Training is a huge aspect for any organization, this is a way for employees to gain aspects of the organizations goals and an opportunity to learn more about the organization with which the work. The strategic training of employee’s model has many familiar aspects that employees commonly reference. There are many constraints and training content for employees to become familiar with, constraints are as obvious as the training content, in some situation these should be expressed in a clearer form for the employee. But, overall the article discussed how strategic training is vitally important to any employee within any organization.
It is important for the content of the training to be pre-determined for more utilization. The better planned the training is the more effective it will be of a asset to the employee. It talked about how training should be balanced, being that their shouldn’t be too much training on any one subject or too little training for a lack of maximizing the content of the training.
Another key issue in the article would be the foundations of how the strategic training employee model actually functions. The concept is also call the STEM, which is the Strategic Training of Employees with this concept, or model this assists and develops a direct link to the training and the employee, which develops a “chain link” to the employee and their workplace. This model helps the employee realize the focuses from them to their work and how the training directly relates them.
One of the most important aspects and points would have to be the implementation, feedback, and evaluation of the training. Training is a invaluable tool that employees use and the implementation is vital to how the training will be conducted and how effective it will be. The feedback is a tool that the trainer uses to document any changes that may or may not help the training in the future for others that will receive the training. Evaluations assist the organization to know if the training was helpful and if so in what way was it helpful, many times details are asked of the trainees to find out if the trainer was able to enlighten them with any new information.
These concepts and others may be used by my particular organization in many different ways. To start off my organization could benefit from getting away from the historical way of training. Currently, we train in a lecture form, and it isn’t a very creative way to training. The implementation, feedback and evaluation is a vital part and if my agency took this aspect we would be able to increase our training ability and employees would get what they deserve, which is a great and informative, not to mention interactive training session.
References:
1. Jeffery A. Mello. Strategic Human Resources Management, Second Edition. Mason: South-Western Cengage Learning, 2006.