The organizations select candidates who are highly proficient and can perform the task as desired by them. The candidates should possess the aptitude to perform any complex task assigned to them. The existing employees of the organization also should be motivated and they should be able to deliver better results day-after-day. So, the organization conducts training for the candidates to overcome their weaknesses and become efficient. But the organizations should conduct effective programs for the candidates to build skills. The company invests huge amount to buy tools and equipments required for training. They should be benefited after providing training to the candidates. If the employees do not become motivated even after providing training to them, then the organizations undergo huge loss. The employee may not be inefficient, but the company may not be able to conduct training properly. So, the training needs assessment to know if the employees can be really benefited from training.
How the organizations access the effectiveness of training program?
So, the organization should access the training program to know if it can be effectively implemented. The employees of the organization should be benefitted from training. The organizations use some scientifically validated techniques to measure the training effectiveness. The three questions that should be answered by the organizations are ‘Why, Who and What to train? Every organization strives their best to innovate their existing products. So, the competition in the market is fierce and every organization should use different strategies to become a competitor. So, the training that is provided to the candidates should be so effective that they should update knowledge and skills of the employees. The employees should possess skills to deliver higher results to the organization. Today, every organization uses tools such as desktops, tablets, computers etc to store data. Earlier, people prepared sheets on a piece of paper to maintain record about various aspects of the business. So, earlier, the organizations expected that the employees should write neatly. But, today, every candidates uses laptop or computers and hence they need not possess good handwriting, but they should possess typing and operational skills. So, considering this factor, the organizations should analyze the skills that a candidate should possess and should accordingly provide training to the candidates. The candidates should possess these skills for better productivity in the organization. The skills of the candidates should be constantly recalibrated. The existing employees should learn deeply about their task. For e.g. an accounting professional should constantly impart software training because the version of the accounting software changes every now and then.
Who should be trained?
A candidate in an organization should be trained according to the tasks performed by them. Different candidates perform different tasks for the organization and the candidates should be provided suitable training based upon their nature of job. The organizations should constantly focus upon learning and development techniques of an employee. It is a technique of teaching and upgrading the employees of an organization to achieve the goals of the business. The employees should understand the goals of the organization and hence should implement different strategies to achieve the goal.
Earlier, people used the traditional approach to measure the effectiveness of the program.
The organizations should identify the employees of an organization and hence should implement a training program considering their needs. So, the companies considered the job role and created assessment based upon the job role. Then, after identifying the employees, they used different methods such as group activities, lectures or group discussions, role-plays etc. They conducted certain videos and films so that the employees are motivated and are able to understand the goals of the business.
The last step to access the effectiveness of the training was to watch the reaction of the employees after the training program. But this method is not effective to judge effectiveness of the program. Some employees do not communicate effectively even if they have understood the content of the program.
Tracking and measuring training effectiveness
But, the organizations today follow a modern approach for training which answers the questions Why, Who and What?
Why to train?
The employees should be trained because they show some weaknesses that can hamper the growth of the organization. They should be trained to improve their deficiencies
Who should be trained?
All the employees should not be provided with the same level of training. If a particular training program is conducted, then all the employees should not be trained. But, they should be trained only after assessing their strengths and weaknesses.
What to train?
The candidates should be provided with suitable training to improve their weaknesses and capitalize their skills. For e.g.
An accountant in a firm may possess deep knowledge about accounting, but may not be able to convenience any client about the transaction orally. So, such candidates with be provided training in the field of verbal communication.
To measure the training effectiveness of an organization, they should access the level of improvement of an individual after providing training. If the candidate imparts training for better communication, then the candidate should access their communication level after providing training to them.
The organizations should analyze the skill gaps of an employee in an organization. So, they should understand the requirements of the organization. They should spot the agile learners to provide training to them for a specific skill set. They should improve the weaknesses of the employees and then access them. They should first access their current skills and then the skills required by the organization. Then, they should build reskilling plans for the employees. They should invest the right skills for the present and the future. Then, they can earn higher ROI for the organization. In this way, they can explore the skill gaps of the employees and also hire a workforce who possesses better skills if the employees are not motivated even after effective training. But the training should be provided to the candidates only after accessing their strengths and weaknesses.