2. What Is Training? 12/27/2009 2 Training is the systematic development of the attitude, knowledge, skill pattern required by a person to perform a given task or job adequately.
3. What Is Development? 12/27/2009 3 Development is 'the growth of the individual in terms of ability, understanding and awareness'.
4. Reasons for Employee Training and Development 12/27/2009 4 When a performance appraisal indicates performance improvement is needed To "benchmark" the status of improvement so far in a performance improvement effort As part of an overall professional development program As part of succession planning to help an employee be eligible for a planned change in role in the organization To "pilot", or test, the operation of a new performance management system
5. Topics of Employee Training 12/27/2009 5 Communications Computer skills Customer service Diversity Ethics Human relations Quality initiatives Safety Sexual harassment
6. Benefits from Employee Training and Development 12/27/2009 6 Increased job satisfaction and morale among employees Increased employee motivation Increased efficiencies in processes, resulting in financial gain Increased capacity to adopt new technologies and methods Increased innovation in strategies and products Reduced employee turnover Enhanced company image, e.g., conducting ethics training Risk management, e.g., training about sexual harassment, diversity training
7. Training and Development Option 12/27/2009 7 Job Content and Responsibilities. Formal Training and Development.
8. Job Content and Responsibilities 12/27/2009 8 Expand the job to include new, higher level responsibilities. Provide more authority for the employee to self-manage and make decisions. Invite the employee to contribute to more important, department or company-wide decisions and planning. Provide more opportunity to establish goals, priorities, and measurements. Enable the employee to spend more time with his or her boss. Provide the opportunity for the employee to cross-train in other roles and responsibilities.
9. Formal Training and Development 12/27/2009 9 Enable the employee to attend an external seminar. Enable the employee to attend an internally offered training session. Perform all of the activities listed before, during, and after a training session to ensure that the learning is transferred to the employee’s job. Ask the employee to train other employees with the information learned at a seminar or training session. Offer commonly-needed training and information on an Intranet, an internal company website. Pay for the employee to take online classes and identify low or no cost online training. Provide a flexible schedule so the employee can take time to attend university, college, or other formal educational sessions.
10. Key Factors Of The Training And Development 12/27/2009 10 Allow employees to pursue training and development in directions they choose, not just in company-assigned and needed directions. Have your company support learning, in general, and not just in support of knowledge needed for the employee’s current or next anticipated job. Recognize that the key factor is keeping the employee interested, attending, and engaged.
11. Conclusion 12/27/2009 11 The development of a life-long engaged learner is a positive factor for your organization no matter how long the employee chooses to stay in your employ. Use these training and development activities to ensure that you optimize the employee's motivation and potential retention.
