You Are What You Learn

“I have never let my schooling interfere with my education.” – Mark Twain

Training is the “level” hand tool in your human resources toolbox. It enables employees to rise higher by gaining knowledge and be even with other staff. Staff who receive training feel appreciated, which leads to satisfaction and retention. But training, like every other function in HR costs money. Thanks to the Internet, there are many more methods of training delivery today. Some common methods are lecture, discussion, e-learning, seminars, workshops, conferences, apprenticeships, computer-based training, cross-training, webinars, on-the-job training, mentoring, coaching, simulations, case studies, self-study, role plays, etc. The most popular training program in companies is onboarding, which includes orientation and workplace socialization.

Assessing the Needs of the Learners

Who should be trained? And on what? Where are the gaps in knowledge?
The methods of assessing training needs include surveysinterviews, performance appraisals, established goals, observations and supervisory recommendations. Once the needs are determined, plans can be made to design and deliver training at the level appropriate for the audience.

So How Do We Transfer the Learning into Knowledge?

Choosing the method and selecting the trainer are core training processes to perform following the determination of what needs to be taught. Method choices are decided based on timing needs, method costs, trainer availability, learner capacity, space constraints, and experts available. Another consideration is time away from work, paid or unpaid, and coverage of duties of the job while in training. Doing a comparison is needed followed by a recommendation on delivery.

Benefits of Training

Company benefits include attracting and retaining employees, reducing risk, improved productivity, better customer service, upgraded safety skills, enhanced morale, positive company reputation and much more. For the employees, benefits include acquiring new skills, improving eligibility for promotions, feels of appreciation, higher motivation and self-esteem.

Evaluation of the Training

Engaging in training activities is valueless unless you evaluate the outcomes. Through a formal evaluation process, questions are asked of the trainees: opinion on the training content and methods used; was this a good use of organization dollars; likelihood of your performance improving; suggestions for process improvements. Donald Kirkpatrick is the “father” of training evaluation research and development. Donald Kirkpatrick is Professor Emeritus of the University of Wisconsin in the United States and is a past president of the American Society for Training and Development (ASTD). He created the highly acclaimed “four level” model for training course evaluation based on reaction, learning, behavior and results.

Measurement is part of every function in human resources, and in training, the goal is to assess short-term and long-term retention and practical application of the knowledge, skills and abilities learned.

Additional Materials

How to Conduct a Simple Training Needs Assessment

The Knowledge – Janet Jackson

ASSIGNMENT:

Read about the common methods of e-training and related examples. In a 2 – 3 page report, explain at least three e-learning methods and give an example of how each can be used in Human Resources. Incorporate into your report the current e-learning hot topic in human resources and training; gamification and give one example of how HR can use gamification. Conclude with if you think gamification can take training to the next level.

This paper should be 3 pages of complete content (cover page and reference page are separate) and have in-text citations. The paper will be in APA style (both in formatting the paper and reference page). One scholarly article as a minimum should be included in the paper.