Training & Development of Fire & Rescue Staff Dissertation

Training & Development of Fire & Rescue Staff - Dissertation Example This proves that training evaluation can be influenced by training content and design, observable changes in learners, as well as transfer climate, job performance and end results. As organizations must make sure that their programmes and activities for training are consistent to their requirements, it is of great importance that they carry out a comprehensive assessment of training needs that will identify the job tasks for which training and development is needed. Consequently, they will be able to develop training plans for carrying out the necessary training. Table of Contents Chapter 1 Introduction 4 Research Aims 6 Chapter 2 Review of Related Literature 7 Skills for Justice: An Overview 7 Training Needs Assessment 8 Application of Training 10 Training Evaluation and Effectiveness 12 Training and Motivation 16 Conclusion 18 Chapter 3 Methodology 13 Research Approach 19 Research Design 21 Data Gathering Procedures 21 Ethical Considerations 22 Conclusion 22 Chapter 4 Results and D iscussion 24 Learner Readiness 24 Motivation to Transfer 25 Positive and Negative Personal Outcomes 25 Personal Capacity for Transfer 26 Peer Support 26 Supervisory Support and Sanctions 27 Perceived Content Validity 27 Transfer Design 28 Opportunity to Use 28 Transfer Effort-Performance Expectations 29 Resistance/Openness to Change 29 Performance Self-Efficacy 30 Performance Coaching 30 Analysis 31 Chapter 5 Conclusions and Recommendations 33 Conclusion 33 Recommendations 34 References 35 Chapter 1 Introduction Introduction The significance of providing opportunities for training and development for public sector workers is evident through the implementation of different policies as well as the substantial amount of money that the government invests. For an effective and valuable training system to be provided, its effectiveness should be measured as well (Moats, Chermak, and Dooley 2008). Due to financial constraints, agencies and organisations cannot afford the provision of train ing which are not assessed for its importance or contribution to the accomplishment of organisational goals. Training and development should always be congruent with the organisational mission to achieve long-term objectives (Brinkerhoff 2005). Effectiveness is the main component for training and development in any organisation as it allows workers to acquire and develop the skills and knowledge necessary to successfully perform their tasks. For organisations to initiate efficient training for their workers, it is necessary that such systems are evaluated to determine whether these are consistent with the organisation’s overall strategy; moreover, examining the processes and decisions made to ensure the effectiveness of training is also of great importance (Mitroff 2005). Organisations in the public sector have also spent a considerable amount of money to generate a knowledge-based workforce that can be capable of providing efficient services that the community expects. At pr esent, however, numerous complaints and issues have been aimed toward the public sector’s inefficiency in delivering such services. Hence, the current study focuses on the training programmes of the fire and rescue services and how such activities can create