Training is the Answer….But what was the Question?

Training is the Answer….But what was the Question?

Introduction

The main question or topic of this article is why a company needs training and what makes it effective. The writer Rob Rosner has beautifully written this article to assess the need of training in an organization. The intended audiences for this article are the organization's management and US trainings experts. The questions have the answers from the training experts. This article brings together training experts of United States to answer questions about what makes training effective. This article also debates at the issues that HR managers and trainers need to assess. The issues that are relevant to them are whether the HR managers and trainers are providing the right training to their employees. Are they evaluating the training effectively or not? Whether the hr managers and trainers are promoting training within the organization; if they are delivering the training in the best ways possible; and if they are matching training to the organization business needs. The article also advises on nuts-and-bolts questions about training, covering the mechanics of managing, delivering and monitoring training adequately.

Summarizing the Article

The article is written on the need of training. The article is addressing twenty questions in it. The article starts with the need recognition of training. An example of organization is given where the problem was that the employees were not giving performance adequately. But the training is not a fix to all kind of problems and it should never be seen as a quick fix. Specially in this case training is not the best solution, employees need motivation not training. For other problems, Organizations that keep comparing their selves with the industry leaders and try to follow their practices are wasting their time. In spite of following other the organization must find out measurable solution of problem and assess the performance over time.

Training can assist an organization to achieve its goal. First the targeted level of training must be set. The setting of target includes a business division, department, individuals or job specific. Once the target is set the organization must set the timeline and budget of the training. Without setting the time frame and budget for training, the training can adversely affect organization's performance. The training must be given to employees in a proper manner. The training can prove an interruption instead of investment if not given properly. Selecting the level of training, monitoring and evaluating the training is necessary. An organization cannot achieve its set training target without monitoring and evaluating the training. The selection process of training encompasses the selection of training, trainers, training content and a multidimensional training program. Every employee has not equal level of understanding that is why the selection process must be carried out carefully. The content must have some practical examples so that the participants can easily understand the underlying theme of training. The connection between organization potential opportunity or problem, and training must be ...