Assignment No: 02
Name of the An assignment on Training
assignment
Course Code: AMB-414(P)
Course Title: Organizational Behavior (Practical)
Date of Performance Date of submission
8/05/23 29/05/23
Submitted To Submitted By
Mr. Md. Nazmul Alom Tipu B. Sc. Ag. Econ. (Hons.)
Assistant Professor Group:B
Dept. of Rural Sociology and Development Id:1904017,1904018,1904019,1904020,
Faculty of Agricultural Economics and 1904021,1904022,1904024,1904025
Business Studies. 1904026,1904028,1904029,1904030,1904031
Session:2018/19
Level: 4
Semester: 1
Faculty of Agricultural Economics and
Business Studies.
Sylhet Agricultural University, Sylhet-3100
Name of the assignment: An assignment on Training.
Meaning of training
Training refers to the process of acquiring knowledge, developing skills, or gaining expertise
in a particular domain through systematic instruction, practice, and learning experiences. It
involves a purposeful and structured approach to imparting knowledge and fostering the
acquisition of specific abilities.
"Training is the systematic development of the knowledge, skills, and attitudes required by an
individual to perform adequately a given task or job." - Edwin B. Flippo
"Training is the process of teaching employees the basic skills they need to perform their jobs
or for developing additional skills and knowledge related to their current jobs." - Gary Dessle
"Training refers to a planned effort by a company to facilitate employees' learning of job-
related competencies. These competencies include knowledge, skills, or behaviors that are
critical for successful job performance." - Raymond A. Noe
"Training is a process that helps employees learn specific knowledge or skills to improve
performance in their current roles." - Saks, A.M., & Haccoun, R.R.
Elements of training
The elements of training refer to the essential components or aspects that make up an effective
training program. These elements work together to ensure that training objectives are met and
participants acquire the necessary knowledge and skills. The key elements of training include:
Training Needs Analysis: This involves assessing the current knowledge, skills, and
performance gaps of the target audience. It helps identify the specific training needs and
determines the focus and scope of the training program.
Training Objectives: Clear and specific objectives outline what participants are expected to
achieve through the training. Objectives provide a roadmap for the training program and help
in designing appropriate content and activities.
Training Design: This element involves designing the structure, content, and delivery methods
of the training program. It includes selecting the most appropriate training methods,
instructional materials, and resources to facilitate effective learning
Training Content: The training content encompasses the information, concepts, and skills that
participants need to learn. It should be relevant, accurate, and aligned with the training
objectives. The content can be delivered through presentations, demonstrations, case studies,
interactive activities, and other instructional methods.
Training Delivery: This element focuses on how the training is delivered to the participants.
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It includes the choice of instructional techniques, such as lectures, discussions, hands-on
exercises, role-playing, simulations, or online learning. The training delivery should be
engaging, interactive, and cater to different learning styles.
Training Materials and Resources: Training materials and resources support the learning
process and include handouts, manuals, visual aids, videos, software, and other tools. These
materials should be well-organized, accessible, and reinforce the key concepts and skills
covered in the training.
Training Facilitation: The facilitator or trainer plays a vital role in delivering the training
effectively. They should have expertise in the subject matter, strong communication and
presentation skills, and the ability to engage and motivate participants. The facilitator guides
the learning process, encourages participation, and provides feedback and clarification.
Participant Engagement and Interaction: Active participant engagement is crucial for
effective learning. Training programs should incorporate various interactive activities, group
discussions, case studies, and exercises that encourage participants to apply their knowledge
and skills in practical scenarios. Interaction among participants also facilitates peer learning
and the exchange of ideas.
Assessment and Evaluation: Assessing participant learning and evaluating the effectiveness
of the training program are important elements. Assessments can include quizzes, tests, skill
demonstrations, or real-life simulations. Evaluation methods, such as surveys, feedback forms,
or performance evaluations, help gather feedback on the training's impact, identify areas for
improvement, and measure the achievement of training objectives.
Follow-up and Support: Providing post-training support and opportunities for reinforcement
is essential for ensuring the transfer of learning to the workplace. This can include follow-up
sessions, coaching, mentoring, job aids, or access to additional resources to help participants
apply what they have learned in their job roles.
These elements work in tandem to create a comprehensive and effective training program that
addresses the identified needs, engages participants, and facilitates meaningful learning
outcomes.
Objectives of training
The objectives of training can vary depending on the context, but in general, training aims to
achieve the following:
Skill acquisition: Training helps individuals acquire new knowledge, skills, and competencies
relevant to their specific roles or tasks. It can include technical skills, such as programming or
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operating machinery, as well as soft skills, such as communication or leadership.
