Human Resource Training System

An effective training program benefits employees and the organization as follows:

BENEFITS FOR THE EMPLOYEES	BENEFITS FOR THE ORGANIZATION
Skill Improvement  Self-Development  Stronger Self-Confidence  More Effective Handling of Stress and Conflicts A Sense of Growth	Improved Profitability Through Higher Productivity  Improved Morale  Better Corporate Image  Lower Costs  Stronger Identification with Corporate Goals

Under given chart shows a training systems approach that describes the sequence of events to be followed before training begins:

NEEDS ASSESSMENT is a diagnosis that presents problems and future challenges that can be met through training or development.

TRAINING OBJECTIVES An evaluation of training needs results in the following training objectives:

• the desired behaviour;
•  the conditions under which it is to occur; and
•  the acceptable performance criteria.

THE PROGRAM'S CONTENT is shaped by the Needs Assessment and the Learning Objectives. This content may seek to teach specific skills, provide needed knowledge, or try to influence attitudes. Whatever the content, the program must meet the needs of the organization and the participants.

LEARNING PRINCIPLES are guidelines to the ways in which people learn most effectively. The more they are included in training, the more effective training is likely to be. The principles are participation, repetition, relevance, transference, and feedback.

•  Participation: Learning is usually quicker and more long-lasting when the learner can participate actively. As a result of participation, we learn more quickly and retain that learning longer. For example, once they have learned, most people never forget how to ride a bicycle or drive a car.
•  Repetition: Although it is seldom fun, repetition apparently etches a pattern into our memory. Studying for an examination, for example, involves memorization of key ideas to be recalled during the test. Likewise, most people learned the alphabet and the multiplication tables by repetition.
•  Relevance: Learning is helped when the material to be learned is meaningful. For example, trainers usually explain the overall purpose of a job to trainees before explaining specific tasks. This explanation allows the worker to see the relevance of each task and the importance of following the given procedures.
•  Transference: Transference is the application of training to actual job situations. The closer the demands of the training program match the demands of the job, the faster a person learns to master the job. For example, pilots are usually trained in flight simulators, because the simulators very closely resemble the actual cockpit and flight characteristics of the plane. The close match between the simulator and the plane allows the trainee to transfer quickly the learning in the simulator to actual flight conditions.
•  Feedback: Feedback gives learners information on their progress. With feedback, motivated learners can adjust their behaviour to achieve the quickest possible learning. Without feedback, learners cannot measure their progress and may become discouraged. For example; test grades are feedback on the study habits of test takers.

  In your opinion; is feedback important for an employee in any organization? Why?