Friday, April 17, 2009

Training and cost reduction

Training plays a central role in shaping up an individual to the requirements of a job and the organisation. As can be observed from the above statement training must have twin focus viz. requirements of job and requirements of organisation. Lack of training for job performance is easily detectable whereas lack of training for orgnisational requirements hardly shows up unless one digs for it. Even then it is hard to establish.

The diagram given alongside captures various issues that are associated and caused by poor or lack of training. In the diagram, ‘Delay’ and ‘Poor Quality’ issues are caused by poor training for the job while ‘Wastage’, ‘Cost’ and ‘Poor Control’ issues are caused by lack of training to integrate people with the organisation. As mentioned before it is difficult to spot, track and remove wastage, cost and poor control issues arising out of ‘poor or lack of training’. Therefore it is important for every company to ensure comprehensive training for all. It should be continuous and reemphasizing. A comprehensive approach to training is given below.

Training framework

1. Right way of doing things

1.1 Work
1.2 Reporting / communication
1.3 Feedback

2. Responsibilities / Authority

2.1 Outcome of work
2.2 Quality of work / Timeliness
2.3 Team performance
2.4 Decisions / Actions

3. Knowing and relating with the organisation

3.1 Organisation structure / businesses / locations / people
3.2 Organisation mission / vision
3.3 Work process
3.4 Work goals / performance measures
3.5 Work - Interacting departments / functions / roles
3.6 Organisation systems and practices
3.7 Cooperation / coordination
3.8 Overall role in the big picture
3.9 Compensation - Quantum / breakup / methods / criteria / systems
3.10 Rewards - Methods / Criteria / Systems

4. Upgradation of knowledge / skills

4.1 Technical training

4.1.1 New developments
4.1.2 Changes in methods / process
4.1.3 New machinery / tools etc
4.1.4 Improving work performance

4.2 Management training

4.2.1 Methods and topics
4.2.2 Soft skills

4.3 Company / Topical / Industry information newsletter

5. Being a value adding employee

5.1 Delivering on work goals / performance targets
5.2 Owning up responsibility for decisions and actions
5.3 Sharing and using knowledge and ideas
5.4 Complete cooperation and coordination as required
5.5 Questioning and improving work practices / methods and ideas
5.6 Open mindedness to new practices / methods and other changes

Structured approach has to be adapted in order to provide well rounded training to people at work.

1. Initial orientation at the time of joining
  • Right way of doing things
  • Responsibilities / authority
  • Knowing and relating with the organisation
2. On the job training
  • Right way of doing things
3. Periodic training needs assessments
  • Job requirements
  • Organisation requirements
4. Corporate newsletter / blog / KM system
5. Programs to help people align with organisational interests

Hope you find it helpful. Give me your feedback.

No comments:


Related Posts with Thumbnails