Importance of training for skill development for better job opportunities

Importance of training & skill development for better opportunities

This is the time to understand the concept of learning and skills development training in the organization. Every organization needs well-trained employees. Today's organizations are investing a lot of time, effort, and resources in training, and upgrading multi-task training.

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Training is the process of developing skills and the ability of employees to perform a specific job. Training refers to teachings and learning activities to help employees to develop their skills, and abilities, which help to better opportunities for jobs, and promotions.

Table of Contents

1. Introduction

2. Meaning of the training

3. Objectives of the training

3.1. Acquiring intellectual knowledge

3.2. Acquiring manual knowledge

3.3. Acquiring managerial skill

4. Importance of the training

4.1. Assessment of training requirements

4.1.a. Organization analysis,

4.1.b. Task analysis,

4.1.c. Individual analysis

4.2. Execution of training program

4.2.a. Types of techniques of the training

4.3. Evolution of the training program

Introduction

After completing educational qualifications, when you enter into business or try for the jobs such as a doctor, engineer, pilot, acting, songster, dancer, cooking, player, teacher, etc. for every profession, training or professional qualification, skill, or knowledge is required at every stage in life.

Now, is the time to understand the concept of learning and skills development training in the organization. Every organization needs well-trained employees. Today's organizations are investing a lot of time, effort, and resources in training, and upgrading multi-task training. How to improve our job satisfaction

As the job has become more complex, the importance of understanding training is required, today organizations are investing a lot of amount in employees' training facilities for learning, creation, and excellent training and development programs.

Meaning of the training

Training is the act of learning and increasing knowledge and skill for the benefit of employees and the organization.

Training is the process of developing skills and the ability of employees to perform a specific job. Training refers to teaching and learning activities carried out for helping employees to develop the skills, and abilities that are needed for the organization.

Objectives of training

The main objective of the training is acquiring intellectual knowledge, acquiring manual knowledge, and acquiring managerial skills.

Acquiring intellectual knowledge

Every individual needs more knowledge such in the new organization, it is required to know about companies policies, new employees required performance appraisal or compensation policies, and every employee needs a fundamental knowledge of learning on the job.

Acquiring manual knowledge

With this acquisition of manual knowledge, every individual required self-practice and experience, while learning manual guidance is impacted by the experts.

Acquiring managerial skills

Acquisition of managerial skills developed by management development programs, these skills include diagnosing problems, assessing alternative solutions, getting feedback, and concerning effective solutions that can be improved by training.

Importance of training

Training is an important investment for the organization to make employees effective and productive. Training is the practice to improve the skill level of employees, and it also improves morale to help in reducing complaints.

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Training in the organization is managed by practices in the following points:

Assessment of training requirements
Execution of training program
Evolution of the training program

Assessment of training requirements

Assessment of the training, requirements are the organization’s investment in the training to develop employees for their benefits and employees as well, some of the employees may shift to other organizations for more benefits, and some are joining with a lot of special training.

The model we will examine here is Thayer's and McGhee's model, based on the followings:

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Organization analysis
Task analysis
Individual analysis

Organization analysis

The first step of the organization analysis is a clear understanding of the business plan and goal setting. Most organization leads to a long-term goal. Organizational analysis has three requirements:

Accurate the number of employees available to ensure fulfillment of business operations.
Employees’ performance up to the requirement.
Working environment to be the fulfillment of the task.

In analysis, the organization uses direct and indirect methods.
The direct method observes by questionnaires and interviews and indirect methods will be cleared by understanding and attitude. Why is Talent management important

Task Analysis: Task analysis is detailed by the examination of each job, its components, and the operations to be performed. The task assigned to the employees required to be performed well on time and to show talent.

Standard of performance: Every job has an expected standard of performance if the standard of the job performance is to the level of expectations.

Method: If the employees are asked to perform a job task the standard performance must be known. Conventional methods of job analysis are suitable for task analysis, review regarding the job, job performance, job observation, and data collection regarding job interviews.

Individual analysis: An individual analysis is the third component of identified training needs, it focuses on individual employees, their ability, performance, and individual growth. The Commons source of analysis is the performance assessment process. This analysis is observed at the place of work, examining the job and wastage, and interviews with superiors and employees.

And this is also observed by the comparative studies of differences, skills, and training gaps. Personal record, production report, review of machines used, job knowledge test, and psychological test, all provides information about employees.

Execution of training programs

Execution of training is the responsibility of the following:

Top management who commits to training
The personnel department that frames the plan
Managers who support help implement
Employees who provide feedback
Work training should be done at two levels:
Training the department should assume the training of managers and human relations for the development of education of employees.
Line managers and employees should carry instructions to professional aspects of the business.

There are several aspects of launching a training program. Training budgets are usually prepared for the training program; this is the responsibility of the training department. It includes the cost of facilities like training room, food, transport, trainer and cost of reaching materials.

Types of techniques of training

Demonstration of values: Complete demonstration of job requirements, enables the trainee to the meaning of ideas, concepts, and procedures visually. Such a method can be used to effectively overcome communication.

Engaging trainee interest: One important factor is to hold the interest in learning to the trainee. It could be presented through lectures or audio-visual methods also.

Appeal to multiple senses: From the view of the trainee, it should be beneficial to the trainee for the improvement of learning. Selection of trainees, the method should be multiple senses.

On-the-job training: Most of the training for a short time is organized on the job, and it has the advantage of strong motivation to the trainee for the official situation.

How to improve our job satisfaction

Advantage and disadvantage: The main advantage of on-job training is learning actual equipment in use, the trainee learns the rule and the regulation procedure by day by day. And the disadvantage is that experience employees are not getting benefits from that, they already have the experience.

Evaluation of training effectiveness

Evaluation can be determined by the improvement of the trainee on the performance of the job for which they are trained, training of outcome can be measured by :

Reaction: Evaluate the trainee's reaction to the programmer did he the program?
Learning: Did the trainee learn principles, skills, and facts?
Behavior: The trainee's behavior changed because of the training program.
Results: That is the final result that has been achieved, did he learn how to work on machines?

Conclusion

Training of the employees is observed by many factors, why is training generally required? Training is for the development of employees and the organization as well. Top management is not committed to training and the benefits are not clear to them. Top management doesn't account for training in production scheduling. Timely information about the training may be difficult. The trainer provides limited counseling.

The training program can be made effective and successful by specific training objectives that should be outlined based on performance. An attempt at training must be for all and must be motivational for the successful completion of the program. Trainees should be helped to be aware of their benefits.

Trainees should be provided opportunities to practice newly needed behavior norms. The world is changing new behavior norms are required for individual development. And the trainee should be rewarded for their efforts and for the best performance after the training.