Page 23 - DMGT518_TRAINING_AND_DEVELOPMENT_SYSTEM

Training and Development System

Notes After the introductory period, the instructor need not be present, and the trainee can learn as his
or her time allows. These methods sound good, but may be beyond the resources of some small
businesses.
Laboratory training is conducted for groups by skilled trainers. It usually is conducted at a neutral
site and is used by upper- and middle-management trainees to develop a spirit of teamwork and
an increased ability to deal with management and peers. It can be costly and usually is offered
by larger small businesses.

Trainers

Who actually conducts the training depends on the type of training needed and who will be
receiving it. On-the-job training is conducted mostly by supervisors; off-the-job training, by
either in-house personnel or outside instructors.

In-house training is the daily responsibility of supervisors and employees. Supervisors are
ultimately responsible for the productivity and, therefore, the training of their subordinates.
These supervisors should be taught the techniques of good training. They must be aware of the
knowledge and skills necessary to make a productive employee. Trainers should be taught to
establish goals and objectives for their training and to determine how these objectives can be
used to influence the productivity of their departments.

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Caution Trainers must be aware of how adults learn and how best to communicate with
adults. Small businesses need to develop their supervisors’ training capabilities by sending
them to courses on training methods. The investment will pay off in increased productivity.
There are several ways to select training personnel for off-the-job training programmes. Many
small businesses use in-house personnel to develop formal training programmes to be delivered
to employees off line from their normal work activities, during company meetings or
individually at prearranged training sessions.
There are many outside training sources, including consultants, technical and vocational schools,
continuing education programmes, chambers of commerce and economic development groups.
Selecting an outside source for training has advantages and disadvantages. The biggest advantage
is that these organizations are well versed in training techniques, which is often not the case
with in-house personnel.
The disadvantage of using outside training specialists is their limited knowledge of the company’s
product or service and customer needs. These trainers have a more general knowledge of customer
satisfaction and needs. In many cases, the outside trainer can develop this knowledge quickly by
immersing himself or herself in the company prior to training the employees. Another
disadvantage of using outside trainers is the relatively high cost compared to in-house training,
although the higher cost may be offset by the increased effectiveness of the training.
Whoever is selected to conduct the training, either outside or in-house trainers. Having planned
the training programme properly, you must now administer the training to the selected
employees. It is important to follow through to make sure the goals are being met. Questions to
consider before training begins include:

 Location
 Facilities
 Accessibility

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