TRAINING AND MOBILINKTraining Programs are the heart of continuous effort designed to improve employee competencyand organizational performance. Mobilink provides proper training programs to its employees inorder to make them more aware of their responsibilities. Training is a learning experience in which itseeks a relatively permanent change in an individual that will improve his/her ability to perform onthe job. It involves improving of skills, attitude and knowledge. No one is a perfect fit at the time ofhiring and adequate training and development must take place in order polish the individual. It is alearning process that involves the acquisition of knowledge, sharpening of skills, concepts andchanging of attitudes that enhance the performance of an employee. It is about knowing where youstand (no matter how good or bad the current situation looks) at present, and where you will beafter some point of time.NEED OF TRAININGTraining need analysis is conducted to determine whether resources required are available or not. Ithelps to plan the budget of the company, areas where training is required, and highlights theoccasions where training might not be appropriate but requires alternate action.ORGANIZATIONAL LEVEL – Training need analysis at organizational level focuses onstrategic planning, business need, and goals. It starts with the assessment of internal environment ofthe organization such as, procedures, structures, policies, strengths, and weaknesses and externalenvironment such as opportunities and threats.INDIVIDUAL LEVEL – Training need analysis at individual level focuses on every individual inthe organization. At this level, the organization checks whether an employee is performing at desiredlevel or the performance is below expectation. If the difference between the expected performanceand actual performance comes out to be positive, then certainly there is a need of training.
OPERATIONAL LEVEL – Training Need analysis at operational level focuses on the work thatis being assigned to the employees. The job analyst gathers the information on whether the job isclearly understood by an employee or not. He gathers this information through technical interview,observation, psychological test; questionnaires asking the closed ended as well as open-endedquestions, etc.The need of training arise because of change in working methods or product produced, realizationthat performance is inadequate, labor shortage necessitating the upgrading of some employee, wantto reduce the amount of scrap and to improve quality and so on.CONTENTS OF SALES FORCE TRAININGThe contents of Sales Force Training are largely dependent on their targets, what goal is theorganization trying to achieve with such training. This establishes a fact that Sales Force Trainingsneed to be target oriented. When training is relevant to the needs of the sales team, sales teammembers are more apt to be engaged in the training and use what they learn.At Mobilink, the purpose of Sales Force Training range from Sales Maximization to ClientManagement.The quality of employees and their development through training and education are major factors indetermining long-term profitability of an organization. If you hire and keep good employees, it isgood policy to invest in the development of their skills, because it increases their productivity andefficiency.Generally, training is often considered for new employees only; this is a mistake because ongoingtraining for current employees helps them adjust to rapidly changing job requirements.One of the advantages of ongoing Training and Development Reasons for emphasizing the growthand development of personnel includes, creating a pool of readily available and adequatereplacements for staff that may leave or move up in the organization.Sales Training methods comprise of techniques to enhancing the companys ability to adopt and useadvances in technology because of a sufficiently knowledgeable staff. This would include building amore efficient, effective and highly motivated team, which would enhance the companyscompetitive position and in return improves employee morale.Ongoing training ensures adequate human resources for expansion into new programs. Research hasshown specific benefits that a small business receives from training and developing its workers,including:
To increase productivity and quality To promote versatility and adaptability to new methods To reduce the number of accidents To reduce labor turnover To increase job satisfaction resulting in less absenteeism To increase efficiency To improves the morale of the workforce To improves the relationship between boss and subordinate To helps create a better corporate image Reduces constant supervisionIn-house/on-the-job training is the daily responsibility of Supervisors. Supervisors are ultimatelyresponsible for the productivity and, therefore, the training of their subordinates. The managementsupervisors should teach its Supervisors the techniques of good training. They must be aware of theknowledge and skills necessary to make a productive employee. As Trainers, they should be taughtto establish goals and objectives for their training and to determine how these objectives can be usedto influence the productivity of their departments. Businesses need to develop their supervisorstraining capabilities by sending them to courses on training methods. Such investments pay off inincreased productivity.There are several ways to select training personnel for off-the-job training programs. Many smallbusinesses use in-house personnel to develop formal training programs to be delivered to employeesoff line from their normal work activities, during company meetings or individually at prearrangedtraining sessions.ISSUES IN EMPLOYEE TRAININGIn training some or how there are always seen to have some sort of issues. Employees might be notsatisfied with their trainers or they lack in coordination. Some issues are as follows:
Communication Computer skills Customer service Diversity Ethics Human relations Quality initiatives SafetyBASIS OF NOMINATION OF TRAININGThe basis of nomination would again be dependent on the goals the company seeks to achievethrough that training.For example, if the training is expected to increase the sales, those employees performing averageand below average should be a part of such training sessions.If the training is expected to create future managers then the employees who not only have shownresults but also taken initiatives should be consideredThe most important basis for such nomination should be MERIT as this would create an internalenvironment of healthy competition and such trainings would be considered as part of the rewardsas usually the employees under training are considered to be the future managers.SCHEDULE OF SALES FORCE TRAINING