Employee Training and Performance Management : Business Administration Training : Entrepreneurial Training : Lean Business Club, Inc.

HUMAN RESOURCES MANAGEMENT
CHECK POINT 30: EMPLOYEE TRAINING

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1.	advantages of employee training
2.	four steps in employee training
3.	assessment of individual training requirements
4.	job and task analysis
5.	small business example task analysis checklist
6.	performance analysis
7.	the ten commandments of learning
8.	training methods
9.	on-the-job training
10.	in-house training programs
11.	apprenticeship training programs
12.	educational courses
13.	evaluation of training results
14.	for serious business owners only
15.	the latest information online

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Level 1: I Am An MBA Student.	V
Level 2: I Am A Professional Manager In A Company.		V
Level 3: I Plan To Start A One-Person Business.		V
Level 4: We Plan To Start A Small Business Without Employees.		V
Level 5: I/We Plan To Start A Small Business With Employees.	V
Level 6: I Am A One-Person Business Owner.		V
Level 7: I Am A Small Business Owner With Employees.	V
Level 8: We Are Small Business Owners Without Employees.		V
Level 9: We Are Small Business Owners With Employees.	V
Level 10: I Am A Management Consultant Or A CPA.	V

HUMAN RESOURCES MANAGEMENT
CHECK POINT 30: EMPLOYEE TRAINING

Please Select Any Topic In Check Point 30 Below And Click.

1.	advantages of employee training
2.	four steps in employee training
3.	assessment of individual training requirements
4.	job and task analysis
5.	small business example task analysis checklist
6.	performance analysis
7.	the ten commandments of learning
8.	training methods
9.	on-the-job training
10.	in-house training programs
11.	apprenticeship training programs
12.	educational courses
13.	evaluation of training results
14.	for serious business owners only
15.	the latest information online

DO I NEED TO KNOW THIS CHECK POINT?

Management Level	Yes	Optional
Level 1: I Am An MBA Student.	V
Level 2: I Am A Professional Manager In A Company.		V
Level 3: I Plan To Start A One-Person Business.		V
Level 4: We Plan To Start A Small Business Without Employees.		V
Level 5: I/We Plan To Start A Small Business With Employees.	V
Level 6: I Am A One-Person Business Owner.		V
Level 7: I Am A Small Business Owner With Employees.	V
Level 8: We Are Small Business Owners Without Employees.		V
Level 9: We Are Small Business Owners With Employees.	V
Level 10: I Am A Management Consultant Or A CPA.	V

WELCOME TO CHECK POINT 30

TUTORIAL 1 General Management				TUTORIAL 2 Human Resources Management				TUTORIAL 3 Financial Management				TUTORIAL 4 Operations Management				TUTORIAL 5 Marketing And Sales Management
1	6	11	16	21	26	31	36	41	46	51	56	61	66	71	76	81	86	91	96
2	7	12	17	22	27	32	37	42	47	52	57	62	67	72	77	82	87	92	97
3	8	13	18	23	28	33	38	43	48	53	58	63	68	73	78	83	88	93	98
4	9	14	19	24	29	34	39	44	49	54	59	64	69	74	79	84	89	94	99
5	10	15	20	25	30	35	40	45	50	55	60	65	70	75	80	85	90	95	100

HOW CAN YOU BENEFIT FROM CHECK POINT 30?

The main purpose of this check point is to provide you and your management team with detailed information about Employee Training and how to apply this information to maximize your company's performance.

In this check point you will learn:

• About the advantages of employee training.
• About four steps in the employee training process.
• About assessment of individual training requirements.
• How to use job and task analysis for identifying employee training requirements.
• How to prepare and use a task analysis checklist.
• About appraisal of an employee performance.
• About ten steps in the performance analysis process.
• About eh ten commandments of learning.
• About four important training methods.
• About the on-the-job training method and process... and much more.

LEAN MANAGEMENT GUIDELINES FOR CHECK POINT 30

You and your management team should become familiar with the basic Lean Management principles, guidelines, and tools provided in this program and apply them appropriately to the content of this check point.

