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TRAINING AN INTRODUCTION

Tell me and I forget, teachme and I remember, involve

me and I learn

- Benjamin Franklin

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WHAT IS TRAINING

Training refers to a plannedeffort by a

company tofacilitateemployees learning of

job-related competencies

Thegoal of training isforemployeesto:

masterthe knowledge,skill, and behaviors

emphasized in training programs, and

apply themtotheirday-to-day activities

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CONTINUOUS LEARNING

Continuous Learning requiresemployeesto

understandtheentirework system including

therelationships among:

their jobs

theirwork units

theentire company

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CONTD..

Employees areexpectedto:

acquire newskills and knowledge

apply themon the job

sharethis information with otheremployees

Managers take an activerole:

in identifying training needs helping toensurethatemployeesusetraining in

theirwork

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5

Importance ofTraining

Teaching people How to do Their Jobs:

There arethree kindsoftraining:

1. Job Instruction,

2. Retraining, and

3. Orientation.

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JobInstruction Training (JIT)

Also calledon the job training.

Consistsof4 steps:

1. Prepare the learner2. Demonstrate the task

3. Have the worker do the task

4. Follow through: puttheworkeron the job, correcting and

supporting as neccesary.

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Retraining

Neededwhen changes aremadethataffectthe job,employees performance

drops below par,orwhen theworker has

notmastered a particulartechnique.

A positiveone-on-one approach toretraining isreferredto a coaching.

Coaching is a two part process.

1. Observation oftheemployees

performance.2. Conversation between manager and

employeefocusing on job performance.

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Orientation: the pre-job phaseoftraining.

Introduceseach newemployee

tothe job andtheworkplace.

Tells newstaffmemberswhat

they wantto know andwhatthe company wantsthemto

know.

Communicates information give

out a employee handbook.

Creates positiveemployee

attitudestowardthe company

andthe job.

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The Benefits ofTraining

Givesthesupervisor moretimetomanage,standardized performance, lessabsenteeism, lessturnover,reducedtension, consistency, lower costs,morecustomers, betterservice

Givestheworkers confidencetodotheirjobs,reducestension, boostmorale andjob satisfaction,reduces injuries andaccidents, givesthem a chanceto

advance. Givesthebusiness a good image and

more profit.

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Then why is training often neglected?

Urgency ofneed

Training time

Costs

Employeeturnover

Short-termworker

Diversity ofworker

Kindsofjobs (simple-complex)

Not knowing exactly what you

want your peopletodo and how

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Training and Development in

HRM

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HRM Director

Mgr, Staffing

Mgr, Compensation

Mgr, Labor RelationsMgr, Benefits

Mgr, T&D

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Modelsoforganizing thetraining

department

Faculty Model

Customer Model

Matrix Model

Corporate University Model

Virtual Model

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TheFaculty Model

Director of Training

SafetyTraining

QualityTraining

TechnologyAnd

ComputerSystems

LeadershipDevelopment

SalesTraining

Training Specialty Areas

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The Customer Model

Director of Training

InformationSystems

MarketingProduction

and

Operations

Finance

BusinessFunctions

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The Matrix Model

Director of Training

SalesTraining

QualityTraining

TechnologyAnd

ComputerSystems

SafetyTraining

Marketing Production andOperations

BusinessFunctions

Training

Specialty

Areas

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The Corporate University Model

Leadership DevelopmentPrograms

ProductDevelopment

Operations Sales andMarketing

HumanResources

New Employee Programs

Historical Training

Problems

Excess Costs

Poor Delivery and

Focus

Inconsistent Use

OfCommon

Training Practices

Best Training

Practices Not

Shared

Training Not

IntegratedorCoordinated

Training

Advantages

Dissemination of

BestPractices

Align Training

With Business

Needs

Integrate Training

Initiatives

Effectively Utilize

New Training

Methods and

Technology

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Virtual Training Organizations

Virtual Training organizationsoperate according tothree principles:

1. Employees (notthe company) have primaryresponsibility for learning

2. Themosteffective learning takes placeon the job,not in the classroom

3. Fortraining totranslate into improved jobperformance,themanager-employeerelationship

(notemployee-trainerrelationship) is critical.

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Virtual Training Organizations

(continued)

A virtual training organization is customerfocused

Takesmoreresponsibility for learning andevaluatingtraining effectiveness

Provides customizedtraining solutions basedoncustomer needs

Determineswhen and howtodelivertraining basedon customer needs

Leveragesresourcesfrommany areas Involves linemanagers in direction and content

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Training & Development Manager

Director, Entry & Orientation

Director, Training

Director, Employee Development

Director, Management Development

Director, Education

Director, Testing & Assessment

Director, Health & Safety