According to Osinski and Miller (2002), analyzing an organization is one of three levels of assessing the needs and coming up with an effective organization's training and developing a good program. Additionally, the author further insists on individual analysis and task analysis. Miller and Osinski further discuss instructional objectives in phase two, design in phase three, implementation, and evaluation in phases four and five, respectively (Miller and Osinski, 2002).
The main purpose of the assessment is to help the training manager develop objectives for the organizational training program. Therefore, when the trainer comes to the end of the needs assessment, they will be able to know whether there is a need for training or not. If the answer they come up with is a yes, they will answer what it is and who will be the main participants in the training.
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Training level objectives (with Bloom’s Taxonomy)
In the Cognitive domain, there are six objectives. As the learner moves towards the top of the pyramid, it shows how closely they are to mastering their learning. The higher they move, the closer to mastery of the learning subject. The objectives are listed below:
Evaluation
Synthesis
Analysis
Application
Comprehension
Knowledge.
The lowest learning level is knowledge, laws, theories, policies, and materials recall. The next one is comprehension, which is the ability to take in the meaning of the material. This involves translating information from one form to another. Then the application is the ability to apply what has been learned to new situations. Analysis, on the other hand, is breaking down the information into key elements. Synthesis is the ability to bring different parts together to create a new thing, and evaluation is to judge the value of something through reporting the outcome. The training level objectives above were formulated to be fulfilled at the end of the training to ascertain the training's efficiency.
Face to Face vs. online modality
Several modalities could be employed to pass the message from the trainer to the trainee. However, there are those methods that have been proven to be more effective than others. One of them is a face-to-face method. With this, the trainer can freely and fully interact with the trainees personally, offering originality and comfort. While the human mind craves direct communication, the discussion, and energy generated during face-to-face communication empower the employee's relationships. It not only acts as a training session but also acts as a team-building activity. However, face-to-face training is time-consuming as it requires an individual to be there on the premises, thus locking out some people who may be engaged in other activities (Andirotis, 2018).
Times are changing very facts, and the Corona virus's encroachment into our lives is a game-changer to how human beings interact. People are working from home, and they are doing commendable jobs; this shows how online training has taken over the traditional way (face to face) communication. Additionally, online training provides workers with a forum to obtain the necessary learning by establishing a conducive environment. There is no pressure on when to take the lessons, from what premise and reschedule all the plans to attend the lessons physically. With online training, one can attend the lessons from anywhere globally, doing something else since the only items needed are a good internet and a PC. Also, at your home's comfort with the fear of social distancing, as it is the case now with covid-19, you can gain as much knowledge as you want through the online training programs at your convenience (Bhat, 2020). Of the two, online training is taking over face-to-face training that used to happen post-covid-19.
Learner characteristics
A well-constituted organization is like a supermarket, where you find almost everything you need for your household. When a sample of employees is taken from different departments, you will find different characters. The characters define who the person is and how serious the employee will take the training. Employees with a positive mind and are motivated at work will tend to take the training seriously than those exposed to the opposite environment. Depending on which side you look at it and where you were brought up, motivation differs drastically, and therefore it is hard to define motivation. However, motivation is a key contributor to one's attitude.
A positive attitude leads to people enjoying the moment. With employees with negative character traits, the organization can negatively impact the organization, leading to huge losses. Therefore, such employees need frequent training to gain much-needed knowledge and feel motivated by their organizations. Additionally, good organizations need to find a way of motivating their workers if they won't work in order and in the best way possible, making the business bloom (Beaulac, 2019).
Learner's limitation
The design should majorly base on the learner's limitation rather than their strength. The limitations are always why there is no growth in an organization, and therefore it ought to be given utmost concentration. Addressing why they need to improve on their limitations more often may lead them to embrace the need for change and improvement. When preparing the design training, much emphasis should be put on the limitations and address it to make the employees feel a need to change without discouraging them. Sooner or later, the business will stay competitive in the market (Beaulac, 2019).
Business Drivers
In this particular training, the business drivers are cost-effective in the solution, access to readily available online classes, flexibility and scalability of resources, and employee safeguarding to mitigate financial and operational exposure. This training focuses on how to cost-effectively run the organization while achieving the most out of it. Making use of limited resources with minimal wastage as possible. Due to the covid-19 pandemic, several online classes and training are tailored for this particular organization on the drivers. There is the definition, the detailed explanation, and what needs to be done. The companies need secure, convenient, and well-articulated policies governing how the business should be run concerning the drivers (Williams, 2014).
Transfer of learning and impact on the business
If the employer selects the right employees and the employees get adequate training, they will boom to greater heights. The business needs to focus on how the employees can transfer the knowledge they have from training to the real world, which is the business. Since training is expensive ordeals carried out by the organizations, there is a need to define whether the training is working or not using Kirkpatrick's four training evaluation levels. They are reaction, learning, behavior, and results. Are they satisfied? Is there an increase in knowledge, is there a change in behaviors? Is the organization moving forward or not? Those are the questions to answer. If the answer is yes, then all is well, but if it is no, then something needs to be done (Kirkpatrick, 2013).
Learning models and theories
The learning theories to be used include cognitive that looks at how different people think and their mental process, a behaviorism learning theory based on the idea that how a person thinks is based on their environment and exposure. The behaviors are learned from external forces rather than internal forces. Finally, in constructivism learning theory, a person creates their own learning patterns based on their experience. These theories make the tutor understand how to approach the learning experience (Schunk, 1996).
Facilitation of learner engagement
The learner engagement would be facilitated by asking random questions and jogging their mind by using life examples. The technique ensures that the learners stay active and are not disconnected from learning through boredom (Kirkpatrick, 2013).
Incorporation of learner preferences
The learner preferences would be incorporated into the training by taking a study of the employees and knowing their preferences, strengths, and weaknesses and incorporating them into the designing of the training.
Training content concerns
The training content need to be inclusive and of all the people. It should be neutral and not related to politics, religion, race, and culture. The training needs to focus on the main area of concern: to work and avoid sensitive topics (Schunk, 1996).
Conclusion
It is vital that every organization has a training from time to time. If need be, there should an informed decision to group employees according to their preferences, departments and interests in order to have an effective training. Additionally, from time to time, the employees need to be trained on the importance training and how it helps the company stay afloat.
References
Alton, L. (2015, October). 3 Ways to Improve Transfer of Learning. Retrieved from. https://www.business.com/articles/3-ways-to-improve-transfer-of-learning-in-the-workplace/
Beaulac, H. (2019, February 25). How to motivate your workforce for learning and development.HR Technologist - HR Technology Trends, News & Research. Retrieved from: https:// www.hrtechnologist.com/articles/learning-development/how-to-motivate-your -workforce-for-learning-and-development/
Daskalovska, N., Koleva Gudeva, L., & Ivanovska, B. (2012). Learner motivation and interest. Retrieved from: https://pdf.sciencedirectassets.com
Kirkpatrick, D. (2013). Kirkpatrick four levels. Newnan: Kirkpatrick Partners , 201 , 22-3.
Schunk, D. H. (1996). Learning theories. Printice Hall Inc., New Jersey , 53 .
Williams, N. (2014, June 17). Training needs analysis - The business case. LinkedIn.https:// www.linkedin.com/pulse/20140617151135-6939498-training-needs-analysis the-business-case/
