Employee Training and Development Process - Training Methods for Employees
Employee Training and Development
Source: Small Business Management
The quality of employees and their development through training and education are major factors in determining long-term profitability of a small business. If you hire and keep good employees, it is good policy to invest in the development of their skills, so they can increa their productivity.
Training often is considered for new employees only. This is a mistake becau ongoing training for current employees helps them adjust to rapidly changing job requirements.gnp
Purpo of Employee Training and Development Process
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Reasons for emphasizing the growth and development of personnel include
∙Creating a pool of readily available and adequate replacements for personnel who may lea
ve or move up in the organization.
∙Enhancing the company's ability to adopt and u advances in technology becau of a sufficiently knowledgeable staff.
∙Building a more efficient, effective and highly motivated team, which enhances the company's competitive position and improves employee morale.
∙Ensuring adequate human resources for expansion into new programs.
Rearch has shown specific benefits that a small business receives from training and developing its workers, including:
∙Incread productivity.
∙Reduced employee turnover.
∙Incread efficiency resulting in financial gains.
newcastle university>采用英文>国防科技大学2020录取分数线swearing∙Decread need for supervision.
Employees frequently develop a greater n of lf-worth, dignity and well-being as they become more valuable to the firm and to society. Generally they will receive a greater share of the material gains that result from their incread productivity. The factors give them a n of satisfaction through the achievement of personal and company goals.
The Training Process
The model below traces the steps necessary in the training process:
∙Organizational Objectives
∙Needs Asssment
夏季如何保养皮肤∙Is There a Gap?
∙Training Objectives
∙Select the Trainees
∙Select the Training Methods and Mode
∙Choo a Means of Evaluating
∙Administer Training
∙Evaluate the Training
Your business should have a clearly defined strategy and t of objectives that direct and drive all the decisions made especially for training decisions. Firms that plan their training process are more successful than tho that do not. Most business owners want to succeed, but do not engage in training designs that promi to improve their chances of success. Why? The five reasons most often identified are:
Time - Small business managers find that time demands do not allow them to train employees.
Getting started - Most small business managers have not practiced training employees. The training process is unfamiliar.
Broad experti - Managers tend to have broad experti rather than the specialized skills needed for training and development activities.
河南理工大学排名Lack of trust and openness - Many managers prefer to keep information to themlves. By doing so they keep information from subordinates and others who could be uful in the training and development process.
Skepticism as to the value of the training - Some small business owners believe the future cannot be predicted or controlled and their efforts, therefore, are best centered on current , making money today.
A well-conceived training program can help your firm succeed. A program structured with the company's strategy and objectives in mind has a high probability of improving productivity and other goals that are t in the training mission.
For any business, formulating a training strategy requires addressing a ries of questions.
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∙Who are your customers? Why do they buy from you?
∙Who are your competitors? How do they rve the market? What competitive advantages do they enjoy? What parts of the market have they ignored?
∙What strengths does the company have? What weakness?
∙What social trends are emerging that will affect the firm?
The purpo of formulating a training strategy is to answer two relatively simple but vitally important questions: (1) What is our business? and (2) What should our business be? Armed with the answers to the questions and a clear vision of its mission, strategy and objectives, a company can identify its training needs.
Identifying Training Needs
Training needs can be assd by analyzing three major human resource areas: the organization as a whole, the job characteristics and the needs of the individuals. This analysis will provide answers to the following questions:
