submission : 06 June, 2020
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2019210005023
The Critical Analysis Of Training & Development Process
The critical analysis of training & development process refers to a systematic approach for
developing training programs. The above mention diagram presents the seven steps in this
process.
Nine Steps in the Training & development Process
1. Assessing training needs
2. Preparing training plan
3. Specifying training objectives
4. Designing the training program(s)
5. Selecting the instructional methods
6. Completing the training plan
7. Implementing the training program
8. Evaluating the training
9. Planning future training
1. Assessing Training Needs
Assessing Training Needs is the process in which the company identifies training and
development needs of its employees so that they can do their job effectively. It is a diagnostic
tool which involves a complete analysis of training needs required at various levels of the
organization. This survey gathers data to determine what training needs to be developed to help
individuals and the organization accomplish their goals and objectives. A needs
assessment/survey helps an organization achieve its goals. It reduces gaps between employee
skills and the skills required by the job and department. The training needs assessment survey
can also form the basis (benchmark) for determining effectiveness of the training administered.
We can re-administer the training needs survey after the training was performed to see if there
was an increase in performance/skills as measured by the survey.
There are many aspects when managers are assessing training needs of their team members.
Firstly, the managers need to identify what skill set is required to complete the job or the process.
Second, is to assess existing skill levels of the team members, and lastly, determine the training
gap. Training gap is defined as the difference between the skills required to complete the job and
existing skill set of any particular team member.
Conduct a training needs analysis by either one, or both, of the following.
External approach – Company, guests, society.
Internal approach – using a staff opinion survey.
It’s hard to deny that a Training Needs Assessment requires a bit of extra effort. More
importantly, though, it saves time and resources by ensuring that the right training is delivered to
the right people in the right way, and for the best results.
2. Preparing Training Plan
A training plan is a detailed document that guides the planning and delivery of instruction. A
training session plan – also called a learning plan – is an organized description of the activities
and resources we will use to guide a group toward a specific learning objective.
It takes time to plan a good training session. However, our trainees will benefit from this
preparation. As our plan, we visualize each step of the class. This helps us ensure that we have
thought about everything that we need to say, and that we present information in a logical order.
We’ll also be able to prepare for points that people might find difficult to understand. After wer
session, we can use our plan to work out what went well – and what didn’t – so that we can adapt
it for future lessons. Last, a training session plan will be invaluable for a substitute instructor, if
we can’t make it to class. Our first step is to specify what we want our trainees to learn, and
determine how we will measure this.
To develop a session plan, it’s useful to use a standard training plan template. This helps us
organize material consistently over sessions, and avoid duplicating topics. We will determine
about training plan to achieve in the time period.