You and your team should adhere to basic lean management guidelines on a continuous basis:

•	Treat your customers as the most important part of your business.
•	Provide your customers with the best possible value of products and services.
•	Meet your customers' requirements with a positive energy on a timely basis.
•	Provide your customers with consistent and reliable after-sales service.
•	Treat your customers, employees, suppliers, and business associates with genuine respect.
•	Identify your company's operational weaknesses, non-value-added activities, and waste.
•.	Implement the process of continuous improvements on organization-wide basis.
•	Eliminate or minimize your company's non-value-added activities and waste.
•	Streamline your company's operational processes and maximize overall flow efficiency.
•	Reduce your company's operational costs in all areas of business activities.
•	Maximize the quality at the source of all operational processes and activities.
•	Ensure regular evaluation of your employees' performance and required level of knowledge.
•	Implement fair compensation of your employees based on their overall performance.
•	Motivate your partners and employees to adhere to high ethical standards of behavior.
•	Maximize safety for your customers, employees, suppliers, and business associates.
•	Provide opportunities for a continuous professional growth of partners and employees.
•	Pay attention to "how" positive results are achieved and constantly try to improve them.
•	Cultivate long-term relationships with your customers, suppliers, employees, and business associates.

1. ADVANTAGES OF EMPLOYEE TRAINING

REASONS FOR EMPLOYEE TRAINING

Business owners and managers must be familiar with various procedures related to training of employees, which represents a very important managerial responsibility in every business organization.

The first managerial task in individual development entails conversion of the applicant into a valuable employee. The successful applicant is not always entirely suited to the job and may require further Training. Management's prime function, therefore, is to identify the need for employee training to improve overall organizational performance. Additional advantages that management can expect from employee training are outlined below.

ADVANTAGES OF EMPLOYEE TRAINING

1.	Increased productivity.
2.	Reduced cost of materials and machine downtime.
3.	Increased financial compensation to employees.
4.	Higher morale and job satisfaction among employees.
5.	Reduced turnover of employees.
6.	Reduced level of supervision requirements.
7.	Increased profitability of the organization.

ADDITIONAL INFORMATION ONLINE

•	Employee Training Program By CommLab India.
•	Importance Of Workplace Training By Employee Development Systems.
•	HR Management: Training And Development By Alysa Lambert, IUS Southeast.
•	Why Invest In Employee Training? By Russell Sarder And James Ring-Howell.
•	How Important Is Employee Training In The Workplace? By M. Haase, SG World.

2. FOUR STEPS IN EMPLOYEE TRAINING

EMPLOYEE TRAINING

The employee training should be carried out in accordance with Equal Employment Opportunity Laws.

The Employee Training Process entails four basic steps illustrated below.

THE EMPLOYEE TRAINING PROCESS

Step 1: Assessment Of Individual Training Requirements.

Step 2: Setting Of Specific Training Objectives.

Step 3: General And Technical Training Of Employees.

Step 4: Evaluation Of Training Results.

3.ASSESSMENT OF INDIVIDUAL TRAINING REQUIREMENTS

INDIVIDUAL TRAINING REQUIREMENTS

Assessment of Individual Training Requirements can be accomplished in several ways illustrated below.

THREE METHODS OF ASSESSING INDIVIDUAL TRAINING REQUIREMENTS


Job Analysis	Task Analysis	Performance Analysis

Job Analysis is discussed in detail in Tutorial 2.

ADDITIONAL INFORMATION ONLINE

•	Training Need Analysis By Hendri Tobing.
•	From Performance Gaps To Needs Analysis By Garry Platt.
•	What Is Identification Of Training Needs Analysis By Garry Platt.
•	When Is A Performance Gap A Development Need By Garry Platt.
•	Training Needs Analysis - The Process: Part 1 By Logicool Solutions.

4. JOB AND TASK ANALYSIS

JOB AND TASK ANALYSIS

The details related to Job Analysis and Task Analysis methods for identifying employee training requirements are outlined below.

DETAILS RELATED TO JOB AND TASK ANALYSIS

• Job Analysis.

The job analysis method results in the development of detailed job descriptions and job specifications, which are helpful in determining individual training requirements.

• Task Analysis.

The task analysis method is particularly appropriate for new employees. This method is based on a detailed examination of a specific job or position and identification of appropriate skill requirements. Thus, the employee's skills are assessed in accordance with the basic skill requirements to establish the need for additional training.

