BUS303 Week 3 Discussion 2 Training and Career Development

The main objective of training is to improve how a job task is conducted and increase efficiency. However, for the employee, the benefit is two-fold since it also includes additional knowledge and techniques being imparted on the employee. Online platforms would provide for the flexibility and learning required. Different kinds of learning models can be found online to support the different skills’ requirements and how different users’ needs may be tailored to their entire learning process. Over and above online training, in- house training will also fundamental since it provides contextualized training and provides the best forum to ask questions on the job and organizational culture. This will provide the basis for innovation on the job. Other trainings would be technical and nontechnical training, mentoring and coaching and Leadership development and Management training. However, the main benefit of training is seen in its end result-motivation, performance quality, productivity and engagement [Youssef, 2019; Ch 7.3]

I would assess the effectiveness of the training based on the impact created by the training to the individual and consequently to the organization. Kirkpatrick [1971] came up with a model that considers four measurement areas of reaction, learning, behavior, and results would allow maximum use of organizational resources during training and development. Variations have also been developed to increase the reliability of the measured output to represent the consequences of training only. One such model is the pre/post evaluation. According to a meta-analysis on training evaluation and the Kirkpatrick’s Model, many organizations simply evaluate training on the learning level only. In order to make the best use of organizational resources of time, money, materials, space, equipment, and manpower, continued efforts are needed to assess all levels of effectiveness of training programs. Trainers from all disciplines should develop evaluation plans for training and share the results of these initiatives [Kirkpatrick, 1998]

HR is expected to link the training and development of employees to the overall strategy of the organization. HR is also expected to account for the financial resources consumed and output created. Return On Investment has been used by organizations to measure the output from Total Quality Management and Continuous Quality Improvement [Phillips and Pulliam, 2000]. HR is therefore expected to balance the pressure from executive management with the needs for the employees for training and career development and organizational strategic requirements.

Virtual training occurs when the trainer and trainee are physically separated. In many ways, online training has changed the way organizations design, develop, deliver, and evaluate training [Youssef, 2019; Ch 7.5]. The advantages include increased flexibility of training, the permanence of training resources, convenience during training, the increased capacity of trainees at a time, cheap and can be outsourced easily. Further, online platforms such as Skillshare and Khan academy allow employees to undergo training independent of the employer but the credentials are acceptable to most employers as competencies

Jain, Surbhi. (2014). Methods of Training Programmes Evaluation: A Review. Journal of Commerce. 6. 19-30.

Kirkpatrick, D. (1971). A practical guide for supervisory training and development. Reading, MA: Addison-Wesley

Youssef, C. (2015). Human resource management (2nd ed.). Retrieved from https://ashford.content.edu