Training and Employee Development

I.

Introduction: a.Audience Hook: Have you ever thought of what it takes to have a strong organization? I’ve spent 10 years’ in the production and manufacturing environment investigating the belief that in order for performance to be improved, organizations need to have trained and experienced people.(Fareed 2009) states that “Training is a way to create confidence among the employees so that they can operate the tasks without any obstruction, with efficiency and effectiveness.”b.

Thesis Statement: Research suggests that an Employee training program is a significant tool for employee development, and benefits the organization as a whole.c.Preview of Main Points: i.Objectives of an employee training program ii.

Benefits of an employee training programII.Objectives of an employee training program. a.Training prepares employees to meet the varying and challenging needs of an organization (managmentstudyguide.com 2013) b.

Training is necessary to provide skills specific to your organization. And job skills training helps keep up with changes in technology and productions methods. It’s also beneficial in retaining valuable employees. (Bureau of Labor Statics, 2010) c.Training and development programs bring tremendous change by way of knowledge, attitudes, and also behavior of employees. ( Fareed 2009) d.

With training, employees are also well acquainted with what is expected of them, and the need to achieve overall organizational development, effectiveness and efficiency. ( Fareed 2009)III.Benefits of an employee training program a.An employee training program when used in conjunction with the ISD (Instructional System Design) model gives the organization the ability to continually evaluate the effectiveness of the training by using the following steps (Merrienboer, 1997,pp2-3)Show visual aid (Merrienboer 1997)Analysis: Organizational analysis of the training program, for effectiveness, and the ability of the organization to determine who will be trained, what they must learn. The individual standards of performance are established, along with how the training will occur, and where the training will take place. (Merrienboer 1997)Design: The development of the training programs to fit the needs of your organization.

This is driven by the analysis phase, and a blueprint of the training process is developed to aid in future employee development. (Merrienboer 1997)Develop: The development stage of a training program takes all of the data incorporated in the analysis and design phase, and develops a complete training program. (Merrienboer 1997)Implement: Learning and training of processes is conducted. . (Merrienboer 1997)Evaluation: The determination of worth, and significance of the learning and training processes. Evaluating against the set of standards identified in the analysis phase.

Although the evaluation phase is listed last in the ISD it is actually ongoing throughout the entire process. . (Merrienboer 1997)b.Training and development programs instill knowledge, skills, and attitudes in employees that assist them in various job situations. Creating confidence among your employees so they can operate their tasks without obstruction, and with very little supervision. (Fareed 2009) IV.

Conclusiona.Restatement of Thesis: Employee training programs are a significant tool for employee development; they improve employee confidence, and strengthen the organization as a whole. b.Summary of main points:i.

Objectives of an employee training program ii.Benefits of an employee training program. c.Closing comments: i.

In the competitive world of production and manufacturing. The need for structured employee training programs is exceptionally important. Not only for the growth of the organization, but also for the retention of quality productive employees..

Audience questions: 1.What are ways we can quantify return on investment for our employee training programs? In a production environment productivity is measured daily. With the integration of job specific structured training, you will see a significant difference in the productivity.2.

What specific behaviors are analyzed to validate instructional comprehension?When incorporating the Instructional Design Model into your training program, using the evaluation steps you will determine the worth and significance of the learning, and compare employee performance to the set of standards established. (Merrienboer 1997)3.What Testing methodologies do you recommend? To test employee’s competence I recommend validating their training by the demonstration and competence of the skills learned.