Best Practice in Staff Training Processes

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1. INTRODUCTION

People performance is a critical enabling factor that influences the potential of an organisation to achieve its objectives. Successful organisations ensure that they maintain an environment which enables the full potential of their people to be realised. They also ensure that they align their staff management objectives with the organisation’s objectives.

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Training is an important activity undertaken to ensure employees at all levels have the necessary skills to carry out their roles effectively and to ensure the achievement of the organisations objectives. Of fundamental importance is the identification of the value that training adds to the performance of the organisation.

Specifically this relates to how the organisation decides what training is needed by its staff, how the training is carried out, how the organisation evaluates the effectiveness of its education and training activities and what processes are put in place to improve the delivery and effectiveness of education and training programs.

The management of the organisation want to know:

  • what training is required
  • how training should be delivered.
  • how the training improves the performance of the organisation

Staff expect:

  • targeted and job related training (for now and the future) to equip them to meet the expectations of the organisation
  • defined outcomes as a result of training
  • quality assurance of training materials and delivery techniques
  • value for time spent in training

At the time of the writing of this paper, few organisations in the parks industry:

  • had a quantifiable means of measuring organisational performance outcomes
  • had measured the current competence of employees
  • had agreed arrangements in place to meet all their staff training needs.
  • had a formal strategy for addressing staff training so that maximum cost benefits are attained from training
  • had a quantifiable means of assessing the on-ground outcomes of staff training
  • are innovative with regard to methods of making training delivery more efficient
  • use training systems and expertise available in the wider training industry
  • had accurate costings relating to training (salary, training delivery etc)

Over the past 5 years there have been dramatic changes in the training arena. Many companies who once conducted their own training now recognise that training is not their core business and utilize the services of the fast developing training industry.

This move is in keeping with the Federal Government Training Reform Agenda, aimed at increasing the competitiveness of Australian industry on the international market. The main outcomes from this agenda have been the development of National competency standards and associated training curriculum for a number of industry groups.

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