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Models of Training: Purpose of Helping Employee To Perform Their Work To Required Standards

The document discusses two models of training: 1) The system model consists of 5 phases - analyze needs, design training, develop materials, implement, and evaluate. The goal is to continuously improve training and employee performance. 2) The transitional model focuses on aligning training with organizational vision, mission, and values. It formulates objectives based on these, and then implements the training model.

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57 views4 pages

Models of Training: Purpose of Helping Employee To Perform Their Work To Required Standards

The document discusses two models of training: 1) The system model consists of 5 phases - analyze needs, design training, develop materials, implement, and evaluate. The goal is to continuously improve training and employee performance. 2) The transitional model focuses on aligning training with organizational vision, mission, and values. It formulates objectives based on these, and then implements the training model.

Uploaded by

GARY_131922
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as DOCX, PDF, TXT or read online on Scribd
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Models of training

The system model consists of five phases and should be


repeated on a regular basis to make further improvements.
The training should achieve the purpose of helping
employee to perform their work to required standards. The
steps involved in System Model of training are as follows:

1. Analyze and identify the training needs i.e. to analyze


the department, job, employees requirement, who needs
training, what do they need to learn, estimating training
cost, etc The next step is to develop a performance
measure on the basis of which actual performance would be
evaluated. 

2. Design and provide training to meet identified needs.


This step requires developing objectives of training,
identifying
the learning steps, sequencing and structuring the
contents. 

 
3. Develop- This phase requires listing the activities in
the training program that will assist the participants to
learn, selecting delivery method, examining the training
material, validating information to be imparted to make
sure it accomplishes all the goals & objectives.

4. Implementing is the hardest part of the system


because one wrong step can lead to the failure of whole
training program.

5. Evaluating each phase so as to make sure it has


achieved its aim in terms of subsequent work performance.
Making necessary amendments to any of the previous
stage in order to remedy or improve failure practices.

Transitional model
Transitional model focuses on the organization as a
whole. The outer loop describes the vision, mission and
values of the organization on the basis of which training
model i.e. inner loop is executed.

Vision – focuses on the milestones that the organization


would like to achieve after the defined point of time. A
vision statement tells that where the organization sees itself
few years down the line. A vision may include setting a role
mode, or bringing some internal transformation, or may be
promising to meet some other deadlines. 

Mission – explain the reason of organizational existence. It


identifies the position in the community. The reason of
developing a mission statement is to motivate, inspire, and
inform
the employees regarding the organization. The mission
statement tells about the identity that how the organization
would like to be viewed by the customers, employees, and
all other stakeholders.

Values – is the translation of vision and mission into


communicable ideals. It reflects the deeply held values of
the organization and is independent of current industry
environment. For example, values may include social
responsibility, excellent customer service, etc. 

The mission, vision, and values precede the objective in the


inner loop. This model considers the organization as a whole.
The objective is formulated keeping these three things in
mind and then the training model is further implemented.
TRAINING SCENARIO IN INDIAN INDUSTRY

Training and Development Training and Development


system in Retail/FMCG system in KPO 
sector
Training and Development
Training and Development system
system in Pharmaceutical sector
in Banking/Insurance
Sector Training and Development
system in Hospitality sector
Training and Development
System in Automobile Training and Development
Sector system in IT Sector

Training and Development Training and Development


system System in BPO
in Telecom sector

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