Handbook of Human Resource Management Practice

Good for beginners,students,professionals,general public,contains management definitions,introduction,and process.includes organizational behavior,leadership,motivation,group dynamics,communication,stress management,interpersonal relations,personality development.HRM Planning,Recruitment,selection,job analysis,job enrichment,induction,performance management,training & development,training need analysis,industrial relations,health and safety,welfare and benefit,HR reports,conflict management

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Monday, October 12, 2009

SETTING TRAINING OBJECTIVES - WHAT ARE THE TRAINING OBJECTIVES

Training objectives are some kind of statements of what training is expected to achieve at the beginning. Setting training objectives must be in according to SMART theory; because of the training is one of important function in human resources management and also it is a costly process. So the training objectives should be expected level of an employee by employer.

Identification of the training needs correctly is most wanted thing for setting training objectives. For setting training objectives, there can be done some of analysis of employees. This also is important to the designing of the training programme. An employer can do a task analysis, fault analysis and skill analysis at the beginning of setting training objectives. Task analysis is a systematic analysis of the behaviour required to carry out a task with a view to identifying areas of difficulty and the appropriate training techniques and learning aids necessary for successful instruction. By task analyzing there can be identify what kind of difficulties the employee is facing while doing the given task. Where the incidence of errors of faults in a job can be fairly high, the faults analysis method can be useful for identify the actual faults. Identifying the faults and the frequencies of faults are doing important job on the setting training objectives. Maybe the most common method of analyzing the skills required in work of a non-supervisory nature in industry or commerce is that known simply as skills analysis. There has a good potential to identify skills and abilities by skill analyzing. Knowing of skills of an employee is important to set objectives on trainings.

As a major function of human resources management process, training and development is giving higher contribution to the organization when recruiting new employees to organization. After recruit new employee, training programmes are important to induction part of HRM process. Not only for the induction of HRM has process, but also for other parted of the process, such as performance appraisal etc. When establishing training objectives these kinds of specific things should be conceder, as same as other things.

In setting objectives of training, is depends on the organization. It may differ from an organization to organization. In an organization again the objectives are basically depends on its vision mission and corporate objectives. These have to achieve without any argument. But in operational level, there can be identify most of times employees makes lots of mistakes because the lack of training. Even they are highly paid, highly motivated people; this can not be decrease in large amount. For these types of situations are the indicators of the training needs and the training objectives. Training objectives are should be achieves and fulfill training needs of an organization. Also training objectives should have a power of motivation. Otherwise if the training objectives make stress on the employee, then the out come of training may not be achieves the objectives..

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