The purpose of a training plan is to ensure that all employees in an organization are equipped with appropriate abilities, knowledge, skills, and attitudes to effectively perform their duties which are critical for the achievement of set goals and objectives. However, the overall training should be evaluated to ensure that learning outcomes have been attained, and that they have increased organizational effectiveness and individual job performance (Kraiger, 2017). The purpose of this paper is to outline the organizational training plan and provide implementation guidelines and to help in the evaluation of the effectiveness of the training exercise.
Individual Skills Training Plan
Training of individuals causes permanent changes in the skills, knowledge, and attitudes of members, thereby increasing the effectiveness of the organization. However, the organization must ensure it hires competent employees in the first place. Recruitment should be done through various tests, including ability tests, knowledge of job tests, personality tests, and integrity tests, among others. An essential factor to be considered before the training is needs assessment.
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In needs assessment, the I-O psychologist will assess the needs required by an individual to help increase his or her effectiveness in a given job (Landy and Conte, 2016). We will use an online tool to gather employee views on what type of training they would like to have as well as managers' reports on individual employee job performance. The assessment of needs is an essential factor and should be replicated in both team and leadership training plans. The next step in the training process is designing the training program.
In program design, the I-O psychologist will ensure that the learning styles to be applied in the training program capture the needs of individual trainees and are aligned to the job requirements. The best delivery model will be adapted to pass the message. A mentoring or web-based approach will be used to help with the identification of the best delivery model. Finally, the effectiveness of the program will be measured.
Measuring the effectiveness of the program ensures that the training objectives are met after completing the training program. The trainer will use the Kirkpatrick model to measure the effectiveness of the training program. In this case, the instructor needs to know how individual participants reacted to the training program.
Workers' Team Skills Training Plan
To accomplish the goals and objectives of the organization, employees must learn to work as a team (Marsick & Watkins, 2015). Therefore, the development of soft skills is essential for employees at all levels to promote teamwork. Various instructional methods will be used in training to encourage team skills.
The primary method of instruction will be instructor-led classrooms where a paid consultant will teach on communication, leadership, and critical thinking courses. Organization and teamwork will be learned through the interactive methodology. E-Learning or computer-based training will be used to teach listening skills, punctuality, and adaptability. Several resources will be employed to facilitate training.
The resources that will be employed by the instructor include overhead projectors, flip charts and other visual aids, markers with panels, computers with an internet connection, and printer workstations. The training will involve groups of workers from different departments mixed for cohesion purposes. These groups will be trained for two hours daily in which a single day will have three sessions for seven days.
Training Plan for Leadership Skills
Today's workforce faces stressors, such as extended working hours, increased workloads, and job security issues. These stressors can have adverse effects in the organization, such as lack of team efficiency and productivity. Leadership skills training is no doubt needed to nurture concrete leadership skills that will increase performance, progress, and significantly motivate staff.
Several leadership skills and elements shall be formalized under stress management designation along with other organizational management skills targeted at stress control. These shall include individuals' and team leadership skills and stressors impinging on the organization as an entity itself, and stressors arising in the workplace; which as anticipated trickle down to impact some, besides all the individuals and teams (Joseph & Irons, 2018).
The approach that shall be used towards delivering the program is focused-group workshops limited to ten participants, to ensure a high rate of active participation by the entire participants. The workshop duration shall be eight hours with two, fifteen minutes breaks, and one hour break at lunchtime. The workshops attendance shall be mandatory for the identified participants, including team leaders, supervisors, and departmental managers.
Comparing individual, team, and leadership skills training
Training of individuals in the organization will result in permanent changes in the skills, knowledge and attitudes of individual members of the organization. The training program will be effective when it is designed to encourage trainees to be active and able to self-regulate. On the other hand, to accomplish the set goals and objectives of the organization, it is critical that employees are trained to work as a team regardless of their capabilities to perform at the individual level. Lastly, leadership skills training plan is geared toward honing leaders’ hands-on skills and gaining practical experiences to fill skills gaps, besides staying up-to-date with the most modern industrial technologies and practices (Joseph & Irons, 2018)
Conclusion
An overall training program must be conducted to accomplish the set goals and objectives of the organization. Training of individuals leads to a permanent change in skills, knowledge, and attitudes, thereby impacting on the effectiveness of the organization. On the other hand, the potential of attaining personal and organizational growth and success is extremely high when teamwork is involved. Lastly, leadership training provides participants with an opportunity to connect and collaborate towards a common outcome besides a goal, thereby increasing organizational productivity.
References
Joseph, K., & Irons, C. (2018). Training your mind to manage stress. Managing Stress , 27-34.
Kraiger, K. (2017). Training from an Organizational Psychology Perspective . Oxford University Press. Retrieved from: DOI: 10.1093/acrefore/9780190236557.013.33
Landy, F. J., & Conte, J. M. (2016). Work in the 21st century: An introduction to industrial and organizational psychology (5th Ed.). Hoboken, NJ: Wiley.
Marsick, V. J., & Watkins, K. (2015). Informal and incidental learning in the workplace (Routledge revivals). New York: Routledge.