• A Task Analysis Checklist.

Some employers use a Task Analysis Checklist for determining training needs of new employees. The Task Analysis Checklist summarizes information pertaining to a specific job and becomes the basic reference point for determining specific training requirements.

A typical Task Analysis Checklist used in small or medium-sized companies is illustrated in an example below.

HIERARCHICAL TASK ANALYSIS

Hierarchical Task Analysis (HTA) represents as systematic method of analyzing a specific task or a set of tasks. This method is very helpful in ensuring that each task is properly understood by the users. HTA includes the details of each task and it can be used effectively by an individual employee or a team of employees.

Hierarchical task analysis provides a useful basis for:

•	Writing specific operational procedures.
•	Developing employee training programs.
•	Preparing human error analysis.

ADDITIONAL INFORMATION ONLINE

•	Task Analysis - Part 1 By R. B. Sherman.
•	Task Analysis - Part 2 By R. B. Sherman.
•	Job Task Analysis Method By e-Learner Engaged.
•	Hierarchical Task Analysis - Part 1 By Andy Brazier.
•	Hierarchical Task Analysis - Part 2 By Andy Brazier.

5. SMALL BUSINESS EXAMPLE
TASK ANALYSIS CHECKLIST

6. PERFORMANCE ANALYSIS

PERFORMANCE ANALYSIS

The third method entails actual Appraisal Of The Employee's Performance on the job and identification of performance deficiencies. Significant performance deficiencies will define the need for further general or technical training.

An ordinary Performance Analysis Process consists of ten steps outlined below. (15)

THE PERFORMANCE ANALYSIS PROCESS

Step 1: Evaluate Your Employee's Performance.

Evaluate your employee's current performance and determine whether the performance level should be improved and to what extent.

Step 2: Complete A Cost And Value Analysis.

Complete a cost and value analysis and determine whether the existing situation requires additional investment in training and other related efforts.

Step 3: Identify Specific Problem Areas.

Identify specific "can't do" and "won't do" problems. Find out whether the employee really cannot do a particular task or simply does not want to do it. If the employee cannot do the task, go to Step 4, otherwise go to Step 10.

Step 4: Set Performance Standards.

Set valid performance standards and make sure that employees understand what the company expects of them.

Step 5: Identify And Eliminate Reasons For Problems.

Identify and eliminate any possible reasons within the organization which may have caused or contributed to an employee performance problem.

Step 6: Practice Working Skills.

Identify the skills which employees need to practice and ensure that employees practice and improve their working skills continuously.

Step 7: Introduce Additional Training.

Determine whether additional training may improve employee performance and introduce suitable and cost-effective training methods, when necessary.

Step 8: Adjust Job Conditions.

Determine whether changing a specific job may improve the overall performance of the employee, and make appropriate job adjustments.

Step 9: Transfer Employees.

Identify employees who fail to meet the required standards of performance despite all undertaken efforts and make plans for transferring them to another position or terminating their employment.

Step 10: Motivate Employees.

Introduce cost-effective motivational methods designed to enhance the performance of those employees who are identified as "can-do" but "won't-do". Include motivational methods, such as special rewards or penalties, according to the specific situation within the company.

7. THE TEN COMMANDMENTS OF LEARNING

TRAINING OBJECTIVES

Evaluation of individual training requirements enables management to establish suitable Training Objectives for employees. The setting of these objectives should be carried out in accordance with job description requirements pertinent to specific jobs.

Moreover, since training is essentially a learning process, managers should familiarize themselves with the Ten Commandments Of Learning presented below. (16)

