1.
Need Assessment:
Firstly HR department has to identify whether the employee need the training or
not. If same training is given to the
employee which the employee already got that will be wastage of money
and time of the company. Need assessment covers three things:
a.
Organizational analysis: It means
appropriateness of training. Gives company’s business strategy, resource
available for training.
b.
Person analysis: It involves whether performance
goes down due to lack of knowledge, motivational or work design problem.
c.
Task knowledge: It emphasizes important task and
knowledge, skills, behavior to be covered in training.
1.
Ensuring employees readiness for
training: It has to be
ensured that employees have the motivation and basic skills to take the
training.
2.
Creating a learning environment :
HR department has to create an effective learning atmosphere for their employee
during training so that employee can ask anything regarding training without
hesitation.
3.
Ensuring transfer of training: Transfer
of training means application in work area. The training idea what the employee
would learn they have to apply in their working area. And HR department has to
monitor it.
4.
Developing an evaluation plan:
Training program should be evaluated to identify program’s strength and
weakness. To assess whether content, organization and administration contribute
to learning and use of the training content on the job. To identify trainees
benefit. To assess financial benefit.
5.
Selection training method:
Training method has to be selected before giving training. There are several
methods such as presentation methods, hands on methods, group building methods.
6.
Monitoring & evaluating the
program: In last stage HR department has to monitor the overall
training program through getting feedback from employee and concerned
department and of needed make revisions in earlier steps.
