Role of Training Professionals in Todays Businesses - Research Paper Example

 Role of Training Professionals in Today’s Businesses Executive Summary The report includes the role of training professionals in implementing innovation and change. It highlights the viewpoint of the senior management and the mistakes often committed by the management. The purpose of the report is to make the management understand the significance of the role that a training professional plays in innovation and change and assists them to take appropriate decisions. The results show that the senior people are reluctant to involve training professionals in their work which is a drawback for them and that the professionals are successful in bringing change in a structured way. It is recommended that training professionals must redefine their role to not only develop programs but also they must facilitate and monitor training and encourage people to share information and knowledge. 1.0. Introduction . The role of Training professionals’ has altered in modern times with the steady swing from trainer-centered instruction to a learner-centered approach where individuals are more responsible for their own learning. Professionals may adopt different roles according to the requirements of the individuals. 1.1. Overview of Task The task comprises of the various roles of a training professionals’ and its implementation in recent times, the dynamic changes in the economy and the various views of senior management on training and their mistakes. It also includes the diverse approaches adopted by the training professionals to deliver change and innovation and their interpretation. 1.2. Report Purpose and Structure The purpose of the report is to aid the senior management to make correct judgment and the need for professionals in training and development within a business organization to accomplish a desired result. The structure involves various roles of training professionals and their procedures to implement change and innovation in an organization. 2.0. Training Professionals’ Role Trainer’s apparent role is as deliverer so the main responsibility to obtain is presenting. They additionally convey training requirements of the individual, constitute training programs, plan and synchronize the resource required, estimate the training program, keep records and identify training needs, create training calendars, receive feedback and evaluate the training effectiveness. When training department accomplishes any work, they design programs, provide skills training and course content and observe the employees’ implementing it in their work. This as a result is a waste of time and money but the training professionals can help to avoid this by providing guidance to the management for implementation of best practices in the organization.(Jackson and Mathis, 2010 pp.252 -278; Pont,2003 pp.13) 2.1. Role of training professionals in today’s businesses, to deliver innovation. The various role of training professionals have in delivering innovation are as follows:- Assessment of Training Requirements Training needs can be assessed by analyzing the organization, task and the individual. Organizational analysis depends on the impacts of environment and change in economy, technology, organizational goals, resource availability, work culture and work force. Information required for the analysis are organization’s goals, the mission and vision statement, staffing, delegation, appraisals, skills inventory, financial report and various liabilities and expenses. Task analysis provides information about the job, capabilities, attitudes and abilities to perform effectively. Sources adopted for it are analysis of KSA (knowledge skills and abilities), performance, operating problems, and performance standards. Individual Analysis determines the training and performance of the employees. Such analysis is done by evaluating interviews and surveys conducted on the employees, and the problems associated with their performance. (Jackson and Mathis, 2010, pp.252-278; Rae, 2000 pp.9-13). Training Programs: Different training programs are done through internal and external training. Internal training comprises of informal training which occur through interactions and feedback among the employees and on the job training occur during the work in relevant to what the employees do. External training comprises of outsourcing, govt. supported training and educational assistance programs. (Jackson and Mathis, 2010, pp. 266-273) Planning: It’s important to plan, organize, and coordinate before implementing the training programs for achieving better results. (Jackson and Mathis, 2010, pp. 252-278) Training calendar: It is also important to prepare and keep records in the training calendar weekly, monthly and yearly which contains various details about training events, proposals, schedules for routine reference. 3.0. Senior leaders’ view of training The senior leaders are aware of the upcoming change and make their own decisions and then they approach the training department to enquire about the training, generally in an absurd timeframe. Repeatedly, senior leaders instigate initiatives on issues arising from sales to systems; consequently they fail to generate desired results which relate to many sales force software projects and corporate mergers. When managers are promoted to senior positions they think that they have seen the vision, allowed the budget, strategy, provided the financial targets and deadline to a team. Then within a short time span slides, documents are prepared and the training department are asked to train the people to complete the work In the same way if the salesperson have failed to fulfill their targets then the department is asked to arrange classes on negotiation skills. (Miller, 2010, pp.54-58) 3.1-3.3. THREE (3) common mistakes of senior leaders Senior leaders commit three serious mistakes which are as follows: Firstly, leaders suppose that professionals will answer if they are approached, so they direct change the same way as ordering in restaurant, issuing pronouncement and frequent exhortations. Secondly, leaders feel that they are enough aware of the organization, the individuals of their companies and the techniques of managing change to achieve results. Thirdly, very least focus was given on the performance barriers which as a result may fall behind and spoil their change program. (Miller, 2011, pp.54-58) 4.0. Approaches to change by training professionals Training professionals initially gain knowledge of about the company’s structure ,goal, vision and mission, services and products offered, likely impact of change on the employees, area needed to be improved and accordingly formulated the plan and took decisions for implementing change (Miller,2010, pp.54-58) 4.1-4.4. FIVE (5) approaches that training professionals employ to assist their organizations to deliver change. The following are the approaches to assist for delivering change:- 1. Clarification of the request of the senior team and their investigation into the outcomes they are looking for, the need for change, the time horizon, the time for the impact of the change, the champions and the people working on it. 2 Building the clear cut vision and working with senior members is important in order to eradicate the vision that is not expressed. Stoneham believed that the important part is to set a vision, design it and then execute in the structure 3 The next approach is to plan the goal and make attempt to implement it. If the said goals cannot be achieved then a new set of goal is structured. But if the training team is involved in the early stage then they could have planned better change variables and approaches. 4. The training professionals viewed training in a broader sense rather than making it only a medium of communicating and change to provide an environment of training. So they worked with internal team to develop marketing plan for improvement. Stoneham cited the example of her own organization in which the training was involved at the initial stage which brought self-confidence amid the workers. 5. Senior leaders should be helped to be visible, manage their time, procedure to get the best leverage from the participation and then provide them with tools if required. (Miller, 2010, pp. 54-58) 5.0. Recommendation Innovation and change are such concepts which affect a lot of people in an organization. To implement a change the employees should not be resistant to change and because of advancement of technology, change is a crucial part in an organization. Senior management should involve the professionals in their structure of the organization to help them achieve their organizational goals 5.1. Recommend the types of training professionals required to deliver innovation and justify your preferred choice Training professionals need to deliver innovation, they should be business savvy they should understand the structure and culture of business and then plan and execute the proper training programs. They should utilize the language of business and should have proper interaction with the management regarding the outcomes they want to achieve; so that best practices can be implemented. REFERENCES Mathis, R. L, Jackson, J.H., (2010), Human Resource Management: USA: Mason: Cent age learning Miller, N (2010), ‘Leading workplace innovation and change: brave new role’, T+D, vol. 64, no. 6, pp. 54-58. Miller, N. (2010), ‘Leading workplace innovation and change: brave new role’, T+D, vol. 64, no. 6, pp. 54-58. Retrieved on August.2011 from http://www.allbusiness.com/company-activities-management/company-structures-ownership/14670127-1.html Pont T, (2003), developing effective training skill, London: CIPD House Rae, L, (2000) Effective Planning in Training and Development, London: KOGAN Page Publishers Read More