Innovation, Training

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Part 7 Is Training the Answer?

The Gaps

Training Needs Analysis or a Business Performance Needs study reveals the performance gaps within the organization.

Performance/Results

Time

Expected Curve

Actual Curve

Gap

Investment70% is structured on-the-job learning or learning from experience;

20% is relationship-based learning or learning through other colleagues;

10% is formal learning or learning through structured courses and programs.

ExperienceOn-the-job

AnalysisThe reasons for not achieving the organizational standards or forecast:

Let’s look at a retail store’s poor sales performance.

Please pause this video and list what factors could affect retail sales…

Which of this list could be improved with specific training?Faulty equipmentStaff customer service skillsSystems and proceduresLow stock levelsInadequate housekeepingLow staff levelsLack of managerial involvementPrices not competitiveLack of stock variety/rangeLate deliveriesNo marketing

TrainOther factors:Expected forecast too high?Is training the only way to make it happen?Are there other factors?

These could be improved with specific training:Faulty equipment – repair procedureStaff customer service skillsSystems and procedures - revisionLow stock levels – ordering methodsInadequate - housekeepingLack of stock variety/range - buying

Non TrainingWhy were some of these issues not training related, could not be improved by training?

Please pause this video and write your thoughts…

These could not be improved with training:Systems and procedures – head office function related to policies that cannot be changed at store level.Low staff levels – HR function to set budgets for wages and hiring.Lack of managerial involvement – organization’s culture.Prices not competitive – set by Buying Dept., mark downs must be approved.Late deliveries – suppliers chosen by Buyers, fuel shortages.No marketing – head office’s marketing budget exceeded.

Training Can…Improve KSA in employees.

Development can improve attitudes, work culture, motivation, communication… over time.

Maintain qualified products / servicesAchieve high service standardsProvide information for new staffRefresh memory of old employeesAchieve learning about new things; technology, products / service deliveryReduce mistakes - minimizing costsOpportunity for staff to feedback / suggest improvementsImprove communication & relationships - better teamwork

Training Steps

Assessing training needsPreparing training planSpecifying training objectivesDesigning the training program(s)Selecting the instructional methodsCompleting the training planImplementing the training programEvaluating the trainingPlanning future training

Training is a systematic process through which an organization’s human resources gain knowledge and develop skills by instruction and practical activities that result in improved abilities, organizational performance.

StagesAssessment Stage Training Stage Evaluation Stage

Organizational Needs Assessment

Task Need Assessment

Development of Training Objectives

Design & Select Procedures

Measure Training Results

Development of Criteria for Training

Evaluation

Train Compare Results to Criteria

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