Training and Developing Employees Notes

Learning Outcomes

• 6.1 Employees need systematic training focused on performance.

• 6.2 Supervisors have significant roles in training relations.

• 6.3 Understanding learning principles aids in effective training methods.

• 6.4 Choosing training aids effectively enhances learning, with attention to ethics.

• 6.5 Transfer of training refers to applying training in the workplace with supervisory support.

Importance of Training

• Ongoing education and training are essential.

• Over 25% of the workforce lacks a high school diploma, affecting future earnings (approx. $100,000 per year).

• A college degree can increase lifetime earnings by about $1 million.

• Training is critical for productivity gains and enhanced customer service.

• Companies like Motorola invest heavily in training, indicating its significance for management.

Consequences of Untrained Employees

• Employees inevitably learn, but it may lead to incorrect methods.

• Example: An assembler using a binocular microscope incorrectly until trained resulted in poor quality.

• Training should be structured, involving planned methods that align with job requirements.

Systematic Approach to Training

Key Steps in Systematic Training

1. Determine Training Needs: Ensure training is necessary compared to other solutions (e.g., clearer expectations).

2. Define Objectives: Specific goals for what training should achieve.

3. Design Training: Choose relevant content and delivery methods.

4. Deliver Training: Conduct the training sessions effectively.

5. Evaluate Effectiveness: Assess training outcomes.

6. Facilitate Transfer: Encourage use of learned skills in the workplace.

Identifying Training Needs

• Gaps: Identify discrepancies between expected and actual performance or knowledge.

• Informal Methods: Monitor symptoms like customer complaints, high turnover, etc. to identify needs.

• Formal Methods: Use surveys, interviews, and observations to conduct structured needs analyses.

Resistance to Change

• Employees may resist change due to:

  • Lack of perceived rewards for learning.

  • Fear of unknown consequences or loss of status.

  • Existing habits and routines.

• Strategies to mitigate resistance:

  • Gradual change introduction.

  • Open communication about needs and processes.

Role of Supervisors in Training

• Supervisors are primarily responsible for employee training, evolving into teaching and coaching roles.

• Key responsibilities:

  • Provide challenging learning opportunities.

  • Encourage growth and responsibility among employees.

Coaching as a Training Method

Tips for Effective Coaching

• Be personalized, specific, discreet, timely, regular, and performance-oriented in feedback.

• Help employees become lifelong learners capable of critical thinking.

When to Start Training

• Begin training as soon as a new employee is hired to establish a strong foundation.

• Use teachable moments—opportunities when employees are receptive to learning.

Training Methods

• Variety of methods exist, including:

  • On-the-job coaching.

  • Classroom style learning.

  • Apprenticeships (combining both).

• Selecting methods should align with training objectives and learner needs.

Multi-skilling and Learning Retention

• Foster multi-skilled employees to increase flexibility across roles.

• Continuous learning is crucial; failings may occur due to forgetting without practical use of skills.

Effective Training Practices

Job Instruction Training (JIT) Steps

1. Prepare workers to learn by engaging them.

2. Demonstrate tasks followed by trainees demonstrating the same.

3. Allow practice under supervision with feedback.

4. Gradually release independence while monitoring progress.

Tools for Training Support

• Visual Aids: Enhances understanding and retention of information.

• Job Aids: Checklists, flow charts, and guides help employees remember key procedures during tasks.

• Off-the-job training can be more efficient for groups learning theory or policy.

Ethical Considerations in Training

• Trainers must ensure competence, maintain confidentiality, stay within boundaries, and avoid prejudice.

Measuring Training Success

Key Indicators

1. Trainee Reactions: Level of engagement and satisfaction.

2. Trainee Learning: Ability to acquire new knowledge and skills.

3. Trainee Behavior: Skill demonstration and application improvement.

4. Results: Improvement in job performance metrics after training.

Ensuring Transfer of Training

• Discuss training objectives with employees and designate role models for successful skill application.

• Continuous monitoring, positive reinforcement, and fostering trust are crucial for effective training outcomes.