Training in Organisation

Question 1 (2): Designing Training content

Training is a learning process that provides the employee with (KSA) accurate knowledge, skills and abilities in order to enhance performance (Furnham, 1997). Having pressure from socio-cultural, technological, economic and political forces most of the companies find it necessary to think about training. Mostly it happens when companies think of a new development plan for their employees, prepare the business for new technology or when hiring new employees as a part of the induction. Designing a training session is not as easy as it seems to be, because many factors must be taken into account. TO be confident that the training is valuable and actually bring what is necessary for the company and trainees it must be adequately designed and highly specified as time and resources play an important part. Before designing training it should be clear what is the purpose of training taking place and what are the organizational, and individual needs are. Managers need to make sure that given training will not be delivered as “book knowledge” but as a process, which will be taken back by the employee and used in the organization (Noe, 2008). Training should be all about whole person development not only about transferring skills. Before designing the training it is necessary to be sure that the person who is delivering the training has enough knowledge, confidence, knows what and how he/she is going to deliver and have full control and desired expectations from the learners. It is hard to expect the same knowledge and experience from everyone because it is very much likely that trainer will have to deal with people at different ages and consider age-related psychological changes that affect learning, cognition, sensory and motor abilities (e.g. visual perception, indication detection, colors, dissimilarity, are visual problems for the mature employer (Thayer, 1999). At the first point the person designing the training should...