How Model of Training Processes Serves as a Problem Solving Tool

Describe how the model of training processes serves as a problem solving tool. Include a brief explanation of each of the five phases.

Model of Training Processes

The model of training processes mainly serves as a problem solving tool known for introducing aspects of critical thinking which is fundamental when seeking to determine its overall applicability within a complex organizational framework. It is also through this process that training is regarded as an integral solution to performance problems which may be plaguing an organization at any moment. The model of training process also relies on an elaborate cost-benefit ratio when seeking to identify an appropriate solution to any given problem facing individual employees within the workplace environment (Nadler & Nadler, 2016). Thus, training becomes a solution whose execution is conducted in five distinct phases to improve outcomes.

The five phases of the model of training processes

  • Analysis phase: The analysis phase is the foremost step in the model of training process during which an elucidation and determination of needs is conducted. It is also during this phase that performance gaps become apparent before tracing their origin. Appropriate training is also identified and priorities ultimately determined.
  • Design phase: During this stage, operational and organizational appraisals use data collected during routine training needs analyses to develop suitable organizational objectives. It is also here that dynamics within the training program are expounded and major factors supporting the training process.
  • Development phase: This phase involves the creation of a fitting instructional approach as per specific training objectives. Structure and time are particularly invaluable during this stage since they play a crucial role within the training program. The development phase, therefore, ensures that initial training objectives are realized.            
  • Implementation phase: Outputs identified during the development phase become crucial during the implementation stage. This is because they are utilized as inputs with the main aim of achieving specific organizational outcomes which consequently improve its overall standing.
  • Evaluation phase: The evaluation phase represents the last stage of the model of training processes where process and outcome evaluation are conducted. This headway allows trainers to determine the level of progress made and whether initial training objectives have been attained. The evaluation phase is integral, especially when seeking to identify prevailing challenges and fitting corrective measures.
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