Training and Development

As the Chairperson of the President’s Council on Training and Development, there are several recommendations that I would like to submit in support of organizations that would like to establish or improve the effectiveness of their Training and Development Department. In making my recommendations, it is important to first identify that the ultimate goal of training and development is “for employees to master the knowledge, skills, and behaviors emphasized in training and apply them to their day-to-day activities” (Noe, p. 8). Training and development of employees encompasses formal and informal training, continuing education, job experiences, professional interpersonal relationships, and assessments of personality, skills, and abilities. A successful training and development program contributes to the overall productivity and profitability of an organization.

Recommendation # 1

My first recommendation is to design an effective training and development program. The key outcomes of designing an effective training and development program are to help employees reach training goals and objectives; establish measurable learning objectives before the training begins; and evaluation of the training method, training program and the training design process itself (Noe, p. 11). While there are several training design processes available, my recommendation is to follow the principles of Instructional System Design, which is comprised of a seven-step process. Step one begins the process by conducting a needs assessment based on analysis of the organization, employees and tasks. A needs assessment is an important first step because it identifies whether or not training is needed. Step two of the process is to ensure that employees are ready for training by having the motivation and basic skills to complete the training. Step three is to create a learning environment that is conducive to learning. An effective learning environment includes identification of the...