Why should we train our employees?
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While most entrepreneurs understand the importance of training, they don’t necessarily treat it as a top-priority activity. Here’s an eye-opening video that will reveal to you the true importance of training.
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Astra Training Consultants is an international training consulting firm engaged in creating and enhancing competitive edge in organizations through training interventions. We aim at enhancing human competence through training to enable people to accept challenges and set standards of excellence in their respective areas of performance in a competitive environment.
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Dear students get fully solved assignments
Send your semester & Specialization name to our mail id :
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or
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Raghavan provided Sanjay, a new sales trainee, with sales reports and pamphlets about the company's products but did not provide any further training or guidance. This summary training method is insufficient for imparting the necessary job skills and instructions to Sanjay. A more suitable training method for Sanjay would be on-the-job training with direct supervision from an experienced manager to gain hands-on experience in performing his sales role.
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The document discusses human resource (HR) duties in organizations based on organization size. For organizations with over 100 workers, there will typically be multiple dedicated HR workers. For organizations with 75-100 workers, there will usually be a single HR person. Organizations with less than 75 employees may have a combination HR/office manager. The document also outlines that HR duties can fall under HR department-centered, manager-centered, or shared categories. HR department responsibilities include benefits selection and writing job descriptions. Manager responsibilities include training and performance reviews. Shared duties include interviewing and determining salary increases. Effective HR requires cooperation between HR and other organizational departments.
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This document discusses strategies for employee retention and managing voluntary employee turnover. It provides five elements of a comprehensive employee retention strategy: 1) better recruiting from the beginning by prioritizing long-term fit, 2) training managers to foster retention, 3) measuring and supporting engagement, 4) showing recognition in multiple ways, and 5) framing long-term career trajectories. It also discusses five steps to reduce voluntary turnover: 1) creating an environment of trust and communication, 2) giving employees goals and recognizing achievements, 3) investing in employee training, 4) remaining competitive with benefits and pay, and 5) avoiding overburdening employees.
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This document discusses various aspects of employee involvement including motivation, teamwork, training, feedback, and empowerment. It describes theories of motivation like hygiene theory and discusses the benefits of teamwork. It emphasizes the importance of communication, training, recognition, and feedback in motivating employees. It also discusses empowering employees and teams to take responsibility and ownership for continuous improvement.
Innovation training and development 3
Cost Effective Methods of delivering training and development programs. Cost Effective Methods. Many organizations engage external contractors to deliver their training. Generic rather than specific, aligned to organizational strategy.
What is your training budget? Are you under budgeted expenditure?
Reward Management System
The document discusses reward management systems and total rewards programs. It provides an overview of reward management, including developing, implementing, and evaluating reward processes that deal with job assessment, pay structures, performance management, compensation, benefits, and pensions. It also discusses the importance of motivation and using reward systems to boost employee motivation. The total rewards program of a large beverage company with operations in multiple countries is then described.
Training devolopment
The document discusses employee socialization, training, and development. It covers:
- Socialization helps new employees adapt to their new roles and organizations through a process of adjusting expectations and learning new norms.
- Training involves developing employee knowledge, skills, and attitudes to improve job performance. It can cover various topics from company policies to technical skills.
- Development focuses more on future roles and long-term skills rather than just current job requirements. It aims to create a flexible workforce prepared for future growth.
Regular training and development helps organizations by improving performance, reducing costs, increasing motivation and retention, and allowing for succession planning.
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Why should we train our employees?
- 1. Why Should We Train our Employees? Employee trainingisanessential partof an organisation’sdevelopmental process.While most entrepreneursunderstandthis,theydon’tnecessarilyprioritize it.Here are three mainreasonswhy employeetrainingisan absolute must: Most employeeshave gone throughanunstructuredmode of learning. Theydon’tknowhowto applywhat they’ve learnttotheirday-to-daytasks. Evenif theyhave the desire tolearnand become more efficient,theydon’treceive proper guidance fromtheirleaders. The problemarises whenmostbusinessownersperceivetrainingwithanarrow mindset.The same trainingisprovidedtoall the employeesregardlessof theirrole andfieldof work.Fortraining to effective,we mustfirstunderstandthe differenttypesof employeesthatworkunderthe organisation’sumbrella. 1. Managers These are those employeesthatare headingtheirdepartmentsandmanagingeitherpeople or work.Eg. SalesManager,HR Manager. 2. RisingStars These are our potential managers.Whiletheyare notat that positionyet,theysurelydo have the potential togetthere witha little more experience. 3. CustomerFacingStaff These employeesare the face of the organisationandrepresentthe companytothe outside worldeitherthroughproductsorservices. 4. Blue Collars These employeeshandle the floorwork. Nowdo yourealise howdifferentthe rolesof these employeesare?Since theirrolesare different,the challengestheyface will alsobe different. Thismeansthe trainingprovidedto each groupwill alsohave tobe differentinnature. The problemisthat inmost company’sthe people appointedasmanagersare those who have beenwiththe organisationforalongerperiodregardlessof whethertheyhave managerial skillsornot.Rarelyisit lookedintowhetherthe customerfacingstaff iswell- versedwithsalestechniquesornot.Sure theymustbe achievingtheirnumbersintermsof sales,butcan youimagine howmuchbetterthey’dbe if onlythey’dstudiedsalesandhadan insightintocustomerpsychology?On-floorworkcouldbe fasterandmuchmore organisedif the blue collarswere trainedbetter. SIL’s ‘Employee LearningAcademy’focusesonexactlythese aspectswhenitcomesto employeetraining.Eachcategoryof employeesistrainedseparatelyondifferentskillsets. Insteadof treatingtrainingasan expense,itshouldbe lookedatasan investment.Infact, investingindevelopingthe skillsetsof your employees isthe mostvaluableinvestmentof all.