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Training

Semester II
Chp 8
Turtles
A turtle family went on a picnic. The
turtles, being naturally slow
about things, took seven years to prepare
for their outings. Finally
the turtle family left home looking for a
suitable place.

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During the second year of their journey they
found it. For about six
months, they cleaned up the area, unpacked
the picnic basket and
completed the arrangements. Then they
discovered they had forgotten the
salt.

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A picnic without salt would be a disaster, they all
agreed. After
a lengthy discussion, the youngest turtle was chosen to
retrieve the
salt from home. Although he was the fastest of the slow
moving
turtles, the little turtle whined, cried, and wobbled in his
shell. He
agreed to go on one condition: that no one would eat
until he
returned.

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The family consented and the little turtle left.

Three years passed and the little turtle had not returned.
Five
years...six years...then in the seventh year of his absence,
the oldest
turtle could no longer contain his hunger. He announced
that he was
going to eat and began to unwrap a sandwich.

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At that point the little turtle suddenly
popped out from behind a tree
shouting, SEE I knew you wouldn't wait.
Now I am not going to go get
the salt.

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About the story
Some of us waste our time waiting for
people to live up to our
expectations. We are so concerned about
what others are doing that we
don't do anything ourselves.

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SALES TRAINING AT ABC COMPANY

Few years ago, ABC Company developed a training strategy for


training its global sales force. An important feature of the strategy was
to create a master training plan for each year. The organization’s
strategic plans, objectives, and functional tactics would drive this plan.
Once an initial procedure was designed it was then evaluated and
critiqued by the top management, different units, and training council.
The input from these stakeholders would be summarized and
transferred into a master training plan.

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The major question that was asked by the
designers of training program was, “what results
do we want from salespeople after the training
program is over?” Answer to this question
becomes the objective of the training program.

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Then training content was designed, videos
were made. The videos took 3 to 6 months
to produce. Video contains live production
plants, clients’ offices, partner offices,
suppliers, manufacturers’ locations, and
other locations.

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 Videos were used to train sales people in various areas, such as:

 Market information i.e. about customer profile, market updates, and computer
integrated manufacturing applications, etc

 Sales Process i.e. how to deal in the situation of conflicts with customer,
coaching on undesirable behavior, supplement skills developed during live
courses

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 Product information, such as, product usage,
applications, system description, product description,
comparison with competitor’s products, etc

 Policies and procedures, i.e. about sales contests,


incentive plans on achieving targets, annual bonuses,
winners receiving the best salesperson award to motivate
the sales force

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Around thousands of sales persons were getting a specific
video training. The sales people were getting training
material along with the video. Sales representatives then
watch video, follow the directions, and refer to the
material if faces any problem. When salespeople feel they
have mastered the material, they would take an exam and
call a toll-free number to transmit responses to exam.

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Salespeople who successfully passed an exam were
factored into performance and merit reviews as
well as promotional opportunities. Those who
couldn’t pass the exam were asked to go through
the material and video again before retaking the
exam. If the salesperson failed an exam again, the
reporting manager was notified.

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• This case gives rise to few important questions. These questions are:

1. In today’s technological world, is video still the best way to deliver the
training?

2. What role did cost of development, cost of delivery, and other constraints play
in selection of video delivery system?

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In today’s technological world, is video still the best way to d
eliver the training?

• Video is a good way of showing and telling


the trainees about how to perform the tasks.
They can present factual and conceptual
information with visual illustrations,
animations, and graphics.

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Advantages of Videos Disadvantages of Video

• It can easily be duplicated • Trainees control the process of


learning, which can sometimes
lead to leniency on the part of
• It is reusable and portable trainees causing waste of
resources, time, and money
• It can be used by the trainees at
their convenience • Learning at homes can bring
many distractions, which in
turn may result that trainee can
• It can save the travel expenses stop the video anytime for his
and time personal work

• It can bring productivity • Trainee may also fast-forward


savings many parts, if he finds the
video boring

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Cost of Development

Developing in-house videos is quite expensive because each component of


multimedia must be developed, then digitized, and integrated into logically
flowing package. The cost also includes labor cost, equipment, etc. Though
the method is expensive but per-person cost can be low if the population of
the trainee is large enough. Most employees also use VCRs and televisions in
their homes as well as in company; therefore the organization is not required
to buy much equipment. But its one disadvantage is that only small group of
people can easily see at the same time.
To overcome this disadvantage, videos can also be projected onto large
screens with a projector.

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What role did cost of development, cost of delivery, and other
constraints play in selection of video delivery system?
Cost of Development

Developing in-house videos is quite expensive because each


component of multimedia must be developed, then digitized, and
integrated into logically flowing package. The cost also includes labor
cost, equipment, etc. Though the method is expensive but per-person
cost can be low if the population of the trainee is large enough. Most
employees also use VCRs and televisions in their homes as well as in
company; therefore the organization is not required to buy much
equipment. But its one disadvantage is that only small group of
people can easily see at the same time.
To overcome this disadvantage, videos can also be projected onto
large screens with a projector.

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TRAINING DEFINED
• It is a learning process that involves the
acquisition of knowledge, sharpening of
skills, concepts, rules, or changing of
attitudes and behaviors to enhance the
performance of employees.

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Importance Of Training
• Improving Employee Performance
• Updating Employee skills
• Avoiding Managerial Obsolescene
• Preparing for Promotion and managerial
Succession
• Retaining and motivating
• Creating an efficient & effective organization.

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Areas of Training
• Company policies & procedure
• Skill-based training
• Human Relation Training
• Problem Solving Training
• Managerial & supervisory training

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Training methods
• On the job training
• Off the job training

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On the job training
• Job instruction training:
• Prepared for the job
• Asked to demonstrate
• Satisfied with performance, trainee is left
independent
• Apprenticeship
• Job Rotation

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Off the job
• Classroom lecture
• Simulation Exercise
• Case exercise
• Computer modeling
• Vestibule training: actual work conditions are created and the
equipment used by the trainee is similar to what is used on the job.
• Role playing

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Evaluation of the Training Program

Assessing the Trained or


Setting Knowledge developed
Evaluation Prior to workers
Criteria training

Assessing the
Transfer
Follow- up studies Knowledge
To the job
After training

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ROI - Perspective of Training
Manager
• For a Training Manager, the goal is to
bridge the skills gaps among the employees,
which can be assessed through individual
and team performance, before and after the
training. However, the goal of the CEO is to
gain competitive advantage and/or
transform the organization to ultimately
increase the shareholders value.
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Following indicators can be used to appreciate the
effectiveness of training:
• 1. Inspired performance by the employees
• 2. Availability of leaders at all levels in the
hierarchy of an organization.
• 3. Lesser conflicts between the management and
employees.

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• 4. Lesser conflicts within the employees group
and management group.
• 5. High incidence of useful suggestion coming
from employees towards organizations
improvement/ development.
• 6. Smooth career plan and succession plan
• 7. Healthy counseling and feedback system.
• It is now left for the organizations as to how they
measure these parameters and calculate ROI.

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