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Unit 4: Training and Development

applicable to specific entities, are usually included in each entity’s appropriations in the Notes
General Appropriations Act.
Specific Criteria

The criteria related to the basic phases of the training and development process are as
follows:
Develop a training and development plan that is linked to the entity’s strategy

An entity should have both short-term and long-range training and development plans with
both clearly stated objectives and a direct relationship to the entity’s mission and goals.
Training and development should begin with new employee orientation and continue
throughout an employee’s tenure.
Develop a training and development budget

The training and development budget should designate the amount of time and funds to be
spent on the training and development program. Time and money used for training and
development must be documented to ensure accountability of resources. The entity’s
timekeeping system should include time codes to track different kinds of training and
development.

Establish a means of identifying and prioritizing training and development needs
Training and development needs may be identified through performance evaluations, quality
assurance processes, or entity goals and objectives. Training and development plans should
be aligned with entity goals and strategic direction. Management should identify weaknesses
within the entity and address them through staff training and development. An entity’s
training and development needs should be prioritized based on a risk assessment of entity
strengths and weaknesses.

Jobs must be analyzed to identify the knowledge, skills, and abilities needed to perform the
job tasks required. Training and development should address the knowledge, skills, and
abilities identified through such job analysis.
Train the trainers and coordinate training and development efforts
Course instructors should be trained in their respective areas of instruction, appropriate
training and development techniques, and course design. When a training and development
program has components in a number of locations, coordination and communication between
the various trainers are essential for maximum consistency and effectiveness of training and
development efforts.
Establish a method for evaluating the effectiveness of training and development programs
The impact of training and development can be determined by evaluating:

• Trainee reaction: How do the participants feel about the training and development?
• Trainee learning: What knowledge and skills were learned? Was the information easily
transferable to the job situation?

• Trainee behaviour: To what extent did on-the-job behaviour change as a result of training
and development? Is the trained behaviour rewarded in the job situation?
A system should exist to measure the knowledge and skills an employee gains from training
and development. Procedures to measure training and development results include in-class
evaluation forms, knowledge tests, performance appraisals, surveys, and interviews. Staff
should receive the results of any tests in a timely manner.

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