TRAINING EMPLOYEES

Ing. Zdeněk Brodský, Ph.D.

Faculty of Economics and Administration
Studentská 84, Pardubice
Email: zdenek.brodsky@upce.cz
Tel.: 46 603 6371
 Education vs. Training
Education
 system of scientific and technical knowledge, skills,
 intellectual and practical facilities,
 formation of moral traits and individual interests.
Training
 process of conscious and goal seeking transmission,
active formation
 and system of scientific and technical knowledge
assuming, intellectual and practical knowledge
and experience,
 formation of moral traits and individual interests.
 Strategic View of Training
and Development

 Long term training investments and developing

employees investments for perspective of
organization's efficiency.

 Any activities for increasing helpfulness and

worker performances (associated with working,
presenting practical skills, unrelated occupation).

 Qualification – professional vocational training.

Human Resource Management
(HRM)

 giving opportunities for learning,

developing and vocational training
in order to improve worker, team or
firm performance.
Human Resource Development
and HRM
 HR Development policy is associated closely
with an aspect of HRM (it deals with investing
in staff and developing company's human
capital).
Key factors of HR Development:
 learning
 training
 developing
 vocational training
 Vocation Training and
Staff Training
= the most important forms of investments
in human capital.

 On-the-job training new employees

 Training in the workplace
 General training
 Specific training
 Training and Developing
Employees
 Competitive strength of the company ensures
skilled labour force (they are ready to learn
and develop all the time).
 The most effective support of this „treasure“ it is
the task of training and developing in a company.
 The task it is not only ensuring and supporting
skilled labour but also to hold and steady it with
the help of permanent development of the working
abilities.
 Firm's Training and
Developing Employees I
By these activities it is thought targeted, purposed
and planned steps and activities that are focused on
staff - gaining knowledge, skills, qualification and
assumptions of supposed work effort and manners
in a firm.
 Orientation – a worker should be acquainted with
a company and tasks
 Training - self improvement
 Vocational retraining – gaining new knowledge
and skills
 Vocational rehabilitation – to reassign a job title
 Firm's Training and
Developing Employees II

 A company with an atmosphere that stimulates

staff to educate and individual and collective
development is called „a learning organization“.

 To form required qualification of staff it is

necessary to respect corporate strategy
(preferably formulated systematically and in
writing) of training and developing employees.
 Systematic Training and
Developing Employees
 It is continually iterative cycle that follows
business goals and also corporate strategy
of training and developing employees.
Essential phases:
 needs identification
 planning and budget procedure
 implementation
 evaluation of the process
 Training Forms I

 It is a process which helps to transfer

and obtain new information and
practise skills.
Types of Training Forms:
 controlled x uncontrolled
 off-the job x on-the-job
 Training Forms II
 controlled training on-the job supervised by
a co-worker or by a supervisor,
 controlled training off-the job, process of
training outside of the workplace (separate
rooms, workshops),
 controlled training outside of the company
(at the secondary schools, at universities,
educational institutions, with the help of
internships),
 Training Forms III
 uncontrolled training on-the job – observing
others during their work, searching for
necessary information to perform duties at
work,
 uncontrolled training off-the job, informal
communication,
 uncontrolled training outside of the company,
lifelong learning.
 Methods of Training
 various ways and forms of training with the help
of them it is possible to achieve the training goals,
 methods of training on-the-job for staff,
 methods of training off-the job for managerial
staff,
 in context of the training outside of the company
the choice of the training methods depends on
a company,
if the employer is interested in training employees
very much, it is possible to prepare a „made-to-
measure“ programme.
 Methods of Training
on-the-Job
 Briefing
 Assisting
 Work on the Project
 Job Rotation (changing in jobs or
cross training)
 Coaching
 Mentoring
 Counselling
 Methods of Training
off-the-Job
 Lectures
 Seminars and Tutorials
 Demonstration (practical or object teaching)
 Workshop
 Brainstorming and Brainwriting
 Simulation
 Role Playing
 Assessment Centre (development centre,
diagnostic training programme)
 Outdoor Training (adventure education, training
with the help of playing games)
Methods of Training workplace
in Interface between Workplace
and out of Workplace
 Workshop
 Extramural studies
 Computer-based training and
Internet- based training
 Firm consultancy
 Action learning
 Trainee programs (professional training
programmes of perspective employees)
Effectiveness Evaluation of
the Training Process

 Results of training activities

 Training in connection with individual
 Final effect
Thank you for your attention