Validating smart objective employee performance input
to analyze the department, job, employees requirement, who needs training, what do they need to learn, estimating training cost, etc.The next step is to develop a performance measure on the basis of which actual performance would be evaluated.Training objectives are defined on the basis of job responsibilities and job description and on the basis of the defined objectives individual progress is measured.This model also helps in determining and developing the favorable strategies, sequencing the content, and delivering media for the types of training objectives to be achieved.
Making necessary amendments to any of the previous stage in order to remedy or improve failure practices.course material for the trainee including handouts of summary.This phase focuses on logistical arrangements, such as arranging speakers, equipment’s, benches, podium, food facilities, cooling, lighting, parking, and other training accessories.Models of Training Employees: Steps, Transitional and Instructional System Development Model! It should be repeated on a regular basis to make further improvements.Training is a sub-system of the organization because the departments such as marketing & sales, HR, production, finance, etc. Training is a transforming process that requires some input and in turn it produces output in the form of knowledge, skills, and attitudes (KSAs). The training should achieve the purpose of helping the employees to perform their work to required standards.