Training Analysis

Training Analysis

The success of an organization in the market is significantly hinged on the quality of its employees. Organizations, therefore, strive to hire the best minds in the market to help them achieve their objectives in the market.   According to Cohen (2017), training enables organizations to improve the quality of their workforce constantly. Training enables employees to learn new skills that make them up to par with changes and innovations in their line of work. This paper addresses on the job and classroom training as the core methods used by Celero’s human resource department to improve their employees’ productivity.

Celero, a mid-size information technology company, leverages the crucial role or training in improving the quality of employees. The company operates in a competitive industry where success depends on the level of technical information possessed by the employees. To ensure it has a competitive advantage in the market, the company offers the several forms of training for its employees: identification of potential leaders among its workforce, analyzing of their abilities and conduction of training analysis on those abilities to determine areas such employees need to be trained on to improve their performance.

The company's human resource department offers such potential leaders training that boosts particular skill in their areas of weakness. Training analysis enables the human resource manager to identify specific tasks the employee is performing poorly at and design training activities geared towards improving the future leaders' performance in such areas. For instance, it offers free online courses that target to improve performance in specific tasks.  New managers are trained on how to use and navigate the company's official software. Such managers are also trained on product management to improve their efficiency in managing the company's products. The precision of the areas targeted by the training which stems from a comprehensive training analysis enables the company's training program to achieve its results of producing skilled and knowledgeable leaders.

The company also offers external training to help its employees advance their level of education. To achieve this, the company sponsors tuition fees for its employees who desire to advance their academic qualifications.  Even though this policy is expensive in the short run, it has over the years benefited Celero in the long run since such employees come back to the organization more empowered and versed in methods of developing competitive strategies.  The company, therefore, invests in the training of their employees with the expectation to achieve returns such as improved analytical skills and productivity. Furthermore, such trainings foster career growth which motivates the employees.

The company offers its training through two main methods: new employees are given in-house training to enable them to know the operations and the culture of the company. New managers are rotated through various departments in the organization to learn about the applications used to achieve various tasks. On the job training is Celero's preferred in-house training.  On the job training is not only cheap, but also gives employees hands-on skills. The company prefers this method because of its advantages. Secondly,   for current employees, the company employs the use of classroom training.

In conclusion,   Celero's human resource department is concerned about improving the quality of the workforce. It, therefore, offers both on the job and classroom training to its employees to increase their skills in an effort to boost their productivity and that of the entire organization.