Strategic Training and Development Assessment survey on the Department of Defense Human Resources Department

STRATEGIES FOR TRAINING AND DEVELOPMENT SURVEY IN THE DEFENCE DEPARTMENT BY THE HUMAN RESOURCE MANAGEMENT

Introduction

Training usually implies the preparation for an occupation or for specific skills this involves the process of acquiring knowledge skills and attitudes for performance of a particular job or task Development usually suggests a broader view of knowledge and skills acquisition than training it is less job oriented than career oriented it is concerned more with employee potential than with immediate skills it sees employee as adaptable resources

Training objectives

The provision of

a pool of skilled personnel for the army

Improvement of existing skills

An increase in the knowledge and experience of employees

Improvement in job performance with resulting in productivity overall

Improved service to the public

Greater commitment of staff (i .e . increased motivation

Increased value of individual soldiers knowledge and skills , and

Personal growth opportunities for employees

Strategies used for training and development in the armed forces

Identification of a training need is very important and a training need is any shortfall in terms of solders knowledge , understanding , skill and attitudes against what is requires by the job or the demands of organizational change

Use of appraisal

This method is most popular because it utilizes existing records . This records an employee 's job performance , usually completed following an annual interview with the superior

The objective of using appraisal form is

To identify the current level of job performance

To identify employees strengths and weaknesses

To identify training and development needs

To identify potential performance

To provide the basis for salary review

To encourage and motivate employees

To provide information for manpower planning purposes

There are four main options which are used in scaling the performance appraisal and these are

Linear or graphic rating scales- Here the appraiser is faced with a list of characteristics or job duties and is required to tick or circle an appropriate point on a numerical , alphabetical or other simple scale

Behavioral scales- The appraiser has a list of key job items against which are ranged a number of descriptors or just two extreme statements of anticipate behavior , e .g . leadership , initiative , decision making ability , etc

Results /target set- The appraiser emphasizes in the employees role in sales , delivery , staff performance , market share

Free written reports- Appraiser write essay type answers to a number of questions set on the appraisal document

Internal methods used in an organization

Job rotation

This is usually instituted within a department , within a company . The purpose is to improve the employee i .e . from managers to other staffs understanding of jobs other than his own and provide a specific experience which will equip him or her for promotion . Short periods in different departments is widely used for induction especially of university graduates , this however leads to a high labor turnover . This period is so short , hence the trainee is unable to feel a sense of responsibility as he or she is not answerable for the result of his decision

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