Ways/Methods of Training

Training is generally imparted in two ways:

1. On the job training- On the job training methods are those which are given to the employees within the everyday working of a concern. It is a simple and cost-effective training method. The inproficient as well as semi- proficient employees can be well trained by using such training method. The employees are trained in actual working scenario. The motto of such training is “learning by doing.” Instances of such on-job training methods are job-rotation, coaching, temporary promotions, etc.

2. Off the job training- Off the job training methods are those in which training is provided away from the actual working condition. It is generally used in case of new employees. Instances of off the job training methods are workshops, seminars, conferences, etc. Such method is costly and is effective if and only if large number of employees have to be trained within a short time period. Off the job training is also called as vestibule training,i.e., the employees are trained in a separate area(may be a hall, entrance, reception area,etc. known as a vestibule) where the actual working conditions are duplicated.

When it comes to building a successful company, you need to begin with the training of your employees. If you don’t give your employees enough training, they will be unable to handle all of their job responsibilities and different situations that will arise in the workplace. Taking more than a week or two to train your employees is one of the best ways to give them enough training so they can become a successful employee.

A common problem company’s see is that they train their employees and they assume that their training process is perfect. They don’t take the time to follow up with employees to find out if the training has been able to help their employees do their jobs and they don’t often look upon training as a reason for employee turnover.

If you aren’t sure if your training procedures are working, take a look at some of the defects and issues within the company. Do you notice that you continue to have a lot of turnover? Taking a look at your training procedures may be the problem instead of looking at other issues. The training procedures you use must be connected to the mission and vision of your company and sometimes companies just focus on the little details that are needed to perform a certain job. When this happens, your employees lose focus on the purpose of their job and it can be difficult for them to believe in their job and have a desire to come to work each day.

Some of the things you need to address include equipment needs, language needs, staffing problems, and personal needs. As you step back and look upon the bigger picture, it can be easier to identify where training is lacking so you can start increasing your training efforts. Let’s focus on some of the top training needs:

Equipment needs
As you train your employees, you will need to teach them how to use the equipment that keeps your company running. This will include everything from software programs to machines. It is important to look at the equipment your employees are going to be working with so you can update it if it is starting to give them problems. Old equipment can cause a number of problems and it can be frustrating if you have been trained on new equipment and you are being asked to work with the old equipment.

Language needs
A helpful training tool you may need to look into is finding out if learning a second language will help your employees do their job better. No matter what profession you may be in, the language barrier can cause a handful of problems for your employees. Ask them if they would like to learn a second language and take it upon yourself to teach them a second language or hire a language tutor to come in and give your employees a crash course in a second language. Even if they aren’t fluent in the second language, it can help them out from time to time when they are dealing with customers and clients that speak that language.

Staffing problems
Part of your training program should address the staffing needs of the organization. If the employee you are training is going to fill several roles, they need to know this and you need to make sure you have some good staff members around them that can help and support them in this difficult new role. Throwing one person into a job and asking them to perform 3 other jobs at the same time is not fair to anyone, no matter how much schooling and previous work experience they have.

Personal needs
As you begin the training process, take time to evaluate this person and look for ways to cater to their personal needs. Even doing something as small as adding extra cups to the kitchen will be appreciated by your employees. When you make that small extra effort, it will not go unnoticed.

Too many managers view training as a luxury, not a competitive and strategic necessity. "What if we train our employees and they leave?" they ask. Well, what if you don't train them and they stay?

Are you one of those managers who looks at training as a nice-to-have instead of a must-have? To assess your commitment to your staff training needs, see how many of the following statements hit close to home:

1. Training gets in the way of getting the job done.

2. I believe in training as long as it doesn't take me or my staff away from "important" tasks that must get done.

3. I can't tell you the last time that any member of my staff or I attended a training or self-improvement course.

4. I can't show you an upcoming schedule for my personal and staff training. In fact, my answer is generally, "What schedule?"

5. I look forward to training so I can catch up on my to-do list.

6. My company has no clearly articulated philosophy on the value of training. Even if they did, I wouldn't be able to produce a copy.

7. If we are forced to go to a training session, we almost never discuss the content in our staff meetings. Out of sight, out of mind - that's our philosophy.

8. There is no way to link our success to our investment in employee development.

9. When, and if, we get around to conducting performance reviews, we don't consider the completion of training important.

If you've used or heard more than three of these lines in your company, then you've got a training problem. And in today's business landscape, training is not just a matter of survival; it's what separates high performance organisations from those that go under.

Training is more than just building the skills and knowledge of each individual of your team for their own personal benefit. Companies that have invested in training report the following benefits:

· Improved recruiting. Today's job applicant is looking for an environment that fosters personal growth and development. For many job hunters, training is every bit as important as the compensation package. Plus, an effective training program allows you to cast a wider net by hiring people with the right attitude. Developing the skills can come later.

· Higher retention. When people know that a company believes in their personal growth, they are likely to stay with that company for a longer period of time.

· Better output. The lower your turnover rate, the more productive, enthusiastic and motivated your workforce. Employees will pack their new knowledge and skills into everything they design, produce and service.

But, training will be effective only when certain conditions are met:

· Buy-in from the top. Without a commitment from top management, staff training will be nothing more than a charade. All layers of the company must believe that training is a process and not a singular learning event. They've got to provide budget and be committed to developing a learning atmosphere. Top corporate leaders must embrace training enthusiastically in corporate communications, business plans and individual performance goals. If personal development is part of the formal appraisal, your staff will know that a direct correlation exists between training, acquiring new skills and their career success.

· Alignment with corporate goals. Training should fit hand-in-glove with the company's strategic plan. In fact, if the goal-setting is done correctly and stretches corporate performance to new heights, it should be next to impossible to meet the new objectives without upgrading the skillset of your workforce. Training should help employees develop both technical mastery, as well as interpersonal skills such as effective communication, dispute resolution, quality management and team building.

· Needs analysis. Designing a training regimen should begin with an accurate assessment of what you do well and what needs improvement. Begin by documenting current performance and compare that against what could be. Get help from your team. What are the elements that are holding your team back? What skills do your people lack to do the job? How is their lack of skill and/or knowledge affecting performance? The goal is to demonstrate that with the acquisition of new skills through training, employees will enhance their job performance.

· Delivery options. There's an old saying, "I hear and I forget. I see and I remember. I do and I understand." Apply this to your learning environment. There are many ways to deliver training - classroom, self-paced instruction, mentoring, computer-assisted and web-enabled, as well as special project opportunities. Choose the most effective delivery method for your team given your objectives.

· Followup. After the completion of the training, you must provide an opportunity to apply the skills. People cannot successfully learn the skills without practicing on the job. You also want to talk to each employee to ensure the training was valuable and provided them with the skills they needed. This also provides an opportunity for you to underscore your commitment to training and to identify any future staff training needs.

Дата добавления: 2015-11-14