Significance of Training Supervisors-

Question: Review training methods and recommend three appropriate methods for training supervisors. Recommend an appropriate model for evaluating training in the Organization. Answer: Training methods Every business that is managed properly is closely related to the quality of the management. The manager and supervisors are functional in mentoring and motivation of the team members, along with overseeing the production, customer service and managing the conflicts (Phillips Phillips, 2016). An effective supervisor training is significant because a bad supervising or bad decision by a good supervisor is equally catastrophic and considerable nightmares of the employees. In order to train the supervisors, the training methods are one of the crucial tools (Schuler, Farr Smith, 2013). The first training method used for supervisors are Apprenticeships. This method of training is usually the part of the job where the apprentices are going to work. This is usually a structured training and a formal assessment process (Ford, 2014). The employer and the apprentice usually enter into a usual formal training contract, which set out in the rights and responsibilities along with obligations of both the parties within a certain allotted time period. In other words, apprenticeships are a complete formal on-job training module that is conducted over a certain, noticeably longer period of time that is held to develop a higher level of skills. This kind of training usually takes months or even years to complete. An apprenticeship is taken care of under the coaching of a supervisor who usually helps and looks after training as well as learning activities that are accomplished in the workplace. This part of training method requires the apprentices to note down and organize their training activities in their workplace, which is later on handed over to the assessor for evaluation. This method is one of the effective means that help an individual gather proper experience and knowledge to take up the role of a supervisor in the future. The second method of training is coaching which is the method of directing, instructing and training a person or a group with the specific objective of achieving a specific goal or develops a certain set of skills. This method of training is beneficial since it helps the trainees to improve their performance by focusing and directing their capability and converting them into their skill set (Phillips Phillips, 2016). Most of the organizations usually deliver this method with the help of an immediate supervisor or manager. However, some organizations hire professional external coaches to train the new employees or trainees. In this training method, the coaches are trained to deliver specific individual coaching sessions to the trainees in order to meet the individual needs by following of the techniques in case of setting clarity as well as standards, in the goals. This training technique also involves the process of learning, feedback, and evaluation (Clark, 2014). However, coaching is significantly quite different and should not be confused with mentoring. The third method of training is mentoring. This method of training is a more of a general form of advice and guidance over the career development program. This training module is about the development of the relationship between an experienced mentor and a mentee, who is guided in order to develop their knowledge and allow progress in career (Phillips Phillips, 2016). A mentor is not usually an immediate supervisor or the manager within the organization who offers the privilege of freely expressing the views and opinion without any sort of hindrance, who in turn would be nurturing to the concerns and offer the opportunity to vent unrestrictedly and support in achieving the goals. With these training methods, Citigroup can hire and train its employees using these methods as the primary tools for employee grooming. An effective model that can be recommended to evaluate the efficiency of the training is the Kirkpatrick Model of training evaluation. This model is a universal standard for the evaluation of the effectiveness of training (Posavac, 2015). It considers the value of any type of training, both formal and informal across all the four levels. The first level is the response that participant gives towards the training with the final level of evaluation being the final conclusion if the training had a positive impact on the trainees or not. Dr. Don Kirkpatrick created this model of evaluation (Clark, 2014). This model of evaluation is highly effective and in order to maximize the output, this model can be implemented both before and after the training sessions in an organization. Therefore, considering one highly effective and efficient method of evaluation the Kirkpatrick model is heavily recommended. References Clark, R. C. (2014).Evidence-based training methods: A guide for training professionals. American Society for Training and Development. Ford, J. K. (2014).Improving training effectiveness in work organizations. Psychology Press. Phillips, J. J., Phillips, P. P. (2016).Handbook of training evaluation and measurement methods. Routledge. Posavac, E. (2015).Program evaluation: Methods and case studies. Routledge. Schuler, H., Farr, J. L., Smith, M. (Eds.). (2013).Personnel selection and assessment: Individual and organizational perspectives. Psychology Press