Page 21 - DMGT518_TRAINING_AND_DEVELOPMENT_SYSTEM

Training and Development System

Notes Also, in today’s market-driven economy, you would be remiss not to ask your customers what
they like about your business and what areas they think should be improved. In summary, the
analysis should focus on the total organization and should tell you (1) where training is needed
and (2) where it will work within the organization.
Once you have determined where training is needed, concentrate on the content of the programme.
Analyse the characteristics of the job based on its description, the written narrative of what the
employee actually does. Training based on job descriptions should go into detail about how the
job is performed on a task-by-task basis. Actually doing the job will enable you to get a better
feel for what is done.

Individual employees can be evaluated by comparing their current skill levels or performance
to the organization’s performance standards or anticipated needs. Any discrepancies between
actual and anticipated skill levels identifies a training need.
Selection of Trainees

Once you have decided what training is necessary and where it is needed, the next decision is
who should be trained? For a small business, this question is crucial.

!

Caution Training an employee is expensive, especially when he or she leaves your firm for
a better job. Therefore, it is important to carefully select who will be trained.
Training programmes should be designed to consider the ability of the employee to learn the
material and to use it effectively, and to make the most efficient use of resources possible. It is
also important that employees be motivated by the training experience. Employee failure in the
programme is not only damaging to the employee but a waste of money as well. Selecting the
right trainees is important to the success of the programme.

Training Goals

The goals of the training programme should relate directly to the needs determined by the
assessment process outlined above. Course objectives should clearly state what behaviour or
skill will be changed as a result of the training and should relate to the mission and strategic
plan of the company. Goals should include milestones to help take the employee from where he
or she is today to where the firm wants him or her in the future. Setting goals helps to evaluate
the training programme and also to motivate employees. Allowing employees to participate in
setting goals increases the probability of success.
Training Methods

There are two broad types of training available to small businesses: on-the-job and off-the-job
techniques. Individual circumstances and the ‘who,’ ‘what’ and ‘why’ of your training programme
determine which method to use.

On-the-job training is delivered to employees while they perform their regular jobs. In this way,
they do not lose time while they are learning. After a plan is developed for what should be
taught, employees should be informed of the details. A timetable should be established with
periodic evaluations to inform employees about their progress. On-the-job techniques include
orientations, job instruction training, apprenticeships, internships and assistantships, job rotation
and coaching.

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