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.

19/03/09

Sugandha Agarwal

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.

19/03/09

Sugandha Agarwal

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.

19/03/09

Sugandha Agarwal

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.

19/03/09

Sugandha Agarwal

At that popped shouting, Now I the salt.

point out SEE am

the little turtle suddenly from behind a tree I knew you wouldn't wait. not going to go get

19/03/09

Sugandha Agarwal

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.

19/03/09

Sugandha Agarwal

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.

19/03/09

Sugandha Agarwal

The major question that was asked by the designers of training program was, ³what results do we want from salespeople after the training program is over?´ Answer to this question becomes the objective of the training program.

19/03/09

Sugandha Agarwal

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.

19/03/09

Sugandha Agarwal 

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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Sugandha Agarwal 

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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Sugandha Agarwal

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.

19/03/09

Sugandha Agarwal

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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Sugandha Agarwal

‡

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?

19/03/09

Sugandha Agarwal

In today¶s technological world, is video still the best way to deliver 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.

19/03/09

Sugandha Agarwal

Advantages of Videos

Disadvantages of Video

‡ It can easily be duplicated ‡ It is reusable and portable ‡ It can be used by the trainees at their convenience ‡ It can save the travel expenses and time ‡ It can bring productivity savings

‡ Trainees control the process of learning, which can sometimes lead to leniency on the part of trainees causing waste of resources, time, and money ‡ Learning at homes can bring many distractions, which in turn may result that trainee can stop the video anytime for his personal work ‡ Trainee may also fast-forward many parts, if he finds the video boring

19/03/09

Sugandha Agarwal

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.

19/03/09

Sugandha Agarwal

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.

19/03/09

Sugandha Agarwal

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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Sugandha Agarwal

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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Sugandha Agarwal

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

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Sugandha Agarwal

Training methods
‡ On the job training ‡ Off the job training

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Sugandha Agarwal

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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Sugandha Agarwal

Evaluation of the Training Program Assessing the Knowledge Prior to training Trained or developed workers

Setting Evaluation Criteria

Follow- up studies

Transfer To the job

Assessing the Knowledge After training

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Sugandha Agarwal

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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Sugandha Agarwal

‡ 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.

19/03/09

Sugandha Agarwal

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