There is truth in the saying that in order to understand something, knowledge is the key.
Take for example the age-old management tool of “training”. Why do we train? Put simply, to impart knowledge to the trainee so that they have the understanding of what is expected of them in the workplace.
In determining training needs, however, you need to take into account a number of factors:
- Undertake a review of job descriptions.
- Identify an employee’s strengths and areas needing improvement, such as, customer service, cash and stock handling, and safety, to name a few.
- Review common complaints and problems.
- Consider technological changes in the business.
- Consider change itself and the training required to understand what is expected.
These are not endless but a start.
After identifying and prioritising training needs, you then determine the method of delivery and how this will be accomplished, for example, training seminars in-house or external; on-the-job demonstrations; staff or individual meetings or a combination. Integral to all of this is the need to formalise details of training sessions, taking into account session content, date, time and location the need for staff to be available to cover for those attending training sessions.
Once you have established the what and the how, communicate to prospective participants.
Above all, training must be relevant and structured. If it is conducted professionally and employees feel that knowledge gained has enhanced their understanding, it will give them confidence in performing their roles within the business. Thus, a win-win situation for both employer and employee.
Conversely, training for trainings sake is not only wasteful to a business’s bottom line, but is giving a false expectation to the employee.
In these days of continual growth in red, green and other bureaucratic compliance tape in a multitude of areas, knowledge through training is critical because of the unintended consequences that can result from misunderstanding. Example: A company having developed and implemented, say, an employee handbook with a comprehensive set of policies and procedures to ensure compliance may be a good step given the current legal landscape, but it may not be enough if your front line managers/supervisors do not know what to do when confronted with certain situations. This is a problem which can be overcome with the right training to ensure they understand what is expected of them.
Every employee deserves the opportunity to gain knowledge so that they can be productive and feel confident in their work performance. Every employer deserves the opportunity to employ the right person for the job. Both can be obtained by an analysis of your training needs and implementing a program that suits your business and people.
This is where ACAPMA can assist. We understand the industry and have the knowledge to fit the bill. For more information call an ACAPMAssist Representative on 1300 160 270.