APA Training And Development Assessment

Running head: TRAINING AND DEVELOPMENT ASSESMENT 1

Training and Development Assessment

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TRAINING AND DEVELOPMENT ASSESMENT 2

Training and Development Assessment

In any organization, the accomplishment of activities relies on employees. Therefore an

organization must ensure workers must work efficiently to be able to compete in the market with

other firms. Training refers to a program workers get help from to improve their skills and

knowledge (Ford, 2014). Development helps employees grow and expand the future

performance. Training and development have objectives that must meet the required standards. It

has also helped employers to keep good employees. Profit growth is also an impact due to

training and development

According to the research carried out in the Natural Sciences and Humanities Research

Council of Canada, there is a connection between the development and training practices. These

connections are of sound nature (Elnaga & Imran, 2013). Therefore the performance of different

employees relates to the training and development opportunities that they expose themselves to.

Training and development assessment also contributes to firms’ business objectives and goals.

According to the research done, training, and development serve an important role in developing

careers of employees (Dhar, 2015).

Training the workers through new technologies available enhances their skills. It also

enables them to adapt to the new methods of delivering the knowledge. According to Canada’s

ministry of higher education, the agency is divided into departments each headed by a president.

He is helped to lead by assistant director and senior managers (Elnaga & Imran, 2013). They

offer training and guidance to the junior employees in that department. Therefore this kind of

opportunity offered to younger workers helps them improve their skills and talents hence they

become competent.

TRAINING AND DEVELOPMENT ASSESMENT 3

Human Resource Division, a branch of the Joint Administrative Services Directorate,

provides technical support to the most senior members of this agency. The training enhances

their ability to work in technical areas. The kind of skill they acquire makes them more skillful

than their competitors (Dhar, 2015). The agency has also enabled the employees to realize their

qualities required for one to be employed.

Need for Training and Development Assessment

Before the execution of training and development for employees, assessment of an

individual’s needs and that of the company is outstanding. The evaluation procedure of an

employee’s performance incorporates a discussion regarding the needs, motivation, and interest

of the employee (Noe et al., 2014). About the agency, the Natural Sciences and Humanities

Research Council of Canada, the interests of the employee are catered for. The position

employees hold shows how their interests are catered for.

The employees and their seniors ought to discuss matters hindering the performance of

the employee due to deficiency of training. They should also point out areas that need more

training for the better performance of both the employees and the agency. The standing

committee in the Natural Sciences and Humanities Research Council of Canada always advises

the council on different matters (Ford, 2014). Through the pieces of advice shared, areas that

need more training are pointed out. Therefore the employees utilize this opportunity to improve

and develop their well-being in their respective working places.

Theory of training and development

The agency has given the employees an opportunity to develop in the process of working

in that firm. The workers can strategize and visualize on what leadership competence needs. The

TRAINING AND DEVELOPMENT ASSESMENT 4

training and development theory has played a significant role in the development of employees

in the Natural Sciences and Humanities Research Council of Canada agency (Ford, 2014). The

theory states that, for development and training to affect employees, some key elements must be

put into consideration. These are as shown below.

The on job training includes instructions given to employees during working. It also

includes jobs assigned to specific employees (Elnaga & Imran, 2013). The training and

development take effect when the elements, training design, training on the job, and the delivery

style, are accomplished (Noe et al., 2014). According to the research conducted, the Natural

Sciences and Humanities Research Council of Canada agency has provided on the job training

for its employees. The mode of delivery used depends on the category of job.

The Human Resource department conducts an annual organization meeting that helps to

bring together the employees and employers. This kind of style helps the workers to have

Training design

Training on the

job

Delivery style

The perfomance of the

organization

Training and

development

TRAINING AND DEVELOPMENT ASSESMENT 5

togetherness. It provides an opportunity for the employees to bring forth their challenges so as

they will be solved (Ford, 2014). The above diagram shows that the training and development

assessment affects the performance of an organization. The Natural Sciences and Humanities

Research Council of Canada agency has invested in training and developing young employees to

perfect their skills.

The firm uses critical analysis question to evaluate its primary objectives. The employees

take this opportunity to mold their ways thinking (Dhar, 2015). Therefore the workers contribute

to the strategic positioning of the agency in the world’s top five regarding science and

technology. They also borrow a leave from the way the company operates towards a successful

goal achievement (Elnaga & Imran, 2013). They also develop the spirit to compete with other

employees towards being successful.

A sub-system that offers proper training aids in monitoring the direction employees

development in the interest of the organization. The system that the Natural Sciences and

Humanities Research Council of Canada has adopted, the hierarchical chain of command, has

helped in achieving its goals. The immediate workers work hand in hand hence adopting the

ways of each other. Therefore, it gives an opportunity for the employees to realize their potential

in various positions (Noe et al., 2014).

The recruitment and retention theory adopted by the Natural Sciences and Humanities

Research Council of Canada has also done the workers be on toes regarding their positions. The

agency has approved the 360-degree feedback paradigm in hiring and recruitment of employees.

The program intends to get feedback concerning the core mission that it needs to deal with. This

kind of feedback is important because it contributes towards the development of the employees.

It also acts as a measure for the performance management system (Elnaga & Imran, 2013).

TRAINING AND DEVELOPMENT ASSESMENT 6

The employee development programs contribute to the workers’ and firm’s effectiveness.

For employees to thrive, the following should be achieved: the education of the employees, their

skills, their effectiveness in training and the work-life quality of employees. The Natural

Sciences and Humanities Research Council of Canada agency ensured the employees met the

above conditions (Ford, 2014). They indicated what is expected of them when it comes to their

development.

Conclusion

In conclusion training and development programs serves a significant role in nurturing

the employees’ skills and talents. The training and development not only affects the employees

but also the performance of the organization. The Natural Sciences and Humanities Research

Council of Canada agency, as seen from the audit conducted, has contributed towards the

development of its employees. From the audit performed, the success of the firm depends on the

workers. The training and opportunities an organization provides to its employees determine how

successful that company will achieve.

References

TRAINING AND DEVELOPMENT ASSESMENT 7

Dhar, R. L. (2015). Service quality training and development of employees: The mediating role

of organizational commitment. Tourism Management, 46, 419-430.

Elnaga, A., & Imran, A. (2013). The effect of training on employee performance. European

Journal of Business and Management, 5(4), 137-147.

Ford, J. K. (2014). Improving training effectiveness in work organizations. Psychology Press. 46,

219-331.

Noe, R. A., Wilk, S. L., Mullen, E. J., & Wanek, J. E. (2014). Employee Development: Issues in

Construct Definition and Investigation ofAntecedents. Improving Training Effectiveness

in WorkOrganizations, ed. JK Ford, SWJ Kozlowski, K. Kraiger, E. Salas, and MS

Teachout (Mahwah, NJ: Lawrence Erlbaum, 1997), 153-189.

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