Training and Development

Employee Training
A learning experience designed to achieve a relatively permanent change in an individual that will improve the ability to perform on the job.

Employee development
Future-oriented training, focusing on the personal growth of the employee.

Determining training needs:
 Specific training goals should be based on:
 organization’s needs
 type of work to be done
 skills necessary to complete the work
 Indicators of need for more training:
 drops in productivity
 increased rejects
 inadequate job performance
 rise in the number of accidents
 The value added by training must be considered versus the cost.
 Training goals should be established that are tangible, verifiable, timely, and measurable.

Employee Training Methods
1- On-the-job training methods
 Job Rotation: lateral transfers allow employees to work at different jobs and learn a variety of tasks
 Understudy Assignments: working with a senior manager or coach who can provide support and encouragement
2- Off-the-job training methods
 Classroom lectures: lecture convey specific technical, interpersonal, or problem solving skills
 Films and videos: specially made media productions
 Simulation (Model) exercises: creating an artificial work environment identical to the real life situations; includes case studies, exercises and role plays

Employee Development
 This future-oriented set of activities is predominantly (mainly) an educational process.
 All employees, regardless of level, can benefit from the methods used to develop managerial personnel.

Employee Development Methods
 Job rotation involves moving employees to various positions in the organization to expand their skills, knowledge and abilities.
 The employee works in different departments for a short period and finally comes back to his original position
 Promoted when there is a suitable vacancy
 Job enrichment is assigning additional responsibilities to the employees at their current position
 No increase in authority or promotion
 Assistant-to positions allow employees with potential to work under and be coached by successful managers
 Committee assignments provide opportunities for:
 decision-making
 learning by watching others
 becoming more familiar with organizational members and problems
 Lecture courses and seminars benefit from today’s technology and are often offered in a distance learning format (Teleconferencing)
 Simulations include case studies, decision games and role plays and are intended to improve decision-making.
 Outdoor training typically involves challenges which teach trainees the importance of teamwork.