Performance improvement: Training is often designed to enhance individual and
organizational performance. By providing employees with the necessary knowledge and skills,
training aims to improve their ability to perform their job tasks effectively and efficiently.
Knowledge transfer: Training facilitates the transfer of knowledge from experienced
individuals or subject matter experts to learners. It ensures that valuable expertise and insights
are shared within the organization, enabling employees to benefit from the collective
knowledge and experience.
Behavior change: Training programs may seek to influence and modify individual behaviors
and attitudes. This can include promoting ethical conduct, encouraging teamwork, fostering
inclusivity, or developing a safety-oriented mindset, among other behavioral objectives.
Adaptation to change: In a rapidly evolving world, training helps individuals and
organizations adapt to new technologies, processes, or market conditions. It equips them with
the necessary skills and knowledge to navigate change, embrace innovation, and stay
competitive.
Career development: Training can serve as a means for individuals to advance in their careers.
By offering opportunities for professional development, organizations can help employees
enhance their skills, expand their knowledge base, and prepare for future roles or
responsibilities.
Compliance and regulation: Some training initiatives are driven by legal or regulatory
requirements. Organizations may provide training to ensure compliance with laws, regulations,
industry standards, or internal policies related to safety, data protection, diversity and inclusion,
and other areas.
Employee engagement and retention: Offering training and development opportunities
demonstrates an organization's commitment to its employees' growth and professional well-
being. It can contribute to higher employee engagement, job satisfaction, and ultimately,
improve retention rates.
Organizational alignment: Training programs can be used to align employees with the
organization's mission, vision, values, and strategic goals. By reinforcing the organization's
culture and promoting a shared understanding of its objectives, training helps create a cohesive
and focused workforce.
Continuous learning: Training fosters a culture of continuous learning within an organization.
It encourages individuals to seek ongoing development, stay updated with industry trends, and
It's important to note that these objectives are not mutually exclusive, and training programs
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often aim to address multiple objectives simultaneously. The specific objectives of training can
vary depending on the industry, organizational goals, and individual needs.
Types of training
There are various types of training that can be employed to address different learning needs
and objectives. Here are some common types of training:
On-the-job training: This type of training occurs while an employee is performing their job
tasks. It can involve shadowing a more experienced colleague, receiving coaching and
feedback, or engaging in hands-on learning experiences.
Off-the-job training: Off-the-job training refers to training activities that take place away
from the employee's regular work environment. It involves providing learning opportunities
outside of the typical job responsibilities and physical workspace
Classroom or instructor-led training: This traditional form of training involves an instructor
delivering content in a classroom or training facility. It allows for direct interaction, group
discussions, and structured learning activities.
e-Learning or online training: With the advancement of technology, e-learning has become
increasingly popular. It involves delivering training content through digital platforms, such as
online courses, webinars, virtual classrooms, or interactive modules. Learners can access the
material at their own pace and convenience.
Simulations and virtual reality (VR) training: Simulations and VR provide realistic
scenarios and environments for learners to practice specific skills or tasks. This type of training
is particularly useful for high-risk or complex industries, such as aviation, healthcare, or
military, where hands-on experience is crucial but may be challenging to provide in real-life
situations.
Mobile learning: Training delivered through mobile devices, such as smartphones or tablets,
allows learners to access content anytime and anywhere. It can include mobile apps,
microlearning modules, or gamified learning experiences.
Blended learning: Blended learning combines multiple training modalities to create a
comprehensive learning experience. It may include a mix of face-to-face sessions, online
modules, virtual discussions, and self-paced activities. Blended learning leverages the strengths
of each modality to enhance engagement and effectiveness.
Cross-training: Cross-training involves training employees in multiple roles or departments
within an organization. This helps broaden their skills and knowledge base, promotes
flexibility, and prepares them for new opportunities or potential job rotations.
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Leadership development: Leadership training focuses on developing the skills and
competencies necessary for effective leadership. It may cover topics such as communication,
decision-making, team management, strategic thinking, and conflict resolution.
Compliance and ethics training: This type of training ensures that employees understand and
adhere to legal and ethical standards in their work. It covers areas such as anti-discrimination
policies, data privacy regulations, workplace safety, and code of conduct.
Soft skills training: Soft skills training targets the development of interpersonal and
communication skills, emotional intelligence, teamwork, problem-solving, and other non-
technical competencies that are essential for success in the workplace.
Technical or job-specific training: Technical training provides employees with the
knowledge and skills required to perform specific tasks or use specific tools, equipment, or
software relevant to their job roles. It can include software training, machinery operation, or
specialized technical skills.
Diversity and inclusion training: This training promotes awareness, understanding, and
inclusivity in the workplace. It aims to foster a diverse and respectful work environment,
enhance cultural competence, and mitigate biases and discriminatory behaviors.
These are just a few examples of the types of training available. The selection of training
methods and approaches depends on factors such as the learning objectives, audience, available
resources, and the organization's culture and preferences.
Importance of training
Training plays a crucial role in organizations and individuals' development, and its importance
can be seen from various perspectives. Here are some key reasons why training is important:
Enhances job performance: Training equips employees with the necessary knowledge, skills,
and competencies to perform their job tasks effectively and efficiently. It provides them with
the tools and techniques required to meet job requirements and deliver high-quality work.
Improved job performance leads to increased productivity and overall organizational success.
Increases employee engagement and satisfaction: Offering training and development
opportunities demonstrates an organization's commitment to employee growth and well-being.
When employees receive training, they feel valued and motivated, leading to higher
engagement and job satisfaction. Engaged employees are more likely to contribute positively
to the organization, remain loyal, and strive for continuous improvement.
Fosters a learning culture: Training promotes a culture of continuous learning within an
organization. It encourages employees to seek ongoing development, stay updated with
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industry trends, and enhance their skills and knowledge. A learning culture supports
innovation, adaptability, and a proactive approach to personal and organizational growth.
Boosts employee morale and confidence: Training provides employees with the confidence
and competence to perform their roles effectively. When employees feel equipped with the
necessary skills and knowledge, they are more likely to be motivated and have higher self-
esteem. Increased morale and confidence lead to a positive work environment and improved
employee performance.
Addresses skill gaps and succession planning: Training helps identify and address skill gaps
within the organization. By analyzing the current and future needs of the workforce,
organizations can design training programs that align with their strategic goals. Training also
plays a vital role in succession planning by preparing employees for future roles and
responsibilities, ensuring a smooth transition and continuity in operations.
Supports innovation and adaptation: In a rapidly changing business landscape, training is
essential for organizations to stay competitive. It enables employees to adapt to new
technologies, processes, and market trends. Training programs can foster creativity, critical
thinking, and problem-solving skills, empowering employees to generate innovative ideas and
contribute to organizational growth and success.
Improves retention and reduces turnover: Providing training and development opportunities
demonstrates a commitment to employee growth and career advancement. This can lead to
increased employee loyalty, job satisfaction, and reduced turnover rates. Employees are more
likely to stay with organizations that invest in their professional development and offer
opportunities for growth.
Ensures compliance and risk mitigation: Training plays a critical role in ensuring
compliance with laws, regulations, and industry standards. It educates employees on legal and
ethical requirements, safety protocols, data protection, and other regulatory aspects. By
providing proper training, organizations mitigate risks, avoid costly mistakes, and maintain a
positive reputation.
Supports diversity and inclusion: Training can help create a diverse and inclusive workplace
by promoting awareness, understanding, and respect for differences. Diversity and inclusion
training can address unconscious biases, enhance cultural competence, and foster an inclusive
work environment where all employees feel valued and respected.
Builds a skilled and adaptable workforce: Investing in training helps organizations build a
skilled and adaptable workforce. It enables employees to acquire new skills, expand their
knowledge base, and keep pace with evolving industry trends. A skilled workforce contributes
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to organizational agility, innovation, and the ability to respond effectively to changing business
needs.
Overall, training is essential for organizational growth, employee development, and
maintaining a competitive edge in today's dynamic business environment. It benefits both
individuals and organizations by enhancing performance, engagement, morale, and the ability
to adapt to new challenges and opportunities.
Conclusion
Training is a vital component of individual and organizational development. It provides
numerous benefits, including improved job performance, increased employee engagement and
satisfaction, fostering a learning culture, addressing skill gaps, promoting innovation and
adaptation, improving retention rates, ensuring compliance, supporting diversity and inclusion,
and building a skilled and adaptable workforce.
Effective training programs incorporate key elements such as training needs analysis, clear
objectives, well-designed content, appropriate delivery methods, engaging facilitation,
interactive participant engagement, assessment and evaluation, and post-training support. By
incorporating these elements, organizations can maximize the impact of their training
initiatives and facilitate the acquisition of knowledge, skills, and competencies necessary for
success.
Investing in training not only enhances individual capabilities but also contributes to
organizational growth, competitiveness, and overall success. It demonstrates a commitment to
employee.
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References
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