Further Training: Fulfillment of Demand for Training

The fulfillment of training needs follows a systematic process after their identification. Several steps ensure that training is effectively tailored to the organization’s and employees’ needs:

1. Formulation of Learning Objectives:
   Learning objectives can be categorized into three levels:

   • General: Broad and abstract objectives.

   • Broad: Less abstract and more focused objectives.

   • Detailed: Precise and concrete objectives, which are the most specific and measurable.

2. Determination of Target Group:
   The target group should be homogeneous, meaning participants should share common characteristics, such as educational level or specific training needs. It’s crucial to ensure that all eligible employees have equal opportunities to be selected.

3. Determination of Learning Content:
   Learning content should align with the learning objectives and may cover a range of areas, such as knowledge, skills, and behaviors that need to be developed.

4. Determination of Location and Time:
   This step involves setting the necessary time parameters (e.g., the duration of the training, breaks, start, and end times) and ensuring that the location is suitable, with the right acoustics and technology to support effective learning.

5. Determination of Learning Methods:
   Learning methods can be either:

   • Active methods: Where learners actively participate in the learning process.

   • Passive methods: Where learners mainly receive information without direct interaction.

6. Determination of Teaching Media:
   Different teaching media are employed, including:

   • Visual (e.g., slides, charts),

   • Acoustic (e.g., audio, discussions),

   • Audio-visual (e.g., videos, interactive multimedia).

7. Implementation:
   This is where the training is executed as a planned measure, following all the earlier stages of preparation.

8. Monitoring of the Training:
   The final stage involves monitoring the training’s effectiveness. This can be performed in two ways:

   • Economic monitoring: Evaluating the financial efficiency of the training.

   • Performance monitoring: Assessing the effectiveness in improving the desired skills or behaviors.

By following these steps, organizations can effectively meet their employees’ training needs and ensure continuous development in line with business objectives.