Parents Seeking Education and Training †Free Samples to Students

Question: Discuss about the Parents Seeking Education and Training. Answer: Introduction In the contemporary competitive era of business-oriented organizations, training and development play a significant role in formulating the various operational processes of the organizations. In order to enhance the job performance and overall productivity of the individual/team, human resource management of the organization aims at efficient training and development. In the simple context, training and development can be defined as an educational program for the employees to productively utilize their skills by enhancing their overall efficiency. The implication of various upcoming new technologies, methodologies and evolving concepts are endowed to the employees through training and development, which potentially facilitates in meeting the loopholes of the organizational settings (Cascio, 2018). Along with this, it also enhances independence within the organization as a well-trained employee becomes acquainted with the job profile and requires less supervision. It also assists the organization in exploring the employee potential by putting them to various roles through training sessions, which will unswervingly lead to higher job satisfaction level within the organization (Goetsch and Davis, 2014). In this context, the proposed research report is undertaken to explore all the relevant factors of training and development in the organization. The primary orientation of this report is to crucially examine and assess the training and development needs from the organizational perspective. Training and development need program can be defined as an evaluation plan to examine what kind of training sessions are required to make the organization competent. Moreover, it also concerns employee's interest in learning.In order to meet the market requirements of the sustainable and competitive development of the organization, employees are expected to possess skills to perform a complex task with certain expertise in an effective, efficient and a protected manner. Training and development program of an organization can be considered as a performance improvement tool used when employees do not perform the tasks to a certain level of expected performance (Silberman and Biech, 2015). The current level of job performance and the expectation of job performance can be met using the policies of training and development programs. Potentially formulated training and development programs can help the organization in being competent with the market. The ever-growing industry changes every minute, therefore, it is obligatory for the organization to keep the employees updated with the latest market trends through training sessions. Along with this, incorporation of training and development needs will also act as a talent pool for the aspiring employees, who aim to seek quality training and development in the desired industry.Considering better training and development program in the operational process of the organization will also lead to increased consistency as it imparts constant knowledge and experience to the employee. Moreover, systematic training programs through trained instructors will result in shorter training sessions, which will make the organization cost-effective in all aspects (Adams, Derrick-Mills and Heller, 2016). Analogous alignment of such factors with organizational development policies will potentially bring affirmative attitude towards profit orientation by enhancing the effective decision making and problem-solving skills. The rationale for Training and Development Needs Assessment Training and development needs assessment program is a formulated practice of exploring the requirement and loopholes of training and development policy incorporated by an organization. It acts as an introductory forum for the training program. The foundation of the employee within the organization is firmly stabilized using the effective outcomes of the training and development needs assessment. The evaluation guideline of the assessment helps in exploring the target population for the training and development program. Moreover, it also devises the training module to impart the best learning among the trainees. In addition to this, consideration about delivering, outsourcing, purchasing or internally developing the requirements of various tasks, behavior, skills, and knowledge falls under the training and development needs assessment (Fine, 2014). In the simpler context, training and development needs assessment is a rational analysis of the existing training practices to the standard training practices. The comparative analysis of both the measures portrays the actual scenario by presenting the loopholes and drawbacks of the organizational operational practices. Moreover, it also facilitates the employees in enhancing their efficiency and overall productivity of the organization as they are endowed with well-formulated training and development program (Nolan, 2018). Overall, critical evaluation of the existing training and development programs identifies the business need, perform a gap analysis, access training options, account training needs and recommend training plans, which are adaptable for the overall and sustainable development of the organization. Needs Assessment Method In present work and business, environment employees are required to be skilled enough to perform complex tasks assigned to them by the organization that in turn could be efficient, safe and cost-effective for the organization. When the employees do not seem to be performing according to the expectation of organization, managers and human resource development team looks up to the method of training to seek performance improvement in their employees. However, training is not always an answer or some kind of fix tool that is the just answer for performance improvement and is an expensive procedure. Hence, before planning any kind of training programs the organizations take the first step of conducting training need analysis, which also helps the managers understand the performance needs ultimately resulting in an improvement in productivity, and quality of work for the organization. The method of needs assessment is a process that mainly comprises of data collection and information gathering. The data gathered and processed are specific to the information regarding employees' skills, abilities, and knowledge on the basis of which their performances can be formulated (Bachrach, Robert, Thomas, Green and Shostak, 2015). There are many methods of needs analysis some of them are, Organizational Analysis, Person Analysis, Work analysis and Training Suitability Analysis. The organizational analysis is an analysis of business needs or other reasons that demands training. This analysis deals with organization's strategies goals and objectives. On the other hand personal analysis deals with the potential of participants and employees working in the organization. This analysis is useful for selecting the candidates that needs the training to improve their performances. Work analysis, analyze the task and activities being performed and the requirements associated with it. This analysis is required to seek duties, skills, and level required to perform the job. Finally, the performance analysis is done to analyze if performance by employees fell below or above the expectations(Fine, 2014). The significance of Training and Development Needs Assessment The competence in the present workplace has made every organization very rigid and critical in analyzing performance from its employees. However, it is been noticed