Systematic training model

The systematic training model (Mckenna & Beech 2002; Mankin 2009) sets out the process to be used in the task of ensuring that training and development initiatives are successful. It is a step-by step process (see Figure 8.1). The scope of human resource training and development activities depends on the corporate strategy and policies of the organisation as well as the availability of funds. Training itself is a process summarised below:

1. Deciding on the organisation’s approach towards training at the most basic level. For example, does the organisation hope to recruit staff that are already appropriately qualified for the job? Or does the organisation want to make a significant investment in training?

2. Developing the training policy and strategy as the framework for training activities.

3. Identifying training needs.

Figure ;  Systematic training

4. Planning and designing the training. This involves deciding on how and when the training will be delivered, setting budgets, deciding on training objectives, writing the content and designing evaluation methods.

5. Implementing the training. This is usually a joint activity involving both training specialists and their line management colleagues who may have the required specialist knowledge.

6. Evaluation: This involves reviewing the outcomes of training and feeding these results back into the planning process.

Some organisations carry out many specialised activities, which require extensive training, and others respond to specific training needs on an ad hoc basis. The majority of organisations see training as an essential activity and have a positive training and development policy.

Types and approaches to training and development

There are many different ways of delivering training. When a training need is identified, one of the most important decisions to make is how the training will be delivered. There are a number of different decisions one needs to make, and can be done by answering the following questions:

· Which type of training would be most effective with this target group and the subject to be trained?

· Which of the different types of training can we afford?

Each approach you choose will have advantages and disadvantages (Gomez-Mejia et al. 2007). It is the task of the human resource managers in collaboration with the particular functional manager(s) to decide on the best approach from an available list.

Table ; Types of training and development

The role of training managers in training and development function

Training and development managers have to work with other managers to:

· Develop training strategies, programmes, activities and budgets,

· Conduct training needs analysis and develop a framework for training decisions,

· Develop proposals on how training needs should be identified and justified,

· Identify external training sources,

· Advise on external training approaches,

· Organise internal courses and training programmes and activities,

· Participate in training managers, supervisors and mentors in their training responsibilities,

· Provide guidance to individuals in the preparation and implementation of personal career development plans, and

Monitor and evaluate the effectiveness of training programmes.