Essay on Employee Training and Career Development

1151 Words 5 Pages
Employee Training and Career Development Paper
Training and development programs help increase both morale and performance of the workforce. By adding job relevant training programs will send a message to employees that professional development is a top priority within the corporation. The initial and ongoing training of an employee assists to improve their skill set, learn new technology increases productivity, and job performance (DemandMedia Inc, 2012). New hire training starts during the first week of employment for set duration receiving orientation to continue training, and obtain managerial skills; after-sales service skills, communication development techniques, time management, organizational methods and strategies as well as
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Asking an employee to learn new equipment or systems may frustrate them making it difficult for employees to meet their requirements until they have a handle on everything, so there is a grace period or learning adjustment period. A proactive employers offer training prior to introducing new procedures or when they identify performance glitches increases morale, motivation, and productivity (DemandMedia Inc, 2012). “ADDIE”
The most common method of evaluation is the Analysis, Design, Development Implementation and Evaluation system otherwise known as “ADDIE.” Using a systematic development procedure ensures that the training created will ensure that it is concise and the necessary elements are there to validate that the outcome is achieved (Demand Media Inc., 2012.) Phase I: Analysis
The ADDIE system’s first phase is analysis. It is referred to as needs analysis. Learning and development area reviews the training request to establish the ultimate cause as to why there are glitches in employee production. The designer uses questionnaires, interviews, observations, and study materials to create a training solution. A thorough analysis will create a training method recommendation. This should include recommendations for non-training solutions, and an inclusive training program (Demand Media Inc., 2012). Phase II: Design
The design phase begins with learning objectives, assessment documents, content

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