Employee Training and Development

Importance of Training
Who Will Do the Training
How Employees Learn Best
Developing a Job Training
Program
Retraining
Orientation
Overcoming Obstacles to
Learning
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Importance of Training
Teaching people How to do Their Jobs:
There are three kinds of training:
Job Instruction, Retraining, and
Orientation.
The big sister, big brother, or
buddy system is when a old hand
shows a newcomer the ropes.
When good training is absent there
is likely to be an atmosphere of
tension, crisis, and conflict because
nobody knows what to do.
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The Benefits of Training

Gives the supervisor more time to
manage, standardized performance, less
absenteeism, less turnover, reduced
tension, consistency, lower costs, more
customers, better service
Gives the workers confidence to do their
jobs, reduces tension, boost morale and
job satisfaction, reduces injuries and
accidents, gives them a chance to
advance.
Gives the business a good image and
more profit.
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Then why is training often neglected?

Urgency of need
Training time
Costs
Employee turnover
Short-term worker
Diversity of worker
Kinds of jobs (simple-complex)
Not knowing exactly what you
want your people to do and how
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Who will do the Training?

The magic apron method: people train
themselves the easiest ways to get the job
done, and what will keep them from
getting into trouble.
The person that is leaving trains:
teaches shortcuts and ways of breaking the
rules.
Big sister, big brother, or buddy
method: passes on bad habits and may
resent new person as a competitor.
The logical person to train new workers
is YOURSEF!
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How do Employees Learn the Best?

Learning is the acquisition
of skills, knowledge, or
attitudes.
The adult learning theory
is a field of research that
examines how adults learn.
A number of the following
tips come from the adult
leaning theory.
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How employees learn the best:

When they are actively involved in
the learning process-(to do this choose
a appropriate teaching method).
Training is relevant and practical.
Training material is organized and
presented in chunks.
Training is in an informal, quiet, and
comfortable setting.
When they have a good trainer.
When they receive feedback on
performance.
When they are rewarded.

Developing a Job-Training Program

Training plan: A detailed plan for
carrying out employee training for
a unit of work.
1st- establish performance
standards: they provide a ready
made structure for a training
program.
2nd- write a training objective
derived form above.
3rd- Develop standard procedures
(list tasks and spell them out).
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Developing a Unit Training Program

This is taught in several sessions.
It should provide check points to
measure progress.
Should include two elements:
1. Showing and telling the
employee what to do.
2. Having the employee do it
(right).
Location should be quiet.
Training materials should be the
same as used on the job.
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Moving from Plan to Action

Training people with some
experience begins with a
pretest.
Carry out the training
program with employees
who do not meet standards.
Once the training process is
complete EVALUATE.

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Evaluation
Formal evaluation: uses
observation, interviews, and
surveys to monitor training while
its going on.
Summative evaluation: measures
results when training is complete in
five ways:
1. Reaction
2. Knowledge
3. Behavior
4. Attitudes
5.Productivity

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Job Instruction Training (JIT)

Also called on the job training.
Consists of 4 steps:
1. Prepare the learner
2. Demonstrate the task
3. Have the worker do the task
4. Follow through: put the
worker on the job, correcting and
supporting as nessicary.
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Classroom Training Skills

Be aware of appropriate body
language and speech.
Watch how you talk to employees.
Covey respect and appreciation.
Handle problem behaviors in an
effective manner.
Avoid time wasters.
Facilitate employee participation
and discussion.
Use visual aids to avoid constantly
referring to notes.
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Retraining
Needed when changes are made that
affect the job, employees performance
drops below par, or when the worker
has not mastered a particular technique.
A positive one-on-one approach to
retraining is referred to a coaching.
Coaching is a two part process.
1. Observation of the employees
performance.
2. Conversation between manager and
employee focusing on job
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performance.

Orientation: the pre-job phase of training.

Introduces each new employee
to the job and the workplace.
Tells new staff members what
they want to know and what the
company wants them to know.
Communicates information give
out a employee handbook.
Creates positive employee
attitudes toward the company
and the job.
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Overcoming Obstacles to Learning

Reduce fear with a positive
approach (convey confidence in the
worker).
Increase motivation: emphasize
whatever is of value to the learner,
make the program form a series of
small successes, build in incentives
and rewards.
Limited abilities: adjust teaching to
learners level.
Laziness, indifference, resistance:
May mean a problem worker. 16

Overcoming Obstacles to Learning

Teaching not adapted to learners:
Deal with people as they are (teach
people not tasks), keep it simple,
involve all the senses.
Poor training program: revise to
include objectives.
Poor instructor: The trainer needs
to know the job, be a good
communicator + leader, sensitive,
patient, helpful, etc.
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