Answered Essay: Organizations can avoid investing in training and development activities because it is difficult to quantify the ROI (return on investment).

Expert Answer

There are many organisations which are not inclined to have a constant training and development program as there is no fixed method by which they can determine the return on investment on these programs. Yet, there may be various incidents where the need of training can be identified by the manager .

. If the manager wants to impart the training to his team, he will be required to show the evaluation from various levels on which the main focus should be on validity, reliability and accuracy. The importance of training can be explained by the manager to the top management by briefing them about the time taken for acquiring new skills, money involved and the requirements of personnel for the new technologies, skill development of any new project. All this can easily be accomplished by having the constant training program so that the existing employees can be imparted with the new know-how.

Profit maximization and saving of money are the two ultimate goals of any business organisation and these firms also focus on controlling the project time. As a manager, the main responsibility lies in the ability to explain the importance of time and money saving with the help of training plans.

First before the Implementation Phase:

There are number of methods which can be used for implementing the training program. There are mainly two types of training methods namely cognitive and behavioral methods and both of these methods are employed for effective training and inculcating organizational values. .

The various cognitive training programs can be imparted with by written or oral form. It is mainly used to demonstrate the relationship between different concepts and facilitates the guidelines for improvement. The example of these methods are lectures, e-learning, discussion. Despite having the ability of improvement the skills, it cannot be seen as their strength.

Lecture Method: This can be seen as the oral presentation of any material. In this method, some lectures are given by the speakers and trainees listen to these and take notes of these information. The main advantage of this method s that a very large number of individuals can participate and lot of information can be imparted with little efforts.

Discussion Method: This method use for better understanding and common goal and improve verbal communication. The main advantage of this method is to have better understanding, mutual goals and improvement in verbal communication.

E-Learning Method: This can be seen as the latest training method in which different types of computer based technologies are used for imparting the training with the help of internet. The online materials can also be used for training purposes.

Facts about training:-

• Taking the feedback from the manpower related to their skills and what they expect.
• Determining the main objective of training plan and the reason for the conducting the training as most of the attainders take it merely as a time pass.
• Connect the performance in training program with the yearly appraisal program for creating seriousness.
• Once the training is over, the feedback from the trainees should be taken for analyzing the performance of the training program.

Once all these things are in place the significance of training program can be communicated to the top management by the manager. The cost and benefit method can be used by the organisation to determine the returns received on training. BCR method can be given as below:-

BCR = Program benefits / Program costs

(Sometimes this ratio is stated as a cost/benefit ratio, although the formula is the same as BCR).

In order to obtain the desired results, some kind of plans should be made by the management before the starting of the training:-

Program Assignment– Participant completes the assignment on the job.

Action Plan- It has rule and apply after complete training program.

Performance Analysis– Manger took responsibility to give feedback of each employee.

References:

• Woodruff, C. (2006). Coaching: A powerful catalyst for transforming performance. Training & Development Methods
• Horner, C. (2006). Coaching for the better. Training & Development Methods
• http://managementhelp.org/training/systematic/ROI-evaluating-training.htm