Why Is It Important To Systemically Design Training

 

Systemac approach is an approach that provides a logical progression from the idencaon of the tasks required to perform a job to the implementaon and evaluaon of training.

The systematic training cycle is a well-structured and internally logical model serving as a theoretical and  practical guide for professionals concerned concerned with training. As training is considered a process, adopng a systemac approach to design training programs can be useful.

Training is, accordingly, “the planned and systematic s ystematic modification of behavior through learning events,  programs and instruction which enable individuals individuals to achieve the levels of knowledge, skill and competence needed to carry out their work effectively.”

A comprehensive training program involves the systematic development of various competencies and facilitating the development of the knowledge, skills and attitude required by the employees at work. work. It includes specifc interrelated and interdependen interdependentt steps, which progress systematically or getting the desired outcomes rom the training & development eorts. Effective training requires a great deal of planning and directed effort. To prevent a haphazard approach to the job of training, you must organize materials into logical sequence and use an accurate method to measure the results.

In the first stage, the training needs on organizational or job level are identified and specified. This needs analysis tries to establish the training gap, i.e., the difference between the knowledge and skills required for effective performance on a certain job and the actual knowledge and skills of the employees working on this  job. The second stage of the systematic training cycle cycle is designing a training programme. Based Based on the results of the needs analysis, the required sort of training and appropriate training methods are chosen. Additionally, a training plan is developed, in which the more practical aspects of conducting a training event are considered. [2]  Some authors, e.g. Armstrong, regard the planning process as a part of the third training cycle stage which mainly consists of the implementation of training. In this stage, the actual training event takes place, i.e., a training course is delivered to the participants. The fourth and last stage of the systematic training t raining cycle is the evaluation of training. Here, the trainer assesses if the training objectives are achieved. Usually, this evaluation occurs on an individual level during or at the end of the training by checking if the trainees have acquired the trained skills and knowledge.

Understanding Organization’s Aims and Objectives

 

The systematic ramework starts with the stage o understanding understanding the organization’s aims and objectives and the determination o the crucial strategies s trategies which will lead to the achievement o the predefned goals/objectives. In other words, the frst stage o a systematic approach to training begins with the determination o a blueprint or a training & development roadmap.

Assessing/Analysing Training Needs Training Needs Assessment essentially involves assessment o the gap between the desired level o competencies and existing competencies required or handling a job. Training Needs Analysis aims at assessing the discrepancy between what an employee should be doing at work and what he or she is capable o doing.

Determining the Aims and Objectives the Learning & Development Programme Determination o the training objectives while ormulating a training plan is as important as analyzing the budgetary permutations permutations or conducting a comprehensive training programme. It details what the trainees will be able to learn at the end o the training programme and how they will be able to apply the learning at work. I training objectives are specifed well in advance during the planning stage itsel, it will improve the eectiveness o the training programmes and maximize the ROI.

Training Strategy Design The Training Strategy Design stage is again a very crucial stage o the Systematic Framework o Training & Development process. During this stage, the various possible alternatives are assessed and compared or reaping the optimum benefts rom a training & development exercise. It includes analysis o the multiple parameters such as designing course modules/content ramework, deciding upon the training pedagogy or methodologies (Experiential or Classroom exercises), Preparation o the Preview Learning Materials/Handouts Materials/Hand outs or the trainees and identiying the critical learning pointers or the trainees at the end o the training programme.

Implementation of the Training Strategy During the training implementation stage, the trainer gives maximum importance to the selection s election o the right training methodology or maximizing the learning experience and imparting value with the help o the training programme. The methods may vary rom outdoor training to in-house sessions, experience sharing, counseling & eedback sessions, experiential or practical training, on the job training, job rotation, case studies, deliberations and a lot more. It is mainly about putting the training into actual practice.

Evaluating the quality and eectiveness of the Training One o the most crucial stages o the Systematic Approach to Training is the evaluation o the eectiveness o the training programme and implementing corrective actions or overcoming the lacuna and ensuring the achievement o the Training & Development Goals.

Stage 1: Identify and define training needs

The first stage of a systematic approach to training is to identify and define the training needs of the employees. For example, some employees may lack communication skills while some others lack leadership skills. skills. Managers can identify the training needs of employees in a number of ways. For example, a

 

conversation with an employee may sometimes be enough to identify his/her training needs. Stage 2: Design learning and development programme

Once the training needs are identified, the next stage is to design training  programmes and select select training methods. For example, example, a basic basic health and safety  programme may be designed for new employees in organisations. The question is now how to deliver this programme. Should it be done through on-the-job or off-the-job training methods? Stage 3: Implementing learning events and programmes

The third stage is about implementing the training programme designed in the  preceding stage. There are a number of issues to consider here. here. For example, starting the programme according to the published time, safety of the  participants, making making the event enjoyable and many more should be taken into into account. Stage 4: Systematically evaluate training

The last stage of a systematic approach to training is evaluation. Training  programmes need to be evaluated evaluated to assess their effectiveness. Top management management is often interested to see the results produced by training programmes as well. A training programme can be evaluated in a number of ways