Don't Throw Money Away On Training - Planning Well Will Cut Costs and Increase ValueLearn Management Articles on management-info.biz. Don't Throw Money Away On Training - Planning Well Will Cut Costs and Increase Value article will help answer your questions on Management Articles.We at management-info.biz specialize in Management Articles. Management Articles at management-info.biz provides the most up to date news and articles. If you have questions please do not hesitate to contact us.
This sort of reactive approach to training and development costs far more than systematic training and is usually far less effective. So, how do we do this systematically? If we cover the key elements of an integrated approach to managing people, the pieces will fall into place. Planning The starting point should be the corporate plan - where is the organization going? If we know this we should also know what the obstacles are and what we are going to require of people. In previous articles we have discussed what people have to deliver (documented on job descriptions) and how they are to do it (competencies and associated behaviours). Once these have been determined, it should be easier to see what, if any training or development needs there are. Gun at the head test Here is a simple test to see if training is required. If the employee could do what is required if a gun was held at their head (please don't use a real gun!), they don't need training. They need better management. If they couldn't do the tasks, then training may be an answer. Following on from the planning stage there are other parts of the system that will provide useful information on training and development needs. Recruitment What are we having to recruit for? If we are paying a premium for certain skills, can we develop these internally? If we can't find certain abilities, do we need to start growing these ourselves? Performance management What are the gaps in current performance? Are these caused by a lack of training? What are the aspirations of staff and do they fit in with our corporate goals? Can we meet these with internal development plans? Rewards Are people earning to their potential through the salary system or incentive plans? If not, does this indicate a training need? Succession plans Are all the key jobs covered? If not, should we be developing people right now? By collecting all the information from these sources it is then a case of collating it and determining what needs to be done. But here is another trap. It does not mean we have to go out looking for training courses. If our training and development needs are documented in terms of objectives, that is, what someone should be able to do after they have received the development, rather than 'attend management course' there are usually several options available. For some of these there may be no direct cost. An example may be 'To be able to accurately set up systems for recording and analysing data and prepare reports with recommendations and action', not 'advanced Excel course' With some creative effort you may find there are experts in the organization already who can provide some assistance in the relevant areas without the expense and inconvenience of an external training course.
Also, it is worth noting that when research is conducted into why people prefer certain employers, high up on the list is usually the growth and development opportunities available. Accurately and actively identifying development needs makes good business sense. |
More Articles:1. "Let the Intern Do It" - Affordable Help for Your Business By Cathy Stucker Do you have more projects than time? Help might be as close as your nearest college. Many have intern programs, where students complete tasks for businesses as part of their studies.Here are a few tips for designing an internship program that will work for both you and the student:Have one or more specific projects in mind. You might want help with a PR campaign, design of a web site, industry research, creation of brochures and other marketing materials, or other tasks. Have duties in mind t… 2. Attract and Retain Positively Great Employees - An Action Plan for Employee Training By Kathy Iwanowski Everyday a business owner, CEO, or manager somewhere is complaining about the lack of good employees. On the same day, in a break room, employees are complaining about the lack of good jobs. Thinking that they can alleviate the problem with finding good employees, many employers have opted for lengthy applications and endless interviewing. In the process, the employee-to-be becomes frustrated before even starting the first day of work. The employer has spent a bit of money and the orientat… 3. Leading Bad Actors To Be Good Performers PERMISSION TO REPUBLISH: This article may be republished in newsletters and on web sites provided attribution is provided to the author, and it appears with the included copyright, resource box and live web site link. Email notice of intent to publish is appreciated but not required: mail to: brent@actionleadership.comWord count: 978Summary: Leaders are occasionally afflicted by 'bad actors', those people who resist and may even sabotage the leaders' activities. Here is a five-step process for d… 4. Why I always Keep my Promises By Martin Haworth Integrity is very important to me, and I try hard to 'do unto others as I would wish them do unto me'. It hasn't always worked that way for me though.There have been times in my previous career - times that I can remember vividly even now - when promises were not kept, things were borrowed, never to be returned and where I was not on the best end of wheeling and dealing that are part of corporate politics.For me, creating honourable relationships with my people has always been important. It … |
||||
