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by N.Balajhi
Training plays a central role in shaping up an individual to the requirements of a job and the organisation.
As can be observed from the above statement training must have twin focus viz. requirements of job and requirements of the organisation. Lack of training for job performance is easily detectable whereas lack of training for orgnisational requirements hardly shows up unless one digs up for it. Even then it is hard to establish.
The diagram given alongside captures various issues that are associated and caused by poor or lack of training. In the diagram, ‘Delay’ and ‘Poor Quality’ issues are caused by poor training for the job while ‘Wastage’, ‘Cost’ and ‘Poor Control’ issues are caused by lack of training to integrate people with the organisation. As mentioned before it is difficult to spot, track and remove wastage, cost and poor control issues arising out of ‘poor or lack of training’. Therefore it is important for every company to ensure comprehensive training for all. It should be continuous and reemphasizing.
A comprehensive approach to training is given below.
Training framework
Right way of doing things
Work
Reporting / communication
Feedback
Responsibilities / Authority
Outcome of work
Quality of work / Timeliness
Team performance
Decisions / Actions
Knowing and relating with the organisation
Organisation structure / businesses / locations / people
Organisation mission / vision
Work process
Work goals / performance measures
Work - Interacting departments / functions / roles
Organisation systems and practices
Cooperation / coordination
Overall role in the big picture
Compensation - Quantum / breakup / methods / criteria / systems
Rewards - Methods / Criteria / Systems
Upgrading of knowledge / skills
Technical training
New developments
Changes in methods / process
New machinery / tools etc
Improving work performance
Management training
Methods and topics
Soft skills
Company / Topical / Industry information newsletter
Being a value adding employee
Delivering on work goals / performance targets
Owning up responsibility for decisions and actions
Sharing and using knowledge and ideas
Complete cooperation and coordination as required
Questioning and improving work practices / methods and ideas
Open mindedness to new practices / methods and other changes
Structured approach has to be adapted in order to provide well rounded training to people at work.
Initial orientation at the time of joining
Right way of doing things
Responsibilities / authority
Knowing and relating with the organisation
On the job training
Right way of doing things
Periodic training needs assessments
Job requirements
Organisation requirements
Corporate newsletter / blog / KM system
Programs to help people align with organisational interests
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