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. Your Appraisal System Can Be Better – Overcome These Nine Serious Failings By Bill Robb This article is directed at senior managers. As a senior colleague you have the authority to make tremendous improvements. You can have maximum effect in improving your existing appraisal system or starting one that contributes to profits or other targets.1. Bad experiences of appraisals.For a senior manager like yourself, it is important to accept that many people fear and dislike appraisal interviews.Many people have had terrible experiences when being appraised. Consequently, they think app… 2. Why is it Hard to Innovate? Why is it hard to innovate? what are the obstacles for innovation? Why innovation success rate is so little? This paper is aimed at discussing these questions on an academic level. Referring to innovation as a change, sometime a major change, I shall first present the difficulties of promoting a change, in general. Kotter (1996) discusses the reasons for the high rate of failed change initiatives. Among them are lack of urgency/ too much complacency, lack of sensible vision/ under-communication … 3. Character: Is It Necessary In Leadership? (Part Two) 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: 838Summary: One element of leadership that many leaders ignore or neglect is character. Is it a necessary ingredient in leadership? The author answers the question with… 4. 50 Great Ways to Motivate and Not Break the Bank By Marcia Zidle Quick, Easy, and Even Fun! 1. Smile, say “Hi! How are you doing today?”2. Regularly invite someone to join you for coffee.3. Send them flowers, chocolate, a bunch of balloons.4. Provide a group lunch---pizza, six-foot sub, barbecue.5. Write someone a thank-you note and put a copy in his/her file.6. Hand out coupons for an extra 30 minutes for lunch. 7. Make a donation to their favorite charity in their name.8. Give out tickets to a movie/play/cultural/sporting event.9. Celebrate achievements … |
||||
