Sustainable Model for Training and Development

How to create an effective and Sustainable Model for Training and Development?

The term “change” is synonymous with competitiveness in modern world and thus corporate firms are in a position to evolve unique, sustainable and strategic training model for employees that will facilitate the following:

On one hand the training process motivates the suitable employees to perform well and makes them perceive their role properly in order to accomplish the enterprise objectives. On the other hand the organisation keeps itself abreast by constantly updating and understanding the training needs through

• Assessment of the external environment and
• Expectations of the employees in terms of rewards whether intrinsic or extrinsic.

Porter and Lawler Model:

The Expectancy Motivation Model of Porter and Lawler serves as an inspiration for effective training. The stress is on

• The value placed on performance outcome by the individual.
• The degree to which the individual believes that his efforts will lead to attainment of these rewards.

Psychological aspect of this model:

Almost all individuals are motivated by money ( by the way, Who doesn’t want money!). But money alone does not serve the purpose of motivation.

Job satisfaction is a relative term in that different people find different things or elements motivating them in their work environment leading to job satisfaction. It might be

• Challenge
• Good inter personal relationship
• Pay
• Perks
• Culture
• Excellent leader
• Pressure
• Stress and the like…

Assessment of training need:

The training needs must be assessed by the respective organisations considering the following aspects:

• To transform the individual from the capacity of learner to executor
• Instil in him confidence to do the job well
• Relate his job to rewards so that he will try to excel
• Give your employees scope for career advancement
• Incorporate technical and technological innovations as part of your training process
• Physical, emotional and social elements in the internal as well as the external environment must be taken into consideration while training the workforce.

1. Physical– relates to the physical fitness needed to perform the technical skills
2. Psychological– relates to keeping the morale of the employees high at all points and maintaining an amiable work atmosphere
3. Social– relates to the friendly relationship that should exist between the trainer and the trainees and among the trainees.

Usefulness of the model:

This model lends its support to the training and development process through three steps or stages.

1. Diagnosis stage- Need analysis
2. Formulation stage- Programme planning
3. Evaluation

Diagnosis stage: The interplay of ability and role perception

• Training brings out EFFICIENT as well as DEFICIENT performers. That is one good thing and also making the employee understand the role he is about to play as part of the organisation.
• Training through learning is one aspect which imparts knowledge and training is considered to be effective if one’s behaviour is modified as per the expectations and demands of the job.
• Role perception can be misunderstood by some individuals when they might try to exercise undue authority or overlook their duties and responsibilities.
• Confinement of authority
• Superior-Subordinate appraisal procedures
• Clear HR policy formulations are needed to avoid confusion and chaos in role playing.

Formulation stage:

The effected change through learning is expected to be retained by the employees throughout the career span in the organisation followed by constant grooming.

• The stress is on the value of the activity to be learnt
• Giving feedback  on the progress of employees towards final training objectives
• Relate the learning activity to increasing, meaningful materials already studied outside the training programme.

Evaluation stage:

Training evaluation is particularly necessary when the organisation wants to encourage the competitive spirit amongst the trainers and evaluation is considered as a challenge by itself.

If the training provided eliminates obstacles to performance, then the employees are rest assured that their efforts will lead to enhanced performance outcome.

Mere written tests are not sufficient to assess the training effectiveness; it is important for the organisation to understand to what extent the employees have been motivated after the training process.

Summary:

• Putting the right man on the right job
• Explain in detail the role to be played by the employees and make sure they understand
• Actual performance level expected from the employees
• Waste control percentage
• Number of customers to be serviced
• How to handle customer complaints , all these things have to be dealt with categorically.
• Make sure the rewards dispensed are valued by the employees.