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Introduction
to Business MGT 211
VU
LESSON
16
STAFF
TRAINING & DEVELOPMENT
As a
brief review of terms,
training involves an expert
working with learners to
transfer to them
certain
areas of knowledge or skills to
improve in their current
jobs. Development is a
broad,
ongoing
multi-faceted set of activities
(training activities among
them) to bring someone or
an
organization
up to another threshold of performance,
often to perform some job or
new role in
the
future.
Typical
Reasons for Employee
Training and
Development
Training
and development can be
initiated for a variety of
reasons for an employee or
group of
employees,
e.g.,:
a.)
When a performance appraisal
indicates performance improvement is
needed
b.)
To "benchmark" the status of
improvement so far in a performance
improvement effort
c.)
As part of an overall professional
development program
d.)
As part of succession planning to
help an employee be eligible
for a planned change in
role
in
the organization
e.)
To "pilot", or test, the
operation of a new performance
management system
f.)
To train about a specific
topic (see below)
Typical
Topics of Employee
Training
1.
Communications: The
increasing diversity of today's
workforce brings a wide
variety of
languages
and customs.
2.
Computer
skills: Computer
skills are becoming a
necessity for conducting
administrative
and
office tasks.
3.
Customer
service: Increased
competition in today's global
marketplace makes it
critical
that
employees understand and
meet the needs of
customers.
4.
Diversity:
Diversity
training usually includes
explanation about how people
have different
perspectives
and views, and includes
techniques to value
diversity
5.
Ethics:
Today's
society has increasing
expectations about corporate
social responsibility.
Also,
today's diverse workforce
brings a wide variety of
values and morals to the
workplace.
6.
Human
relations: The
increased stresses of today's
workplace can include
misunderstandings
and conflict. Training can
people to get along in the
workplace.
7.
Quality
initiatives: Initiatives
such as Total Quality
Management, Quality
Circles,
benchmarking,
etc., require basic training
about quality concepts,
guidelines and standards
for
quality,
etc.
8.
Safety:
Safety
training is critical where
working with heavy equipment
, hazardous
chemicals,
repetitive activities, etc.,
but can also be useful
with practical advice for
avoiding
assaults,
etc.
9.
Sexual
harassment: Sexual
harassment training usually
includes careful description of
the
organization's
policies about sexual
harassment, especially about
what are
inappropriate
behaviors.
General
Benefits from Employee
Training and
Development
There
are numerous sources of
on-line information about
training and development.
Several of
these
sites (they're listed later
on in this library) suggest
reasons for supervisors to
conduct
training
among employees. These
reasons include:
1.
Increased job satisfaction
and morale among
employees.
2.
Increased employee
motivation.
3.
Increased efficiencies in processes,
resulting in financial
gain.
4.
Increased capacity to adopt
new technologies and
methods.
5.
Increased innovation in strategies
and products.
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Introduction
to Business MGT 211
VU
6.
Reduced employee
turnover.
7.
Enhanced company image,
e.g., conducting ethics
training (not a good reason
for ethics
training!).
8.
Risk management, e.g.,
training about sexual
harassment, diversity
training.
Training
Methods
i.
On-the-Job
Training--work-based
training, sometimes
informal,
conducted
while an employee is in the
actual work situation. As
much
as
60 percent of training in the
United States occurs on the
job.
ii.
Off-the-Job
Training--Training
conducted in a controlled
environment
away
from the work
site.
iii.
Vestibule
Training--work-based
training conducted in a
simulated
environment
away from the work
site. Airline pilots
and machine
operators
frequently learn via
vestibule training.
a.
Performance
Appraisal--formal
evaluation of an employee's job
performance
in
order to determine the
degree to which the employee
is performing
effectively.
The individual supervisor is
usually responsible for the
performance
of
his or her subordinates.
Appraisals help managers
assess the extent to
which
they are recruiting and
selecting the best employees
and contribute to
effective
training and appropriate
compensation.
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