In order for training to be effective, it must be coordinated with the company's
overall objectives. At the same time, it is important to design a training program that will allow employees to fulfill their personal goals. There are five steps that I would take to create an effective systems approach to training that recognizes both of these needs: make a needs assesment, develop instructional objectives, foster a learning environment, develop learning expectancies, and finally, develop a system to evaluate the training. These steps make up the systems approach to training, which has recently become popular due to its effectiveness.
As a human resource director for a new company, I would first assess the needs of both the organization and the person. To assess the needs of the new organization, I would conduct interviews with each department managerand the president. In the interviews with the new managers, they would identify the skills that an employee needs to perform his/her duties, called a task analysis.
This analysis would aid me in determining the content of the training program and hopefully gain the managers' approval. Next, I would interview the president of the company. He or she would tell me the strategy and mission of the company. It is important that the training program is tied into the organizational strategy. For instance, it would be unnecessary to train an employee in advanced computer applications when the organizational strategy revolves around relationship selling. Person analysis is also an important step, as I would not want to train an employee who is not capable of, or who already knows, the task.
Next, I would develop the instructional objectives, or desired outcomes, of the training program. This 'end to beginning' approach of setting the desired results before designing the program will provide a basis for...