TRAINING EMPLOYEES

Concepts and brief description:

Today a company has to be flexible and should be able to adapt to the variations of the market. If a firm fails to do that, it may lose its competitiveness. To tackle competitors and to remain competitive, a company should have training programs in order to improve the efficiency of its employees and to use the technology available.
A good training program should have set objectives and goals, an efficient training process, an evaluation of the efficiency of the training, and finally should collect the feed back.
When training, a company should also have needs assessment in order to structure the training process. This means that HRM should analyze the context of training first, determine who needs to be trained, and identify the areas of improvement and training.
The organization analysis looks at the training needs, the persona analysis identifies who needs to be trained, and the task analysis determines what should be emphasized during the training.

Emotional hooks:

If a company does not have a training program, it will lose competitiveness. With inventions and new technologies, companies should be able to internalize those techniques and the employees should be taught and trained to use them. Managers can not count on employees to become more efficient or to learn to use new tools by themselves.

Key to elicit discussions:

The case of car manufacturing is a good example to show that if those companies would not have introduced robots and technologic tools, most of them would have huge construction costs and would be able to face competitors.

Facilitative questions:

How often should employees be trained? Should every single employee be trained regularly?