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. Communicating CEOs By Robert Abbott I see a PR firm has done a survey on the amount of time Canadian CEOs spend on communication, and found they spend almost half of their time on communication.I think we're supposed to be impressed that CEOs spend that much time on communication. But, quite frankly, what else does a CEO do? And, if you consider both direct and indirect communication, wouldn't that be more like 90%?So, what do CEOs do, and how much of that involves communication of one kind or another?Well, they make decisions. … 2. How to Meet Quality Standards with ISO 9001 By Chris Anderson In today’s hectic business environment, it is vital that we are all on the same page, right? But how do we know if we meet those standards? Business owners and executives can avoid the uncertainty, and that’s where ISO 9001 certification comes in.Standardizing Quality SystemsThe ISO, or International Organization for Standardization, was established in 1947 to develop international standards for everything from electronics to management systems. Having over 13,000 standards currently in place,… 3. ISO 9001 Compliant Program: Steps to Build By Chris Anderson Implementing an ISO 9001 system represents a major effort. However, all of that effort can represent a significant shift for a business - from quantity to quality. And this could make sure your business gets the desired results.Shift Focus to PerformanceDeveloping, implementing and maintaining your ISO 9001 program can be crucial to the core issues of a business. The focus is designed to help:Satisfy customer requirements for complianceIncrease profits with more contractsSave money through eff… 4. Show Me the Money For many people, money is like the weather – they talk about it, but don’t do anything about it. But making more money is not just about working longer hours or working harder. If your goal is to have more money, achieving it is about achieving your vision.To achieve something extraordinary, you need to have a clear and precise vision plus a detailed plan to achieve that vision. A detailed plan includes specific goals and steps with timelines. Dreams without clearly defined goals, and goals with… |
||||
