TRAINING AN INTRODUCTION

Tell me and I forget, teach me and I remember, involve me and I learn - Benjamin Franklin

WHAT IS TRAINING
Training refers to a planned effort by a company to facilitate employees learning of job-related competencies The goal of training is for employees to:
master the knowledge, skill, and behaviors emphasized in training programs, and apply them to their day-to-day activities

CONTINUOUS LEARNING
Continuous Learning requires employees to understand the entire work system including the relationships among:
their jobs their work units the entire company

CONTD ..
Employees are expected to:
acquire new skills and knowledge apply them on the job share this information with other employees

Managers take an active role:

in identifying training needs helping to ensure that employees use training in their work

Importance of Training Teaching people How to do Their Jobs:

There are three kinds of training: 1. Job Instruction, 2. Retraining, and 3. Orientation.

Job Instruction Training (JIT)

Also called on the job training. Consists of 4 steps: 1. Prepare the learner 2. Demonstrate the task 3. Have the worker do the task 4. Follow through: put the worker on the job, correcting and supporting as neccesary.

Retraining
Needed when changes are made that affect the job, employees performance drops below par, or when the worker has not mastered a particular technique. A positive one-on-one approach to retraining is referred to a coaching. Coaching is a two part process. 1. Observation of the employees performance. 2. Conversation between manager and employee focusing on job performance.

Orientation: the pre-job phase of training.

Introduces each new employee to the job and the workplace. Tells new staff members what they want to know and what the company wants them to know. Communicates information give out a employee handbook. Creates positive employee attitudes toward the company and the job.

The Benefits of Training

Gives the supervisor more time to manage, standardized performance, less absenteeism, less turnover, reduced tension, consistency, lower costs, more customers, better service Gives the workers confidence to do their jobs, reduces tension, boost morale and job satisfaction, reduces injuries and accidents, gives them a chance to advance. Gives the business a good image and more profit.

Then why is training often neglected?

Urgency of need Training time Costs Employee turnover Short-term worker Diversity of worker Kinds of jobs (simple-complex) Not knowing exactly what you want your people to do and how

Training and Development in HRM

HRM Director
Mgr, Staffing Mgr, Compensation Mgr, Labor Relations Mgr, Benefits Mgr, T&D

Models of organizing the training department

Faculty Model Customer Model Matrix Model Corporate University Model Virtual Model

The Faculty Model

Director of Training

Safety Training

Quality Training

Technology And Computer Systems

Leadership Development

Sales Training

Training Specialty Areas

The Customer Model

Director of Training
Information Systems Marketing Production and Operations Finance

Business Functions

The Matrix Model

Director of Training
Training Specialty Areas

Sales Training

Quality Training

Technology And Computer Systems

Safety Training

Marketing

Production and Operations

Business Functions

The Corporate University Model

Historical Training Problems Excess Costs Poor Delivery and Focus Inconsistent Use Of Common Training Practices Best Training Practices Not Shared Training Not Integrated or Coordinated

Leadership Development Programs

Product Operations Sales and Human Development Marketing Resources

Training Advantages Dissemination of Best Practices Align Training With Business Needs Integrate Training Initiatives Effectively Utilize New Training Methods and Technology

New Employee Programs

Virtual Training Organizations

Virtual Training organizations operate according to three principles: 1. Employees (not the company) have primary responsibility for learning 2. The most effective learning takes place on the job, not in the classroom 3. For training to translate into improved job performance, the manager-employee relationship (not employee-trainer relationship) is critical.

Virtual Training Organizations (continued)

A virtual training organization is customer focused Takes more responsibility for learning and evaluating training effectiveness Provides customized training solutions based on customer needs Determines when and how to deliver training based on customer needs Leverages resources from many areas Involves line managers in direction and content

Training & Development Manager Director, Entry & Orientation Director, Training Director, Employee Development Director, Management Development Director, Education Director, Testing & Assessment Director, Health & Safety