P3- Plan suitable development activities for a training programme.
M3- Explain the importance of the factors which needs to be considered when planning, designing and delivering a training programme.
D2- Evaluate the planning, design and delivery of a training programme.
In this task I will be planning suitable development activities for a training programme. I will
also be describing the various delivery methods and explain how they can be used.
I will be looking at:
Training objectives
On the job training
Off the job training
Training Objectives:
Training objectives are a short overview of the value to participants of a training program.,
course or session. Training objectives are typically presented at the start of training to set
expectations. Training objectives are the destinations that a training program design should
lead to. Objectives are the benchmarks used to measure the success of a training program
as they accurately describe what participants should be able to do at the end of the training.
Based on training needs assessment, training objectives sell the program to stakeholders.
People managers can understand exactly what your training program will do for their
employees. Objectives help managers understand what the training will and will not do.
On the job training:
On the job training is when an employee is training at the place of work and is doing actual
job. When training, employees are usually with a trainer or supervisor so that they can
ensure that the employee is working correctly. There are a number of methods that can be
used when training someone on the job. A common way is demonstration and instruction. A
trainer will show the new employee how to do the job and give them instructions so that they
can perform it correctly. another method of on the job training is job rotation. This involves
the movement of the trainee from one job to another. The employee will receive job
knowledge and will gain experience from their supervisor in different job assignments.
Coaching can also be used for on the job training. This is where the employee is placed
under a particular supervisor who functions as a coach in training the individual. The
supervisor will provide feedback to the trainee on their performance and offers suggestions
and improvements. Finally, the trainee can join a project team. This gives them exposure to
other parts of the business and allows them to take part in new activities.
Advantages of on the job training:
On the job training has a number of advantages. This type of training is usually more cost
effective as the employer doesn’t have to pay for any other resources other than the
employees that are already working for them. Training an employee in their own working
environment means that they can get familiar with the equipment that they will be using and
they are able to ask for help from other experienced colleagues. On the job training is more
productive. Employees can still work whilst they are training which boost the productivity of
the company. On the job training also boosts an employee’s confidence. As the training
progresses, the employee will begin to feel more confident which will allow them to work as a
higher standard.
Disadvantages of on the job training:
However, there are also some disadvantages. some trainer may have developed bad habits
that they may pass on to the trainee or the trainee may not be given enough time to spend
with the employee to train them properly, which could result in the trainee not performing
their job correctly. some trainers may not have all the skills and knowledge to train someone
properly and the training may not be done to a sufficient standard.
, Off the job training:
Off the job training is when trainees take training course away from their place of work. The
organisation may have their own training departments or the trainee may have to go to
external organisations to complete training courses. A method of off the training is day
release. This is where a trainee will be given time off work to attend a local college or
training centre so they are able to gain qualifications. Employee can also attend evening
classes so that the training doesn’t clash with their actual job. In some professions such as
accounting, a new employee may have to go on courses known as revision courses. Student
employees can be given block of around 5-6 weeks off on pre-exam courses to ensure that
they have best chance of getting good results. Another way of off of the job training is
sandwich courses. This where the employee spends the majority of their time at college
learning about the profession they want to pursue before they return to work. A popular
option of off the job training is self-study. Many employers offer computer-based training that
employees can complete when they are outside of work.
Advantages of off the job training:
If employees are to go to eternal organisations like colleges and universities, they are able to
receive specialist advise from trainers. It also means that employees are able to focus on
training and not be distracted by their work. By going to other organisations, employees are
able to mix with others employees from other business and share their experiences.
Disadvantages of off the job training:
A disadvantage of off the job training is that employee may not be motivated to complete the
external courses of there isn’t any push from their employees. Also, the information that they
get from these external courses may not be directly relevant to their actual job. Off the job
training is also more costly to a business as they have to pay for their employee to attend
courses, and employees may have to pay for examination fees and accommodation.
There are various methods that can be used to deliver training, such as:
Mentoring:
Mentoring is a way of training an employee. A senior or more experienced individual is
assigned to act as an advisor, counsellor, or guide to a trainee. The mentor is responsible for
providing support to the trainee and give them feedback. A mentor can guide a mentee to
find the direction and help them develop solutions to career issues. Mentors will share their
similar experiences to show their empathy to their mentee. Mentoring is an effective way of
helping people to progress in their career.
Coaching:
Coaching involves a supervisor supporting a trainee by imparting relevant knowledge and
skill to the trainee in order to make them perform their duties more efficiently.
Action learning:
Action learning is a development process. Over several months people working in a small
group, tackle important organisational issues or problems and learn from their attempts to
change things. Its basic philosophy is that the most effective learning takes place when
employees are faced with real problems to solve. Action learning can therefore enhance the
way in which people learn, drawing on actual practice and using the experienced of
members working together to apply new ideas to each members’ role.
Projects:
Projects are often given to a team of individuals to develop their skills. This could be a new
initiative or something that needs developing for the departments or the business. this can
prove to be developmental for employees as they are often getting involved in something
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