2. The systems approach to training and development suggests that there should b
ID: 444422 • Letter: 2
Question
2. The systems approach to training and development suggests that there should be at least four or five specific steps in the process. These include:
1.An analysis of the needs of employees.
2. Designing of the training experience.
3. Development of the materials needed for the training and development process.
4. The implementation of the training and development experience.
5. An evaluation of the ongoing improvement.
In a short 1-2 page essay discuss and evaluate each of these processes and state why each process is important to the training and development process.
Explanation / Answer
Training and development should follow a systems approach. It starts with the analysis of the needs of employees. Needs of employees are determined in terms of what they need to learn. This can be assessed and evaluated by analysing the knowledge, skills, and behavioral requirements of each job. It also includes assessing the level of competence of employees to perform a job. Proper and correct analysis will help in development of apprpriate training modules.
The second step and third step are designing of the training experience and development of materials. These methods decides on the strategy that will have to be implemented to meet the training needs. It includes designing of courses and modules, teaching methodologies and sharing of learning material with the trainees. Design of the training experience is usually custom made to suit the requirements of a particular situation and meet the specific objectives of the groups undergoing the training.
Different training methods can be used. They are: lecture, discussion, case study, role play, brain storming etc.
The training experience and the materials should lay emphasis on important and key learning points. Designing of training experience and development of the materials are very important to the entire process. These 2 steps determine the effectiveness of training and its impact on employees.
The fourth step is the practical application and use of the materials and tools as developed in the second and third stage to meet the needs of the employees as determined in the first step. The implementation should help in creating an enriching learning experience for the employees.It should also help the employees to learn new skills and/or upgrade existing skills.
The last step is the evaluation of the ongoing improvement. Evaluation of the following will be done - quality of the training provided, resulting improvement in perfromance of the employees and practical worth of the training. This step is also very important and can be used in future for further improvements in the process.
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