Training

What this topic is about

• What is training?• Why a business needs

training• Main methods of training• How a business can assess

the effectiveness of training

Training has costs and benefits

Training costs can be significant in any business. Most employers are

prepared to incur these costs because they expect their business

to benefit from employees' development and progress

Benefits of Training to a Business

• Better productivity• Higher quality• More flexibility through better skills• Less supervision required• Improved motivation - through greater

empowerment• Better recruitment and employee retention• Easier to implement change in the business

Why businesses need training

• To support new employees• Improve productivity• Increase marketing effectiveness• Support high standards of customer service

and production quality• Introduction of new technology, systems or

other change• Address changes in legislation• Support employee progression and

promotion

Steps in a Training Strategy

• Identify the skills and abilities needed by employees

• Draw up an action plan to show how investment in training and development will help meet business goals and objectives

• Implement the plan, monitoring progress and training effectiveness

Training Needs Analysis (TNA)

• Systematic gathering of data to find out where there are gaps in the existing skills, knowledge and attitudes of employees

• Involves the gathering of data about existing employees’ capabilities and business demands for skills

• Link with business strategy – aim is to ensure that there is sufficient capability for the business to meet its objectives

What Training Cannot Solve

• Poor management (although management training might help!)

• Poor job design• Ineffective or inefficient equipment• Poor production organisation• Recruitment

Reasons why businesses don’t do enough training

• They fear employees will be poached by competitors (who will then benefit from the training)

• A desire to minimise short-term costs• They cannot make a justifiable investment

case• Training takes time to have the desired effect• Sometimes the benefits of training are more

intangible (e.g. morale) than tangible

Induction training

• What it involves– Introducing new employees to job, their new

colleagues, premises and to values, and aims of business

• Length and type depends on:– Size and type of business– Complexity of job– Level or position of job within business

A Typical Induction Programme

• Learning about duties of job• Meeting new colleagues• Seeing layout premises• Learning values and aims of business• Learning about internal workings and

policies of business

On-the-job training

An employee receives training whilst remaining

in the workplace

Methods of On-the-job Training

• Demonstration / instruction - showing the trainee how to do the job

• Coaching - a more intensive method of training that involves a close working relationship between an experienced employee and the trainee

• Job rotation - where the trainee is given several jobs in succession, to gain experience of a wide range of activities (e.g. a graduate management trainee might spend periods in several different departments)

• Projects - employees join a project team - which gives them exposure to other parts of the business and allow them to take part in new activities. Most successful project teams are "multi-disciplinary"

On-the-job training + / -

Advantages Disadvantages

Generally most cost-effective

Employees are actually productive

Opportunity to learn whilst doing

Training alongside real colleagues

Quality depends on ability of trainer and time available

Bad habits might be passed on

Learning environment may not be conducive

Potential disruption to production

Off-the-job training

Employee training that takes place away from

the work place

Methods of Off-the-Job Training

• Day or part-time attendance at college

• Professional development courses or conferences

• Online training / distance learning

Off-the-job training + / -

Advantages Disadvantages

A wider range of skills or qualifications can be obtained

Can learn from outside specialists or experts

Employees can be more confident when starting job

More expensive – e.g. transport and accommodation

Lost working time and potential output from employee

New employees may still need some induction training

Employees now have new skills/qualifications and may leave for better jobs

Main Types of Off the Job Training

• Day release (employee takes time off work to attend a local college or training centre)

• Distance learning / evening classes• Block release courses - which may involve

several weeks at a local college• Sandwich courses - where the employee

spends a longer period of time at college (e.g. six months) before returning to work

• Sponsored courses in higher education• Self-study, computer-based training

Training and Job Appraisal

• An important part of managing people is to let them know how they are performing

• Appraisal systems should identify an employee’s strengths and weaknesses– Collecting information and assessing performance

of individual – An interview– Setting targets and evaluating training needs

Link between Training and Motivation

• Assuming training is effective: then…• Employees feel more loyal to firm• Shows that business is taking an interest in its

workers• Provide employees with greater promotional

opportunities• Enables employees to achieve more at work –

perhaps gaining financially from this

A business should measure training so it can…

• Track the development of staff knowledge and skills

• Find out if the learning is being applied in the workplace

• Identify training gaps and future training needs

• Establish if the investment was worthwhile• Inform future training plans and strategy

Test Your Understanding

http://www.tutor2u.net/business/quiz/recruitmenttraining/quiz.html

Training