Determining Training Needs


When a supervisor sees evidence of inadequate job performance, assuming the individual is making a satisfactory effort, attention should be given to raising the worker’s skill level. When a supervisor is confronted with a drop in productivity, it may suggest that skills need to be fine-tuned. Of course it would be related to other factors, too—lack of resources or equipment malfunctions. That’s why it’s imperative to pinpoint the problem precisely.

In addition to the productivity measures, high rejection rate or unusual rate of wastage may indicate a need for employee training. A rise in the number of  accidents reported can also suggest some type of retraining is necessary. Furthermore, the changes that are being imposed on workers as a result of a job redesign or a technological breakthrough demand training.

My Consultancy–Asif J. Mir – Management Consultant–transforms organizations where people have the freedom to be creative, a place that brings out the best in everybody–an open, fair place where people have a sense that what they do matters. For details please visit www.asifjmir.com, and my Lectures.

Advertisements

Context Learning


Companies that retain employees for new technology have an interest in minimizing the number who fail. Some companies have observed that the success of retraining is greater when trainees know beforehand what jobs they will be occupying, inside or outside the firm, and when they are familiar with the new work unit, its supervisor, and its employees. Accordingly, these companies help trainees acquire this context learning as early as possible.

For example, employees in declining jobs are told as much as possible about the new opportunities arising within the company, so that they can make informed choices. Or, retrainees are assigned to “mentors” from the work units that will employ them. Or, the retrainees’ current and future supervisors accept responsibility for monitoring their programs. Or, best of all, retrainees are transferred to their new work units either before or shortly after the start of the retraining process.

My Consultancy–Asif J. Mir – Management Consultant–transforms organizations where people have the freedom to be creative, a place that brings out the best in everybody–an open, fair place where people have a sense that what they do matters. For details please visit www.asifjmir.com, and my Lectures.