There are many training mistakes most companies do the top five are; Training is an afterthought, they are out of tune with their audience, they did not follow standard training models, training out of business context, and they neglect to forge business partnerships [ (Stackpole, 2008) ].
For the first mistake training is an afterthought, consensuses in the industry dictates that a good training program should account for 10% to 13% of the total project budget. For being out of tune with their audience is when the trainer needs to connect with the materials and the audience and present the information in an interactive and engaging matter. In following standard training models you need to stress the importance of formal learning models. This is best practices for teaching different kinds of learners. For training out of business context, is when the trainer has to understand the business and organizational functions, this is where the confident technicians often miss the boat. Finally, when they neglect to forge business partnerships is when you reach into the user community is a good option. Find out what the other facilities in your company are doing and what is working well for them [ (Stackpole, 2008) ].
Some companies tend to ask, “What if we invest money on employee training, and our employees leave?” The cost of not training them is far greater if they do not train their employees who then stay. The return on investment from an effective training program can be measured in terms of reduced employee turnover; fewer mistakes caused by human error, improved safety and quality control, better products and service, and increased customer satisfaction [ (Keller, 2008) ].
A good learning plan can include job-specific training, it can also include training or mentoring from co-workers or colleagues who have previously held or still hold the same job responsibilities. Even senior-level colleagues who help groom an employee for a potential promotion and help him establish a career path. A common objection to training is that it will interfere with job responsibilities. Managers must take care that adequate time is provided for every type of learning event so that the employee can still perform his or her job satisfactorily [ (Keller, 2008) ].
Conclusion:
Properly trained employees are basis in running any business. Management needs to have enough room in the budget and time available for this. Spending funds in this area is crucial to make stronger employees and keeping turnover low. If there are mistakes being made they need to learn from them so they can avoid repeating the mistake and find better alternatives. Making mistakes in not always critical if you learn from them. Training your employees and giving them the proper tools can make moral go up and the company more profitable.
Recommendations:
The recommendations on training that a company should do are have a training plan in place for every position. This can be time consuming however, the more structured they are in a whole the better the company will run. Another is having a group within the company that handles all the aspects of training. This can include writing work instructions, hands on training, developing better methods, and documentation. Documenting what employees have been trained on can help companies keep track of employees who deserve promotions and point out which employees need discipline actions.
Thesis:
One of the best things a company can do for themselves and for the employees is training. No matter how much the cost is, it is always a wise choice to invest in. This is the key to any business success in the productivity of their employees.
References
Keller, D (2008, June). Tune-up for trainers: Help employees stay on top of their game. MLO: Medical Laboratory Observer, pp. 40-43.
Stackpole, B. (2008, April 28). IT’s Top Five Training Mistakes. Computerworld, pp. 20-22.
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