Key characteristics of organizations
The training program must incorporate role objectives, a clear schedule, organizational goals, and overall expectations of each position. The program must be the heart of the management practice at the company as the core of the HR management functions and HR activities such as recruitment, selection, and reward (Bulut & Culha, 2010). It must involve systematic activities that develop and improve trainees’ knowledge, skills, and behaviors to perform their duties, accomplish tasks and meet quality requirements at the organization. All the trainees must understand the purpose of the training program and how it will align their skills to match the organization’s culture and needs. Finally, the program must provide the trainees with the required comfort and motivation to participate and get motivated to engage and learn as much as they can in the program.
Key characteristics of individuals
Employees differ in many aspects. The training program has to factor in these differences to achieve the intended results. Those with a high possibility of successfully undergoing the training program demonstrate the ability to assess and initiate things independently, be detail-oriented, and be good problem solvers. They are also capable of creating good relationships with other team members. Trainability, motivation, and personality could be the crucial indicators of a successful training program. The trainees must also get partnered with tenured trainers to set the expectations.
Learning and individual differences
People have different methods of learning, and everyone has a different response to the learning curve. Some learners are visual, auditory, kinesthetic, and experiential. In the training program, it would be crucial to understand the preferred styles for each individual and align them with the training goals to speed up the entire process. For example, it would be essential to have a hands-on training program for the frontline workers.
Principles that enhance learning
The training program could employ the goal-setting principle. In this case, an individual who wants to develop themselves will do so, and this is different from someone unwilling to get better. It is the purpose of motivation in any training program; trainees must be willing to learn. It is crucial to set expectations and goals of the organizations to the trainee. More importantly, the manager needs to understand the trainee’s current goals as required by the organization. It could help prepare a training program that doesn’t stress employees but guides them to achieve their full potential in the organization. The process must have follow-ups and feedback to help build confidence among trainees and help them focus on the existing opportunities while sharpening their skills. The training program should strengthen employees’ skills for improvement could help the organization achieve its objectives.
Bulut, C., & Culha, O. (2010). The effects of organizational training on organizational commitment. International Journal of Training and Development, 14(4), 309-322. https://doi.org/10.1111/j.1468-2419.2010.00360.x