Apex Door Company
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INTRODUCTION
“Training is futile if the trainee lacks the ability or motivation to benefit from it.” (Dessler, 2005, p. 271) The performance management approach integrates assignments, training, assessing and rewarding employees efforts contributory efforts for goal achievement and influences organizational effectiveness.
“Training can be an effective means of enhancing employees abilities,” and to increase emotional intelligence. (George and Jones, 2005, p. 60) Accurate assessment of employee strengths and weaknesses assists the development of an effective training program. Teaching employees how communicate effectively enhances the work environment because there is no longer a difference between expectations and achievement.
Apex Door has hired us to generate a training program. This proposal suggests specific improvements to the existing training process.
TRAINING DEVELOPMENT PROCESS
By understanding the organizational needs not individual, development of the training process begins. This requires identification of critical skills need for the organization to maintain competitiveness and remain successful. By placing the future needs of the organization in perspective, the next step in the development process consists of evaluating the current workforce and establishing how the existing skills knowledge and abilities fit into organizational goals. Through engagement, explanation and expectation everyone knows up front what standards are expected, individuals are involved in the decision making process that affects them and explanation provides a forum for understanding final decisions providing clarification of penalty for failure. (AIU Online, 2006)
MOTIVATION
Employers can increase trainee motivation by making learning meaningful and the skills easily transferable. Additional motivation occurs by reinforcing correct responses making learning hands on, and through effective scheduling. According to Gary Dessler (2005), approximately 90 million adults are functionally illiterate. This is an astronomical figure requiring immediate attention. While the company cannot provide a solution for all 90 million, they can decrease the number within the work environment and surrounding community by providing literacy and diversity training techniques in house and by supporting them financially in the community. If there is even one employee working for this organization that is a functionally illiterate, the organization has an obligation to correct this as soon as possible, therefore, this is the first step in the training process.
NEEDS ANALYSIS
There is a specific process outlined for determination of training needs. It begins with needs analysis because this is the process of identification of; specific “performance skills needed, trainee experience, development of measurement knowledge and objectives based upon deficiencies. (Dessler, 2005, p. 270) Needs analysis will generate documentation needed for inclusion in a written training manual. Interviews with supervisors, upper management and employees performing these jobs will facilitate accurate documentation. Through evaluation of the job functions such as, secretaries, accounting clerks, machinists and assemblers, with the assistance of those performing the actual job, up-to-date job descriptions and training procedures result. When addressing performance deficiency, identification of problem causes and resolutions through a systematic search address desired performance factors. Utilizing the employees who perform and Mr. Delaney during this analysis will breakdown the communication gap between what is expected and how to achieve the same end result in the same manner.
INSTRUCTIONAL DESIGN
The instructional design phase is the actual compilation and development of instructional methods to utilize including all materials needed to conduct the program. “Whether a method will reach its potential depends on how well the training is designed and implemented. Learning objectives are a critical factor in designing a training program.” (Blanchard and Thacker, 2004, p. 279) Methods such as computerized learning integrated with on-the-job training are very effective ways to conduct training for existing employees. There are many resources available online and offline for utilization during development of the training materials such as workbooks, instruction manuals and troubleshooting guides. The design process utilizes the knowledge gained through needs analysis as well as online and offline resources to develop training methods and written manuals for departmental positions. There are several methods to use but the method utilized is dependent upon the needs analysis results. If trainees need instruction in physical or cognitive skills, consider using the understudy method because most people learn better hands-on. Job rotation and OJT are additional options because these provide absence coverage, are relatively inexpensive, employees learn by doing and benefit from immediate feedback. Because we are training existing employees, training in this way continues production and illuminates additional problem areas, which require attention. Utilization of JIT for assemblers place job functions in proper sequence. However, broadly, defined clerical functions require a different type of training method and therefore EPSS methods because they are more beneficial. Secretaries and accounting personnel benefit from hands on as well; therefore, we suggested integration of internet training courses in software products such as Microsoft office. (Dessler, 2005) “To gain a competitive advantage, organizations often need to use new and advanced technology.” (George et al., 2005, p. 60) Advanced technology is beneficial because it facilitates determination of deficiencies in employees skill and abilities as well as lowers costs and increases quality. Todays organizational environment requires higher levels of skill and emotional intelligence because of the need to interact with others.
VALIDATION
Validation is a test run of the program with a small panel group to identify and correct problem areas and to provide enhancement to successful content within the program. We suggest that the small panel group consist of supervisors from each targeted group. In this way, reinforcement of policies, procedures and manual composition will result through further needs analysis ensuring training compliance with organizational outcome. Once management feels the