However, training is not seen to be effective unless the trainee who is being given the opportunity to be trained wants to be trained and is willing to undergo the new learning experience. If the trainee is determined that he/she does not require the training, then the process will be ineffective and a waste of the company’s time and money as the trainee will not comply with the training and will repel against the whole process.
Therefore, training is observed as a two-way process, where the actual training provided to the employee by the company/trainer is seen as the output and the willingness, cooperation and participation from the employee/trainee being the input.
The beneficial side to training in respect to what the trainee gains out of the whole process, can be described as employees being given the chance to develop new skills as well as enhance their existing skills, which they rely on in order for them to work to the best of their abilities and increase the performance levels which in turn allows employees to gain a more clearer and positive attitude within the workplace.
Training is therefore seen is to increase morale and motivational levels as employees feel that their contributions are of need by the organisation in which they work, which is also the reason for a higher output of confidence and performance. As mentioned before, we as human beings have personal goals of learning. As this will result in us having a greater area of knowledge and expertise, which in turn will allow us to benefit from having a higher level of salary.
Training is therefore understood to be beneficial to us as it gives us the opportunity to increase our knowledge and skills by learning more (self actualisation). It is therefore reasonable to argue that training is valued by both the trainer (organisation) and the trainee (employee) as much can be gained out of the whole process to suit both parties’ likings and at the same time remain competitive. There are different types of training methods that can be offered to employees. The method which maybe required for implementation will depend on the skills and knowledge which is required to be gained by the trainee.
Induction training is usually offered to new recruits who are joining an organisation for the first time or employees who previously worked for the organisation but are rejoining after some time. For example, female workers who rejoin the organisation after maternity leave. Induction training is used to provide recruits with basic information about the organisation such as policies, procedures, practices and the purpose of the organisation itself. The induction also allows the recruits to understand their role within the company and providing them with the correct information in relation to what their duties may include.
A induction training programme is usually conducted by a recruit’s senior, and certain information is portrayed to the recruit such as history of the company, a tour of the company, different departments, introduction to colleagues, managers, subordinates to the new recruit, health and safety procedures, holiday and sickness information and pay and salary information. An induction training programmes provides a recruit with all the basic and relevant information he/she will require to know.