Employee Training and Development

Employee Training and Development

Part I: Strategic Training

According to Rodriguez and Walters (2017), employee training and development is a function within human resources management used to fill the gap between an organization’s current performance and expected performance. Most organizations implement strategic training, which helps them impart the required skills, knowledge, and competence to perform their respective jobs. To train employees, organizations undertake systematic activities that help them become aware of the rules and procedures necessary to accomplish their roles.

Employee training should have a strategy so that employees can be equipped with the most critical skills. Strategic training helps employees avert the anxiety that sets in when the actual performance does not match the expected performance. The strategy guiding employee training should align with the overall organizational strategy, integrating organizational policies and goals. The strategy will guide how human capital will behave in the long run.

Employee training can be used for succession planning. Although employee training and development may be undertaken for short-term benefits, some organizations adopt a holistic approach to prepare employees for future roles. For instance, AI is likely to shape the future of most workplaces, but most organizations have yet to adopt the technology. However, these enterprises can train some of their employees in AI engineering to prepare them for the future; hence, preparing them for future leadership roles.

Notably, cultural training is crucial to help employees adapt to organizational expectations. Employees who continually fail to achieve organizational goals communicated as expectations may become increasingly dissatisfied (Rodriguez & Walters, 2017). As the job dissatisfaction grows, such an employee may eventually leave the organization. Therefore, from an organizational perspective, cultural training enhances employee retention.

One of the employment laws that affects employee training in the US is the Occupational Safety and Health Act (OSHA). Since the law was enacted, safety training has become a key human resource intervention aimed at fostering safer workplaces. Safety training spans from imparting safety knowledge to employees to training them about compensation claims in case of a violation (Lari, 2024). By providing safety training, employers foster a sense of responsibility and safety awareness among all members of the organization. Besides, as the organization implements safety training, it amplifies other interventions such as safety checklists (Lari, 2024). Safety training can be undertaken through campaigns, employing written materials, broadcasts, and public service announcements.

Part II: Safety and Health Training Program for a City Construction Company

This training program focuses on offering employees the necessary health and safety insights they require to respond to different workplace hazards. The primary objective is to monitor the workplace, identify hazards, and eliminate them. However, it is not possible to remove all hazards, and that is where safety training among employees will suffice. As a best practice, potential solutions to every safety problem in the workplace are analyzed before training objectives are set.

Objectives

• At a minimum, employees must know the general safety and health rules of the worksite.
• Ensure employees understand the hazards they may be exposed to and how to prevent themselves and others from getting exposed to these hazards.
• Help employees become familiar with the personal protective equipment required for their job.

Training Mediums

One of the mediums that can be used to deliver training is the practical workshops, whereby coaches and employees come together and engage in face-to-face interactions. The advantages of face-to-face training include the human element, which enables trainees to learn from each other and exchange ideas. Besides, group interactions can help individual trainees improve their soft skills to thrive in a collaborative environment. The organization will also adopt e-learning tools to deliver training content to employees. E-learning is effective because it allows employees to learn at a time that suits them. For instance, posting safety videos on YouTube will allow employees to learn during their free time.

Training Modules

One of the modules that will be used for employee training in the organization is the new employee orientation. New employees will be offered access to diverse training initiatives depending on the complexity of their respective roles and the job practices required to control them. However, standard training, such as fire control as recommended by OSHA, will be provided to all employees. The employees’ supervisor and/or a select group of experienced employees will be used to offer the training.

Another employee training module will be on-the-job training (OJT). OJT is meant to reinforce skills that employees learned while pursuing formal education (Nguyen & Van, 2023). Given the nature of construction jobs, employees will receive training from supervisors and experienced employees in the form of feedback for the first six months. Subsequently, special training on emerging trends will be provided every six months.

Program Evaluation

Kirkpatrick’s model will be used to assess the effectiveness of the training program. This model uses four levels of measurement to assess whether a training program is effective or not (Jain, 2014). The first level of measurement based on this model will be assessing the employees’ reaction to the training program, with positive feedback showing that the training program is effective. In the second level of measurement, employees will be assessed directly to determine the specific skills and competencies learned. In the third measurement level, behavior will be assessed to determine whether employees can leverage the skills they learned while performing their tasks. The fourth step will be to determine the actual deliverables of a training program, such as enhanced employee morale and reduced turnover.

References

Jain, S. (2014). Methods of training programmes evaluation: A review. The Journal of Commerce, 6(2), 19–30. https://www.proquest.com/docview/1609530336?sourcetype=Scholarly%20Journals

Lari, M. A. (2024). A longitudinal study on the impact of occupational health and safety practices on employee productivity. Safety Science, 170, 106374. https://doi.org/10.1016/j.ssci.2023.106374

Nguyen, C. H., & Van, T. N. (2023). The on-the-job training (OJT) program: Students’ future careers and personal development. In Proceedings of ICRES 2023—International Conference on Research in Education and Science (pp. 939–955). ISTES Organization. https://files.eric.ed.gov/fulltext/ED654761.pdf

Rodriguez, J., & Walters, K. (2017). The importance of training and development in employee performance and evaluation. World Wide Journal of Multidisciplinary Research and Development, 3(10), 206–212. https://wwjmrd.com/upload/1509114292.pdf

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Employee Training and Development

Part 1

Training and development provide a skilled, adaptable, and engaged workforce. A strategic approach to employee training and development is essential because it allows organizations to align training and development to the overall organizational success. Some organizations provide minimal training for job-specific skills, whereas others opt for a wide range of training and development opportunities.

Employee Training and Development

Aligning employee growth with organizational goals allows a culture of continuous learning and innovation within the organization. This goes far beyond traditional training methods and integrates data-driven insights, personalized training plans, and future-focused strategic plans that will enhance productivity and retain employees. Many organizations now prioritize strategic training because it ensures employees gain the necessary skills needed to perform the job, but also to contribute to the overall success of the organization.

Watch this video that discusses the importance of employee training and development: Strategic Training.

Answer the following questions with 200 min. word count.:

1. Define employee training and development.
2. Why is it important for an organization to have a strategy for employee training and development?
3. Analyze the relationship between training and development, succession planning, and organizational success.
4. Why is cultural competence training important in organizations?
5. What is an employment law (equal employment opportunity laws, Americans with Disabilities Act [ADA], Occupational Safety and Health Act, and so on) that impacts employee training?

Part 2

A key skill that managers and human resource (HR) professionals need is to be able to develop an effective training program. To design effective training programs, managers and HR professionals must possess a strong set of skills that allow them to assess the needs of individuals and organization, create engaging content, and understand the learning styles of participants to facilitate learning. Understanding employee development strategies, communication techniques, and leadership principles ensures that training initiatives align with both organizational goals and individual growth. With the right skills, these professionals can foster a culture of continuous learning, ensuring employees acquire the knowledge and competencies needed for success.

Organizations may utilize several different mediums of training to ensure that they can accommodate all types of learners. Some methods of training include the following:

• On-the job training
• Digital learning
• Face-to-face training
• Simulation
• Training activities and games

Answer the following questions with 200 min. word count.

1. Explain the purpose of the training program that is being developed, and provide at least 3 objectives that need to be achieved.
2. What medium(s) would you use to deliver the training?
3. What modules would you include in the program? Why would you include these?
4. How will the program be evaluated?