There are many ways to provide training such as on the job training and off the job training and off the job training, whether training will occur in the classroom.
Through electronic systems or in the workplace. A large number of alternatives for imparting training for addressing competency gaps need to be generated keeping in view the strategic and performance goals that would be advanced by training.
Then, the cost and benefits are to be assessed for selecting the most appropriate approach.
Also, the consequences of strategic and performance goals are to be analyzed if training is not conducted.
Thereafter, the business case for the selected approach is to be built.
Developing Employee Training Strategy
Developing training strategies, which support the achievement of business strategies involves.
- Analyzing and identifying corporate and occupational training needs.
- Developing proposals on how these needs should be satisfied.
- Preparing plans and budgets for training activities.
- Identifying external training resources, selecting external training providers, specifying what is required from them, and ensuring that their delivery of training meets the specification.
Main Areas of Employee Training Philosophy
The employee training strategy is depicted below:
Formulation of the training strategy is impacted by the philosophy of the organization expresses the degree of importance it attaches to training.
Organizations with a positive training philosophy understand that they live in a world where effectiveness is achieved by having higher quality people than other organizations employ, and that this need will not be satisfied unless they invest in developing the skills and competences of their employees.
They also recognize that actual or potential skills shortages can threaten their future prosperity and growth.
In hard economic terms, these organizations are convinced that training is an investment that will pay off.
They understand that it may be difficult to calculate the return on that investment but they believe that the tangible and intangible benefits of employee training will more than justify the cost.
The main areas in which such a philosophy should be developed are the following:
1. Strategic Approach to Training
This takes a long term view of what skills, knowledge, and levels of competences employees of the organization need.
Training must be relevant to identify appropriate training needs.
3. Problems Based
Training should be a problem based on the sense that it should be planned to fill the gaps between what employees can do and what they need to do, now and in the future.
4. Action Orientated
Employee training philosophy should stress that training exists to make things happen, to get employees into action, and to ensure that they can do things they are doing now better or will be able to do things that they could not do before.
5. Performace Related Training
A performance-related training philosophy involves training specifically for performance and competence requirements.
6. Continuous Development
Learning is a continuous process and therefore, a policy of continuous development should be pursued.