observed or measured and therefore line managers cannot conclude an evaluation of change. However, they can talk to trainees and find out about areas in which something had gone wrong or did not help.
Another benefit that employers face by providing training to employees is that organisations maintain a highly skilled and trained workforce, which in turn reduces the need for extra manpower and cuts down on recruiting costs. While at the same time the organisation face a higher level of sales which is gained by an increase level of performance by employees which in turn is gained by the sufficient training that is initially provided to employees. Training maybe required to be implemented for the following reasons:
- New technologies
- New legislation
- Increase in competition
- New products
- New procedures
However, training is not seen to be effective unless the trainee who is being given the opportunity to be trained wants to be trained and is willing to undergo the new learning experience. If the trainee is determined that he/she does not require the training, then the process will be ineffective and a waste of the company’s time and money as the trainee will not comply with the training and will repel against the whole process. Therefore, training is observed as a two-way process, where the actual training provided to the employee by the company/trainer is seen as the output and the willingness, cooperation and participation from the employee/trainee being the input.
The beneficial side to training in respect to what the trainee gains out of the whole process, can be described as employees being given the chance to develop new skills as well as enhance their existing skills, which they rely on in order for them to work to the best of their abilities and increase the performance levels which in turn allows employees to gain a more clearer and positive attitude within the workplace. Training is therefore seen is to increase morale and motivational levels as employees feel that their contributions are of need by the organisation in which they work, which is also the reason for a higher output of confidence and performance.
As mentioned before, we as human beings have personal goals of learning. As this will result in us having a greater area of knowledge and expertise, which in turn will allow us to benefit from having a higher level of salary. Training is therefore understood to be beneficial to us as it gives us the opportunity to increase our knowledge and skills by learning more (self actualisation).
It is therefore reasonable to argue that training is valued by both the trainer (organisation) and the trainee (employee) as much can be gained out of the whole process to suit both parties’ likings and at the same time remain competitive.
There are different types of training methods that can be offered to employees. The method which maybe required for implementation will depend on the skills and knowledge which is required to be gained by the trainee.
The following are the different types of training methods:
- Induction training
- Coaching
- On-the-job/off-the-job training
- In-house training
- External training centres
INDUCTION TRAINING
Induction training is usually offered to new recruits who are joining an organisation for the first time or employees who previously worked for the organisation but are rejoining after some time. For example, female workers who rejoin the organisation after maternity leave.
Induction training is used to provide recruits with basic information about the organisation such as policies, procedures, practices and the purpose of the organisation itself. The induction also allows the recruits to understand their role within the company and providing them with the correct information in relation to what their duties may include. A induction training programme is usually conducted by a recruit’s senior, and certain information is portrayed to the recruit such as history of the company, a tour of the company, different departments, introduction to colleagues, managers, subordinates to the new recruit, health and safety procedures, holiday and sickness information and pay and salary information. An induction training programmes provides a recruit with all the basic and relevant information he/she will require to know.
The following are some benefits that induction training brings:
- A clear understanding of company aims and objectives
- A “homely” feel of the company
- Relevant and useful information is provided
- Any misunderstanding can be cleared well in advance
- Induction handbooks provide all relevant information which employees can refer to at any time
COACHING
Coaching is a method of training which takes place within the work situation. Coaching involves a trainee who is to be coached by a superior. Coaching’s main feature is that it takes place within the workplace and involves real life work situations. Coaching may be implemented due to the fact that an employee may have received basic training; however, the level of performance that is required is not being reached. Coaching also allows individuals to extend their skills which maybe due to a promotion (job enhancement). Coaching can only take place if the coach can offer sufficient time to the trainee, and at the same time the trainee must want to be taught. Coaching involves the coach to tell and demonstrates to the trainee how to carry out duties and tasks. The coach may then ask the trainee to perform these tasks on his/her own. This allows the trainee to achieve an increased level of performance in the workplace. This is very effective as the trainee learns from a more experienced employee.
ON-THE-JOB/OFF-THE-JOB TRAINING
On the job training requires the trainee to be trained whilst they are at work, during employed hours. This is seen to allow trainees to have a more realistic approach to training as they are able to face real life work situations. This is due to the fact that employees tend to learn more from practical situations. On-the-job training allows employees to be trained during contracted hours and therefore does not involve them having to be trained during their own hours and saves the company from spending more money.
Off-the-job training is the process where trainees are trained during non-contracted hours. This involves employees to be trained during their own time, usually being paid for their contributions. However, this does not allow employees to get a feel of the situations they are being taught about as no practical examples can be offered or demonstrated. This therefore restricts the scope of learning.
IN-HOUSE TRAINING
This involves an organisation to train their recruits within their own training grounds as regards to sending them to external venues which in turn will increase the costs of training. In-house training saves a lot of the company’s money as external trainers do not have to be called in as the company has its own set of trainers.
Advantages of in-house training:
- Low costs
- Company’s own trainer’s carrying out the training programmes
- Training is carried out within the company rather than external company’s
- Trainees can carry out the training when they want rather than when the trainer wants
- Modify training material used to undergo training
- Trainees are familiar with the business
EXTERNAL TRAINING CENTRES
This is the process where trainees are sent out to external training centres to undergo their training. This can be done by sending them to special centres where they observe and undergo different training methods including video training. This type of training is more expensive for the company as they will have to cover all costs such as trainee accommodation whilst on training courses, food expenses and the costs of trainers and training programmes.
Disadvantages of external training centres:
- More costly (more training related costs i.e. accommodation, transport)
- Trainers are not in a position to follow up on the trainees as a company’s own trainers would
After undergoing sufficient training, employees are in a very good position for development. As the training has allowed them to work on and enhance on their strengths. Employees want to be trained in order to gain new skills and knowledge in order to learn more and develop themselves. Development allows employees to carry out their jobs more effectively and efficiently and prepare them for future responsibilities which maybe addressed to them and required of them later on in their employment.
Development, from an organisations perspective, is an investment as they are developing their workforce for future needs and at the same time it allows the company to be well prepared (future planning).
RECOMMENDATION TO BE IMPLEMENTED FOR EFFECTIVE SYSTEM
I, personally recommend that if an effective, and informative, induction training programme is implemented at the start of an employee’s contract, then both organisational effectiveness and employee growth can be reached. Induction training is a process in which an employee is first introduced to the business and therefore, the information that is given is then of great importance as the information given will be taken in by the employee and regarded as “vital information”. This is due to the fact that when employees first join an organisation they do not know a great deal about the company’s policies, rules and the way the company conducts its day-to-day activities as a whole. Therefore, the information that they receive at first instance will stick to them and they will relate to it in terms of what and how they are required to perform. If a correct induction programme is implemented and followed, then employees will refer to it as a set of guidelines which will help them to gain the skills, knowledge and competencies in order to increase organisational effectiveness and personal growth and development.`
BIBLIOGRAPHY
Textbooks:
Paul Coldwell, (2006-2007), Middlesex University HRM2224 Module Handbook, People Management and Development, Semester 1
Buchanan. D, Huczynski. A, (2004), Organizational Behaviour, 5th Edition, Prentice Hall,