that with time the feeling of competence becomes passive in older employees and their skills degrade to the point of being obsolete. Therefore training needs analysis is required to align training needs with the business of an organization. Training and development need assessment is very significant in present time for organizations in many more ways. Such as it helps managers in identifying and addressing gaps in performances by introducing appropriate training practices. Training and Development Assessment are conducted to develop training that could help an organization in achieving their objectives. It is also used to determine the way in which skills, ability, and knowledge of employees can be further developed (Nolan, 2018). It provides managers with the insight to direct the training in such a way that it can be received by correct people at correct time and place. It helps organizations to be sure about the training program and choice of people to be trained. This is important as offering training to wrong people or of the wrong type can result in counterproductively. Training needs assessment can help managers identify objectives of training in advance which can become basic of evaluating training effectiveness. The analysts must make the assessment Specific, Measurable, Attainable, Reasonable, and achievable set in a particular time frame. Furthermore, the assessment reduces the risk of failure of training arrangements (Golden, Hager, Gould, Mathioudakis and Pronovost, 2017). Outcomes of Improper and Unplanned Needs Assessment If the training program is developed with improper, inadequate, unplanned or no need assessment at all it could lead to bad outcomes. Designing and developing training program without assessment or proper analysis and understanding of employees, conditions and performance gaps, business objectives, and needs the organization runs at high risk of wasting its investment in the training program as it runs on a high probability of being nonproductive and in worse case even can prove to be counterproductive. Training developed under unassessed conditions would lack focus and would make learners and trainers be frustrated and could result in too much of loss of time. Furthermore, the training could be used incorrectly as a solution to a performance problem, it could have wrong objectives, methods, and content. Developed training programs could appoint wrong trainees that dont even have basic skills, prerequisite skills or confidence needed to learn for a particular program. Training might not deliver expected learning, financial results or behavior change that the company expects ((Alcedo, Fontanil, Sols, Pedrosa and Aguado, 2017).Money organizing the training may be spent on training programs that are unnecessary and are unrelated to the companys business strategy. Recommendations There are certain recommendations that can be undertaken to implement proper and planned needs assessment. People must be given constant reminders about their performance as sometimes they lack performance because they are not aware of it, hence employees must always be presented with honest feedback. Employees need different tools, resources, and information such as a fast computer or supporting software or a clean office space to perform. Hence the resources are to be planned and provided to them for better results. Proper planning of workflow design is to be implemented so that employee performance could improve even with the limited availability of resources (Alcedo, Fontanil, Sols, Pedrosa and Aguado, 2017). Employees must be provided with motivation and recognition. When people seek employment at a certain place they are not only bothered by the money but also about the work atmosphere and scope of personal and professional growth. Therefore the simple act of recognition and motivation could lead employees to give their best output for the company. Finally, the performance of individuals can be improved by developing and improving the skill set and giving knowledge for the required work to the employees (Wallace, Undurraga, Blanton, Cleaton and Franka, 2017). Developing proper training programs that are focused and are developed after careful need assessment is highly recommended for improved employee performance and growth in business. Conclusion It can be concluded from the above literature that in present competitive era of business-oriented organizations, training and development plays a very important role in formulating different operational processes for the organizations. Further, the literature describes training and development to be an educational program for the employees introduced to them so that they could productively utilize their skills by enhancing their overall efficiency. It has been found useful due to the negative implication of various new technologies and methodologies along with evolving concepts that can be only made understood to the old employees through the medium of training and development, which potentially facilitates in meeting the loopholes of the organizational settings. However, there are multiple factors associated with training, therefore, training needs assessment is very important and have been discussed in detail. It has been concluded that with better training and development program the organization can also lead to increased consistency as it imparts constant knowledge and experience to the employee. Moreover, it was analyzed that training is not always an answer or some kind of fix tool that is the just answer for performance improvement and is an expensive procedure. Therefore, different methods are to be adopted to analyze and evaluate the correct training methods or tools to be used for ultimate profitable results. The literature in the article discussed the methods recommendations and hence finally concluded that developing proper training programs that are focused and are developed after careful need assessment is highly recommended for improved employee performance and growth in business. References Cascio, W., 2018. Managing human resources. McGraw-Hill Education. Goetsch, D.L. and Davis, S.B., 2014. Quality management for organizational excellence. Upper Saddle River, NJ: pearson. Silberman, M.L. and Biech, E., 2015. Active training: A handbook of techniques, designs, case examples and tips. John Wiley Sons. Adams, G., Derrick-Mills, T. and Heller, C., 2016. Strategies to Meet the Child Care Needs of Low-Income Parents Seeking Education and Training: Executive Summary. Fine, M.J., 2014. The second handbook on parent education: Contemporary perspectives. Elsevier. Nolan, R.W., 2018. Development anthropology. Routledge. Bachrach, C., Robert, S., Thomas, Y., Green, T. and Shostak, S., 2015. Training in interdisciplinary health science: current successes and future needs. Commissioned by the Institute of Medicine Roundtable on Population Health Improvement August. Golden, S.H., Hager, D., Gould, L.J., Mathioudakis, N. and Pronovost, P.J., 2017. A gap analysis needs assessment tool to drive a care delivery and research agenda for integration of care and sharing of best practices across a health system. Joint Commission journal on quality and patient safety, 43(1), pp.18-28. Alcedo, M.., Fontanil, Y., Sols, P., Pedrosa, I. and Aguado, A.L., 2017. People with intellectual disability who are ageing: Perceived needs assessment. International Journal of Clinical and Health Psychology, 17(1), pp.38-45. Wallace, R.M., Undurraga, E.A., Blanton, J.D., Cleaton, J. and Franka, R., 2017. Elimination of dog-mediated human rabies deaths by 2030: needs assessment and alternatives for progress based on dog vaccination. Frontiers in Veterinary Science, 4, p.9.