The Benefits of Training and Development for Employees

Training and development process is a systematic approach to improvement measures on employees’ skills and knowledge of specific job activities within an organization. The training and development process has to be approved or rather accepted by the supervisor before implementation. This approval is based on the effectiveness of the company’s work performance and prioritization. Training and development processes are based on the major activities and shortcomings within the organization. This process incorporates analysis, design, development, implementation and evaluation phases. The purpose of the training and development process is to strengthen and improve employees’ skills. It is a platform for motivating staffs to perform their roles effectively. This simultaneously leads to increased outputs, quality products, workplace safety, technology update, good public relations and effective management. There are systematic steps followed in achieving the success of the training and development process. 

Training needs assessment 

This is evaluating inadequacies in employees’ performance and identifying gaps within the organization (Dausend, 2017). Identification of specific staffs that should be trained on specific jobs is also vital. This step is necessary for the generation of training objectives and goals. These gaps are assessed both on the employees' skills compared with resources provided for their execution of duties. 

Setting of budget 

This gives a scope on the extent of expenses to be incurred in facilitating the program. The number of participants and the services offered during the training is mainly considered in scoping the budget. This should be affordable and without compromising other companies’ expenditures. 

Obtaining of resources. 

Appropriate necessities are availed to be used in the training and development process. They include; trainers, Infrastructure, external expertise and vendors. The resources are acquired with relevance to the topics and objectives of the training. These could first be sourced locally, and when it is unavailable, it is then acquired externally. The essence of maximizing local resources is to cut on the cost of external purchase and simultaneously promoting internal talents and service providers. 

Determination of the training logistics 

Specific approaches are executed on different kind of jobs. The decision on the type of employees to be trained and the training approval process is agreed upon by the managers. Policies on training are adhered to as bound by the organization's objectives. This also determines whether the training is a compulsory or individual initiative to participate in the training. In the rapidly changing society employee training is relevant to maintain a viable and knowledgeable workforce. 

Selection of topics and development of learning objectives 

These topics and objectives are bound to the gaps assessed and type of audience. Specific topics could be taught to the relevant professions, hence improving their skills based on their roles in the organization. The topics should be specific and relevant to the audience for relevancy. 

Designing training materials. 

These are the resources containing the course content relevant to the topics. It involves the type of media adapted in facilitating the course, including electronic devices for the web- browsers. This also includes equipment used in a demonstration during training and are approved by stakeholders. 

Training delivery format 

This entails the choice of delivery format and equipment depending on the topics, objectives, and resources availability. Different types of training are relevant to the topics like coursework and certification programs are essential in professional jobs structures, while instructor-led training is vital in gaining knowledge from expertise. With the advancement in technology, training is also be done through zoom and teleconferencing (e-learning). The use of advanced forms of technology provides effective training and massive inclusivity irrespective of location. 

Schedule planning 

The program's time bound is stated, indicating how often the program will be offered, the specific topics discussed, the facilitators, ideal duration, and the training's location. This allows a systematic presentation of programs and an easy flow of events. 

Training implementation 

This is the actual participation in the training activities. Training materials are availed to both the facilitators and the trainees. Registration on the program is done based on the diverse professions among the audience. The infrastructure used for training are secured and training materials availed to the audience. 

Training evaluation . 

Feedback obtained from employees on the training indicates that the program's effectiveness and inadequacies can be improved. The skills obtained by participants can be observed through improved daily performance in their work environment. (Neendoor 2020)The training program is considered successful if it meets its speculated timeline and budget, training objectives, stakeholders and participants satisfaction. It acts as a definite checkpoint to determine whether the training delivered meets the competency gaps. 

Budget (company’s speculative total cost on the training program expenditure) 

N0.	SERVICE DESCRIPTION	AMOUNT
1	Trainers and external expertise payments( safety, sales and marketing expertise)	$3,100
2	Meals and Accommodation(Full course meal and a week’s accommodation, ten staffs)	$20,250
3	Transportation and infrastructure(training venue, training equipment hired)	$10,100
5	Training materials and resources allocated (electronic devices purchased for training)	$32,4000
	Total	$65,850

Training and Development program schedule. (Time management to achieve maximum output) 

	TOPICS (BASED ON THE AUDIENCE PRESENT)	FACILITATOR	TIME
1	Induction of new employees(company’s policies)	Section supervisors	18 th -20 th January 2021
2	Industrial health and safety measures(legislative policies)	Senior safety staff	21 st January 2021
3	High quality and quantity production(sales and marketing)	External expertise	22 nd January 2021
4	Leadership and management techniques (inclusivity)	Internal trainer	23 rd January 2021
5	Workplace -customers relationship(trust and confidence)	Human resource	24 th January 2021

References. 

Linda Dausend (2017). Training needs assessment process. www.flashpoint leadership.com 

Snehnath Neendoor (2020).Training evaluation -5 Best ways to evaluate training effectiveness and impact.