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Employee Training

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Employee Training

Employee training is whereby organizations identify skill gaps that exist amongst their employees and device strategies to reduce the skill gaps. Employee training thus can be done through lectures, work based training or by an external party. The aims o employee training is to improve employee efficiencies as well as improve employee production quality or increase the levels of output. Organizations that do not conduct training to their employees will experience low production output, a low competitive workforce as compared to their competitors, customer dissatisfaction as a result of the reduced quality of output as well as a reduction in sales in the case of an unskilled sales team. For training to be successful and well planed, the human resource department needs to come up with an employee training schedule. (Sidharth Thakur 2012).

Employee training schedule

When planning a training program for employees, setting up a proper training schedule as well as communicating it to the employees should be the top most priority of any organization that want to conduct training to their employees, this should mostly be done by large organizations that want to conduct training to a large number of employees due to the complexity of the training program. Thus an organization training schedule template is what organizations need to inform their employees about how the training program will be conducted. Stacy 2010

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The effectiveness of a training program depends on how well employees have been informed about the program as well as the kind of attendance the program seeks. To ensure these two things succeed, the schedule of the training program must be available to all the employees in question before the start of the training program. (Sidharth Thakur 2012).

Contents of an employee training schedule

An employee training schedule contains three important pieces of information, they include

Training Program Details: The top of the training schedule shows the name of the training program, the total number of hours it will take to complete the training, the proposed start and finish date and the name/department of the training coordinator. (Edwards 2010).

Training Summary: The second part will have the basic structure of the training. This will include the training modes as well as how many hours will be dedicated to each of the modules. (Edwards 2010).

Detailed Training Schedule: Here, the hourly schedule for the training program will be detailed out. The other relevant information regarding each sessions such as the time, the place session is the name of the trainer who will be facilitating the training session can be displayed here. Ginny (Edwards 2010).

Those that will be attending are the employees in the sales department because the sales section is very important when it comes to increasing profitability. Organizations’ believe that if their employees in the sales department are well trained, sales will always be higher. We will also be conducting training to the employees in the production department because we strongly believe that when employees in the sales department are well trained, output will always remain high.

Training will either be conducted by the human resource department or outsourced to an external party who specializes in training employees on behalf of organizations.

Cost-benefit of your training

Cost–benefit analysis is a systematic process of calculating and comparing results against efforts.

In our case, since we will be conducting training on our sales employees, if sales go up by 20% as a results of training if we assume that the 20% translates to $ 1,000,000 while the costs of training were just $ 200,000, the company would have benefited by $ 800,000 as a result of the training efforts.

In the case of conducting training to our employees in the production departmenr, if production goes up by 40% as a result of the training efforts if we assume that 40% of production indrease translates to $ 6,000,000 while the costs o training were just $ 1,000,000, the cmpany would have benefited by $ 5,000,000 as a result of training efforts conducted to the employees in the production department.

ROI (Return on investment).

ROI is the same as benefits, thus benefits of conducting training on the employees in the sales department = $ 8,000,000.

While the benefits of conducting of conducting training on the employees in the productin departmet will be $ 5,000,000.

How training will lead to transfer of training

Employers will first conduct employee evaluation so as to identify the sill gaps of employees. They will then train employees according to the skill gaps that the employees posses. For example, if the employees in the sales department lack communication skills, training will be conducted to employees on how they can approach clients.

References

http://www.brighthub.com/office/human-resources/articles/98919.aspx#

http://www.costbenefit.com/

http://www.denstoredanske.dk/Samfund,_jura_og_politik/%C3%98konomi/Marked_og_velf%C3%A6rd/costbenefit-analyse

http://managementhelp.org/training/basics/reasons-for-training.htm

http://humanresources.about.com/od/training/Training_Development_and_Education_for_Employees.htm

Appendix 1: Employee Training Schedule and lesson plan. It includes Training program details, training summary as well as a detained training schedule.

Appendix 2:

Below is an effective way to understand how to determine which employees in your organization need to be trained a particular way.

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