Training and Development

Efficient, effective and safe execution of the plan requires the organisation to possess people with the appropriate skills, knowledge and experience. When deficiencies exist, these need to be addressed through either recruitment or training and development activities.

Training and development are similar but not identical activities.  Training is a deliberate action to facilitate the learning of skills, knowledge and/or behaviour required by the current job.  Developmental activities tend to focus on preparing employees for future career progression or changes in role requirements.  Developmental activities are more likely to be voluntary.

Designing and implementing successful training and development programs involves the following steps:

Conduct Needs Analysis

Define who needs training, and in what, by analysing the gap between required and actual skills, knowledge and experience.  This needs to be based on an understanding of the strategic and tactical plans, and the work required to achieve them.

Select the Training / Development method and provider 

There are a broad range of training and development activities including:

  • Formal classroom-style training.
  • Facilitated discussions.
  • On-the-job training and coaching.
  • Simulations / role-play exercises.
  • Mentoring.
  • Team-building / adventure learning activities.
  • On-line, correspondence or self-paced learning.
  • Feedback from colleagues.
  • Job rotation / acting-positions / new job experiences.

In order to select the most appropriate method, consideration needs to be given to the purpose of the training, the capabilities of the trainees, and the cost in both dollars and time.
 
Create learning environment and prepare employees

  • Communicate the purpose of the training, and why it is needed. 
  • Sell the personal benefits to the trainees to increase their motivation to learn. 
  • Ensure the trainees have the basic capabilities to undertake the training (eg cognitive ability, computer skills etc).
  • Communicate the learning objectives so that the trainees are clear about what is expected.
  • Ensure trainees have the support of peers and manager to complete and implement the training.

Encourage application of learning

Trainees are more likely to put their learnings to use if:

  • They have immediate opportunities to practice the new skills.
  • They receive support and provide positive feedback from peers and management. 
  • There is follow-up training or on-going coaching / mentoring.

Evaluate program effectiveness

Training programs should be evaluated based on the skill level attained, trainee perceptions, and the implemented results.