HR Management Essay: Training Strategies

Q1. How to summarize need for training and development

The current work atmosphere such as Costco Wholesale requires the workforce to be skilled in undertaking complex tasks in a safe, efficient, and cost-effective manner. In Costco Wholesale, identification of training needs is the first step that can be taken. A successful training will point out the firms that need training and the kind of training they require. It aids in putting the training resources to good use. Designing the training plan and learning objectives, which include indicating the learning objectives that learners should accomplish, is paramount. Finally, developing training activities and implementing the training program follow subsequently (Melby & Hulme, 2013).

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Q2. Measuring of training effectiveness

Measuring the effectiveness can be done in various ways. A firm may use performance evaluation. For instance, a company may come up with a target for improvement and develops corresponding training. The company can compare it with the target rate after the training. An equal or exceeding measurements implies effective training (Milhem, 2014). Visual confirmation that involves implementing of technology also measures the effectiveness of training. Besides, skill assessment and analytical investigation measure effectiveness of training and it involves assessing the skills of employees before training and after the training (Milhem, 2014). In the case of Costco Wholesale, I believe skills assessments and analytical investigation. It is because this strategy identifies specific areas where training is needed. Hence, it will be easy for the company to gain the general concept of learning success.

Q3. Training technique

In Costco Wholesale, on the job training is used to train the workers. A more experienced employee in the management often instructs the employees. The good thing about this method is that it has helped the workers to learn their different tasks in an actual condition that motivates them to learn. It is also less expensive for the company, and the trainer has always been taking a keen interest in the training program to ensure that both the company and the workforce benefit fully. Despite the effectiveness of the strategy the company can improve on the training program by incorporating seminars and team discussions. It will help in identifying areas that need training hence making the training program more effective.

Q4. Training process

Establishment of a needs analysis: Costco identifies activities that justify the need for training. It may be, and it is done through interviews, or surveys. Development of program and manuals: It involves developing current job descriptions and standards (Cascio, 1986). Costco develops clear and concise job descriptions so that they can serve as a training toll that can be utilized in identifying timelines. Delivery of the training program: it involves delivery of the training program. After the trainers are designated, training is chosen to kick start the training process.

Evaluation of the training program: It is at this stage that the profitability of the training is assessed. Pre and post surveys are used to get the comments of customers, and this step is essential as it indicates whether the training and the trainer are effective (Cascio, 1986).

Q5. Needs assessment

Training needs easement is a procedure that diagnoses tools or examining the kind of training that will take place. According to Rossett (1987), the survey collects information to determine the kind of training needs that should be developed to aid the workforce and the company to accomplish their objectives and goals. In Costco, training needs assessment looks at the staff and organizational skills, knowledge, and abilities to point out gaps of the need. After identification of the need, objectives are developed to wind up the training. The formulated goals form the criteria that used to measure success and utility.

References

Cascio, W. F. (1986). Managing human resources. New York, NY: McGraw-Hill.

Melby-Lervag, M., & Hulme, C. (2013). Is working memory training effective? A meta-analytic review. Developmental psychology, 49(2), 270.

Milhem, W., Abushamsieh, K. (2014). Training Strategies, Theories and Types. Journal of Accounting, Business & Management, 21(1).

Rossett, A. (1987). Training needs assessment. Educational Technology.