SAMPLE Training Methods

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Training Methods

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Training Methods

Training employees in an organization is important; it presents an opportunity to expand

the knowledge of the employees. Training addresses the weakness; training is useful in

strengthening the skills and understanding of the employees (Noe et al. 2013). Development

programs bring all the employees to the same level such that they will have the same skills and

knowledge. Such developments can address the weakness that might be in the organization.

Training improves the performance of the employee; trained employees are better in their

performance. Training builds employee confidence as they have a stronger understanding of their

roles and responsibilities. Training ensures that the employees have consistent experience and

knowledge on how things are done in the organization (Noe et al. 2013). Training employee

satisfaction, employees who are trained feels they are valued by their employers, and this creates

a supportive workplace.

The best training method on the employees in the case given is coaching, coaching as a

training method involves instructing and directing a person or a group of people on specific

skills. The skills might be simple or complex; coaching might include seminars, supervised

practice or workshops (Ford & Lennox, 2011). Coaching would be the best training method

employees so that their attitude about electronic timekeeping method can change. Coaching is

the best method because of the advantages it has. Coaching can put leaners at the center of the

learning; through coaching the learner’s needs are met. In this case, the employees will be put at

the center of the program so that they can be convinced of the advantages of the new program.

Coaching is about involving and engaging for both parties, through coaching the employee's

concerns about the new program will be discussed (Ford & Lennox, 2011).

Training Methods

Coaching is a method that adapts easily to the learner's preferred style of learning; this

method is therefore very effective when training a large group of people. Coaching encourages

ownership and better understanding; the learner can generate solutions and idea on the issue

being discussed (Čiutienė et al. 2010). Coaching is cost-effective because it is quick and can

address the individual needs. Coaching encourages innovation; every person can come up with

the ideas or solutions (Ford & Lennox, 2011). In the coaching of the employees about the new

program, the four-step training process will be used. The process includes planning, preparing,

presenting and assessing (Huff & Munro, 1985). Planning is the first step; it involves justifying

the investment for the training. In the training of the new electronic timekeeping program

planning must answer several questions; why is the training needed? When is it needed? Who

needs the training? How will the training be performed? After these questions have been

answered decisions will be made on the skills and attitudes that are needed change the employees

view on the new time keeping the program.

Training has an objective of improving the employees and the organization performance;

planning is important in ensuring the training process is a success. After planning the second step

is preparing, preparation ensures the training is informative and effective. The first step in

preparation is coming up with an outline that will be used in the coaching process. The learning

objectives are important because they maintain the direction and focus. The coach should master

the subject thoroughly as this will increase the confidence during the presentation. The coach

should exceed the learning objectives to ensure they will tackle all the questions that will be

asked. The third step is the presentation or delivering the training program. Once the trainers

have been designated the training technique is decided, in this case, coaching has been chosen as

the effective method of presentation (Huff & Munro, 1985).

Training Methods

Before the presentation of training program it is important to note the characteristic of an

effective trainer. An effective trainer must have the desire to teach the subject or program being

taught they must know the subject being taught. For the training program to be successful, the

trainer or the coach should have a controlled environment, have good communication skills and

ensure that the trainee participates in the process. After the presentation, the last step is the

evaluation of the process (Huff & Munro, 1985). Evaluation is used to determine whether the

training was successful or not. Evaluation is the most important step because it indicates the

effectiveness of the trainer and the process. There are several advantages of evaluation, it allows

for the feedback on the performance of the trainer allowing them to improve the programs they

present in future. Evaluation is used to indicate the cost-effectiveness; it justifies why a certain

amount of money had to be used in a certain program (Huff & Munro, 1985).

Evaluations are important because they determine the overall effectiveness of the training

the employees and the overall benefit to the organization. After the four steps are followed they

employees will be convinced that the new technology of timekeeping should be implemented.

Effective training should change the negative attitude the employees have on using the new

system. If the employees continue with their attitude a new training should be arranged, in this

new training, another method should be implemented.

Training Methods

REFERENCE

Čiutienė, R., Neverauskas, B., & Meilienė, E. (2010). COACHING AS A TOOL TO

DEVELOP EMPLOYEES CAREER. Economics & Management.

Huff, S. L., & Munro, M. C. (1985). Information technology assessment and adoption: a

field study. MIS Quarterly, 327-340.

Ford, R. C., Latham, G. P., & Lennox, G. (2011). Mystery shoppers: A new tool for

coaching employee performance improvement. Organizational Dynamics, 40(3), 157-164.

Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2003). Gaining a

competitive advantage. Irwin: McGraw-Hill.

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