Training is the answer But what was the Question?
In this article Bob Rosner discusses the twenty main features which must be taken into account by businesses in order to conduct a successful training program. Rosner has pointed out the common flaws organizations make when carrying out a program but Rosner even provides a solution to overcome these flaws. He begins by the need to identifying the training need and purpose. He has stressed upon the fact that training may not always be the solution and employers need to deduce the root cause before selecting training as a solution. For instance; Rosner provides an instance where an insurance agency assumed training would increase productivity of its workers; whereas, the problem lay in the unproductive boss. Hence, the point Rosner made was that training is not the solution for every organizational problem. Training will also not be a solution if the corporate culture of the company does not coincide with the training program and since, the culture of every organization varies, it is important to identify companies which are supportive of training. (Rosner, B, 1999)
In my opinion Bob Rosner is correct in emphasizing upon the fact that training needs have to be correctly identified before undertaking any program. And training is not the answer for every organizational dilemma. However, I feel companies do not always have the expertise or time to dig into the issue because of which they opt for training at the first sign which may arise and point towards a training need. Having said that, I believe in this dynamic environment it is essential for employees and employers to revolve as well. These changes can be brought about by effective training and development program but they are costly, time consuming, and hard as suggested by Bill Cushard in his article “When and why training isn’t the best solution”. (Cushard, 2012)
With Rosner’s emphasis upon identifying whether training is required or not the concern over what kind of training is required is just as important. Employers and managers need to identify the exact training need and purpose before implementing any program in order to increase the return on investment. Therefore, traditional methods of training must not be under-estimated in today’s world. (Meyer, 2013) There is still capacity for employees to learn a great deal from these traditional methods and many medium sized organizations still find this means of training affordable. As Rosner has highlighted the need to identify the target audience for the training program Meyer in his article suggests that for some kinds of workers who are being taught broader concepts then the classroom-based learning adopting this traditional method of utilizing PowerPoint presentations will prove more helpful. Furthermore, this would allow for a lower cost for the company as in-house trainers could be utilized for such situations as it involves dealing will less complex issues. Furthermore, this type of training can be combined with the concept of experiential learning and employees can be judged on their performance depending on how well they are able to apply the learned concepts to real situations.
Computer based training goes well with Rosner’s idea of the best way to deliver training at the convenience of the people for whom it is intended. People learn at varying speeds and a traditional method does not take this into account, hence, slow learners lag behind the others. In CBT employees can learn at their own speed and this has proven to produce higher productivity and better efficiency. But the biggest problem would be that who would monitor this program and its results. People will interpret things differently and this will mean a lack of consistency. However, workers who are not apt with technology may find it stressful to cope with this form of training and this will impact their performance negatively. (McDermott)
E-learning is a form of training now most commonly associated with distance learning. Many times the required trainer is unavailable or the company resources might not allow them to arrange for the trainer at the company facilities. But with the advent of technology this can be made possible with web-based learning or we-conferencing. This method can be used to ignite the training program at the cognitive level and after this session hands-on learning activities could be carried out in order to measure the effectiveness. However, the trainees might not be able to identify with the trainer and the program may have no real impact upon the learning process as the trainees might feel disconnected once the session is over.
Ice-breakers not only help employees to get acquainted with one another but it also indirectly affects training. In the process of doing different activities there is a great deal that workers are learning about the organizational culture and the expectations the company has from them. Ice breaker sessions are an indirect form of training given to workers and workers learn of those values which might not be known otherwise. It is going to be cost-effective along with keeping workers involved. And as Rosner suggests that workers are uninterested in training a lot of times but ice breakers could be a fun way to train employees.
Furthermore, as Rosner suggests it is extremely important for management to devise effective ways in handling different types of workers. Some employees carry a negative impression about training programs these people must specifically be consulted when devising training programs. This will ensure their participation along with getting feedback and working on areas which require more attention (Shami, A. A, 2011). Whereas, employees who have a more up-beat attitude must be approached before the training programs before they could help encourage others be more receptive to such programs.
References
Cushard, B. (2012, February 7). Mindflash. Mindflash. Retrieved December 12, 2013, from http://www.mindflash.com/blog/2012/02/when-training-isnt-the-best-solution/
McDermott, R. (n.d.). What computer based training can and can't do for your company. What computer based training can and can't do for your company. Retrieved December 12, 2013, from http://www.qualitydigest.com/aug01/html/cbt.html
Meyer, S. J. (2013, March 27). Rapid Learning Institute. Rapid Learning Institute. Retrieved December 12, 2013, from http://rapidlearninginstitute.com/training-insights/dont-abandon-traditional-training-methods
Rosner, B. (1999). Training is the Answer.. What was the Question. Business Source Complete, 78(5), -. Retrieved December 13, 2012, from the EBSCO Host database.
Shami, A. A. (2011, March 28). Types of trainees that trainer may face ~ E-Mediat Yemen. Types of trainees that trainer may face ~ E-Mediat Yemen. Retrieved December 12, 2013, from http://e-mediat-yemen.blogspot.com/2011/03/types-of-trainees-that-may-cause.html
