1. Why training is “hallmark” of a good management?

Training means giving new or present employees the skills they need to perform their jobs.
Training is a hallmark of good management and a task that managers ignore at their peril. Having
high potential employees doesn’t guarantee they’ll succeed. Instead they must know you want
them to do and how you want them to do it. If they don’t, they will improvise or do nothing
productive at all.

2. What is the purpose of training & developing employees?

Training & developing presents a prime opportunity to expand the knowledge base of all
employees. Improved employee satisfaction and morale, the training creates a supportive
workplace. Employees may gain access to training they wouldn’t have otherwise known about or
sought out themselves. Training also makes a company more attractive to potential new recruits
who seek to improve their skills and the opportunities associated with those new skills.
Consistency, A robust training and development program ensures that employees have a
consistent experience and background knowledge, the consistency is particularly relevant for the
company’s basic policies and procedures.

3. What is Training Needs Analysis (TNA)? Why it is important?

TNA is the method of determining if a training need exists and, if it does, what training is required
to fill the gap. TNA seeks to accurately identify the levels of the present situation in the target
surveys, interview, observation, secondary data and/or workshop. The gap between the present
status and desired status may indicate problems that in turn can be translated into a training
need. It is important because training is a means to ensure that employees have the knowledge
and right skills to be able to do their work effectively and competently. Training may be needed
when there is a gap between the desired performance, and the current performance, and the
reason for that gap is lack of skill or knowledge.

4. What is the most important part of the training process? Explain why.

Evaluation is the most important part of the training process. Organization must have evidence
that training is effective and employee performance improves as a result of training. Receiving
participants' feedback is important for the development of future courses. The evaluation process
will allow the instructional designers to find out if learning objectives are being met and how well
the course is being received. It accessing the programs successes or failures.