Training Exercise
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Training Exercise
Analyzing an organization before embarking on any development plan is very important as it helps to be aware of any limiting factors which may come along. The benefits of undertaking this analysis are identifying the company’s strengths and weaknesses (Ballaro & Polk, 2017). To ensure the training exercise is effective, it must be fully supported by its strength as it gives room for expansion. However, some of the weakness which may interfere with the development exercise is noted and given outline how to minimize their impact to increase the training effectiveness.
The most important barrier encountered during the exercise is a conflict between the workers and managers in time management. Many companies tend to concentrate so much on production, and they would prefer holding training exercises at a different time rather than during working hours (Larsen, 2017). However, employees feel dissatisfied as they also need time to spend with their family and do other personal activities. Therefore, using the employee time when they are supposed to be free to introduce training sessions is a major barrier that mainly results in the exercise’s failure.
Another barrier that creates room for the organization to improve is training which is not relevant. The employee may be bored by so much training which they think is not relevant in whatever they are doing (Larsen, 2017). Another thing that may make workers feel the exercise is irrelevant is using the same training design repeatedly until they lack the sense of doing it. This acts as a great barrier to planning the actual exercise, especially when held by the people responsible for planning the session. All these issues tend to make the whole process difficult hence act as obstacles.
By analyzing these factors, it signals the organization’s room for potential growth. This is because the barrier identified can be rectified through effective organization management to achieve growth (Sartori, Ceschi & Tommasi, 2018). Determination of the needed growth was achieved through inquiring information from all the stakeholders affected or involved in various training exercises. The information source is credible, and upon implementing the barriers remedies, it contributes to the organization’s growth.
References
Ballaro, J. M., & Polk, L. (2017). Developing an organization for future growth using succession planning. Organization Development Journal, 35(4), 41-59.
Larsen, H. H. (2017). Key issues in training and development. Policy and practice in European human resource management, 107-121.
Sartori, R., Costantini, A., Ceschi, A., & Tommasi, F. (2018). How do you manage change in organizations? Training, development, innovation, and their relationships. Frontiers in psychology, 9, 313.
Question
Prior to developing your training exercise, you must analyze your organization to identify room for potential growth. What obstacles or barriers did you come across that made this difficult? How did you determine where growth was needed?