Training

Introduction

There are several approaches that can be taken with regards to developmental needs for managers and employees.

• The main factors that managers should consider is that training and development should enhance the organisations well being.

Training should Identify:

• the strengths of employees, and build on them.

• weaknesses and rectify them.

Training Needs

This can be seen as a five stage approach:-1. Motivational thrust- Identify individual

wants and link to organisational needs.2. Abilities- identify individual potential and

develop it.3. Subject matter- determine the training need

of the individual and how interested he/she is in learning.

Training Needs (Cont.)

4. Circumstances- the learning environment, the individuals ability to integrate, teaching methods, organisational and individual needs.

5. Relationships- ascertain if the individual works well in groups, or alone. Would s/he learn better within the organisation or at some external site. (e.g. a local college).

6. Summarise- and profile all the above to effectively manage that individual.

Returns expected from Training

• Reduction in trainees learning time.• Reduction in cost of training.• Reduction in stoppages, down time, therefore

higher output.• Reduction in waste or scrap.• Reduction in accidents and associated costs.• Reduction in failure to meet targets etc.

Returns from Training – Positive

• Increased profitability.• Improvement in standards.• Investment in training is an indication to the

employee that s/he is valued.

Returns from Training - Negatives

• Resentment of losing trainee from the work situation during training

• Some managers see training just as a cost in time and money.

• A fear that you will train and then lose the employee.

• Some employers look for employees who have already been trained at someone else’s expense.

Costs of Training

• Direct costs include:-– Course– Wages- trainers, trainees– Incurred costs- travel– Depreciation of training equipment.– No productivity during training.– Materials used in training.

• Indirect costs– Office/classroom accommodation.– Other overheads.

Training related to Manpower Planning

• to improve performance.• to provide for future changes in the context of

existing jobs.• new employees.• to provide for staff promotions.• to create totally new jobs.

Systems Approach to Training

• Diagnosis• Analysis• Implementation• Evaluation

The Training Cycle

• Identifying training needs• Setting training objectives• Selecting methods of validation and

evaluation• Designing or finding training course• Delivery of training• Carrying out validation and evaluation

Training will:

• Improve Employee performance• Increase knowledge understanding and skill• Improve quality assurance and service to clients• Improve knowledge• Provide clearer understanding of individual responsibilities

and company processes.• Provide career and qualification progression opportunities

awareness.

Structured Training

• Is the instructional techniques and methodologies used to develop skills and improve performance on the job.

• It can result in more effective training than on-the-job training programs or standardised training courses.

• It requires that course design should be specifically oriented to performance improvements.

• Tailored to the needs of a specific person and/or organisation and requires the production of some form of planning

Structured Training Plan

• Is an agreed course of action which sets out the training required by individuals according to their job/position.

• Can be adopted according to the needs of the individual and the organisation; consequently it has flexibility to allow for any changes in requirements.

• Enables individuals and employees to know exactly what is required of all the people in the organisation and how they can develop and progress, together with the qualifications they will need in order to obtain promotion.

Assessing Training Requirements

• What skills do your workforce currently have?• What skills will they need over the next few

years?• Why will they need those skills?• How will they obtain those skills?

Exercise

• Relate your training requirements to the overall requirements of the company for the next five years and suggest ways that this training can be provided.