Training and Development

Training

The process of providing employees with specific skills or helping those correct deficiencies in their performance.

Development

An effort to provide employees with the abilities the organization will need in the future.

Challenges in Training

1.       Is training the solution to the problem?

2.       Are the goals of training clear and realistic?

3.       Is training a good investment?

4.       Will the training work?

Guidelines for Using On-the-Job Training (OJT)

Managers Should Select OJT When:

1.       Participatory learning is essential.

2.       One-on-one training is necessary.

3.       Five or fewer employees need training.

4.       Taking employees out of the work environment for training is not cost-effective.

5.       Classroom instruction is not appropriate.

6.       Equipment and safety restrictions make other training methods ineffective.

7.       Frequent changes in standard operation procedures allow minimal time for retraining.

8.       Work in progress cannot be interrupted.

9.       The task for which the training is designed is infrequently performed.

10.    Immediate changes are necessary to meet new safety requirements.

11.    A defined proficiency level or an individual performance test is required for certification or qualification.

What OJT Should Cover?

1.       Large or secured equipment.

2.       Delicate or calibrated instruments.

3.       Tools and equipment components of a complex system.

4.       Delicate or dangerous procedures.

5.       Classified information retained in a secured area.

Types of Training

1.       Skills Training

2.       Retraining

3.       Cross-functional training

4.       Team training

5.       Creativity training

6.       Literacy training

7.       Diversity training

8.       Crisis training

9.       Customer service training

Suggestions for the Successful Implementation of a Literacy Program

1.       Be sensitive in your approach to skills assessment.

2.       Tie the curriculum as closely as possible to what workers do.

3.       Include both managers and employees in the development stage of the program.

4.       Align the program with company objectives and job requirements.

5.       Be flexible about when and where training is held and provide incentives for participation.

6.       Provide for self-paced learning.

7.       Use a variety of training tools.

8.       Provide ongoing feedback.

9.       Ensure employee confidentiality.

10.    Get the support of top management for the program.