THE TEN COMMANDMENTS OF LEARNING

1.	Start the training process by providing trainees with an overview of the learning material. This helps trainees to visualize the whole picture and provides better understanding of how each step fits into the learning process.
2.	Use simple language, diagrams, and practical examples when presenting learning material to trainees. This helps trainees to understand each step of the learning process.
3.	Sub-divide learning material into smaller sections instead of presenting it all together. This enables trainees to absorb learning material in a more effective manner.
4.	Provide as many as possible simple visual training materials. Remember that trainees are able to absorb complicated information if it is simplified by means of charts, diagrams, and any other visually absorbed items. One picture is usually worth a thousand words.
5.	Maximize the similarity between training conditions and actual working conditions. This helps trainees to be better prepared in applying the learning material in the real working environment.
6.	Label or identify important features of the task, e.g. "start the machine", "insert the work piece". This helps trainees to memorize specific tasks and their sequence.
7.	Provide trainees with the opportunity to apply learning material in a real life situation as soon as possible. This helps trainees to improve their skills in the actual working environment.
8.	Provide trainees with feedback as soon and as often as possible. This helps trainees to understand whether or not they have absorbed material in an efficient manner.
9.	Since learning abilities vary from one trainee to another, it is necessary to allow trainees to learn at their own pace. This enables trainees to absorb the learning material more effectively.
10.	Motivate trainees during the learning process and explain the importance of additional training.

ADDITIONAL INFORMATION ONLINE

Please watch these excellent videos professionally narrated and produced by Greg Schinkel:

•	Four Stages Of Learning By Greg Schinkel.
•	Six Steps For Skills Training By Greg Schinkel.
•	How To Train More Effectively By Greg Schinkel.
•	Shop Floor Training Techniques By Greg Schinkel.
•	Leaders Who Cross-Train Employee Build Flexibility By Greg Schinkel.

8. TRAINING METHODS

TRAINING METHODS

There are several types of general and technical Training Methods frequently used by small and medium-sized companies. Some of the important training methods are illustrated below.

FOUR IMPORTANT TRAINING METHODS


On-The-Job Training	In-House Training Programs	Apprenticeship Training Programs	Education Courses

9. ON-THE-JOB TRAINING

ON-THE-JOB TRAINING

On-The-Job Training is, probably, one of the most popular employee training methods.

This method is used most effectively by managers in equipping employees with additional skills for improved performance. Training on the job occurs in the context of the actual working environment and has a distinct advantage due to its practical approach and effective motivation of employees.

A useful Step-By-Step Approach for providing a new employee with on-the-job training is summarized below. (17)

THE ON-THE-JOB TRAINING PROCESS

Step 1: Prepare The Trainee.

1.1 Create a relaxed atmosphere.
1.2 Explain the purpose of the training.
1.3 Find out what the trainee already knows about a specific job.
1.4 Encourage the trainee to ask questions.
1.5 Explain the reason for the whole job and how it fits with another job which trainee may be familiar with.
1.6 Place the trainee in environment which resembles actual working conditions.
1.7 Instruct the trainee to familiarize with equipment, tools and materials.
1.8 Provide the trainee with relevant technical information related to the specific job.

Step 2: Demonstrate The Operation.

2.1 Provide the details of quantity and quality requirements for a specific job.
2.2 Demonstrate the job to trainee at a normal pace.
2.3 Demonstrate the job to trainee at a slow pace and explain each step.
2.4 Provide the trainee with potential problems related to each step of the job.
2.5 Repeat the job demonstration several times.
2.6 Ask the trainee to explain to you each step while you conduct slow demonstration of the job.

Step 3: Conduct A Performance Test.

3.1 Instruct the trainee to complete the job several times at a slow pace and explain to you each step.
3.2 Correct any mistakes by the trainee, if required.
3.3 Demonstrate the job to the trainee again at a normal pace.
3.4 Instruct the trainee to complete the job again several times and gradually increase the pace.
3.5 Once the trainee is able to complete the job at a reasonable pace, allow the trainee to begin working independently, while monitoring his/her performance.

Step 4: Follow-Up.

4.1 Assign an experienced supervisor or employee who will provide the trainee with additional assistance to perform the job whenever it may be required.
4.2 Gradually reduce the level of supervision and ensure that the trainee's work output and quality are checked on a regular basis
4.3 Ensure that the trainee continues to make progress in job performance.
4.4 Provide the trainee with constructive feedback regarding his/her performance.
4.5 Ensure that the trainee's performance gradually improves in accordance with the company's overall operational requirements.

ADDITIONAL INFORMATION ONLINE

You can obtain additional information about various Employee Training Methods and other related issues provided online:

• American Management Association
• American Society For Training And Development

10. IN-HOUSE TRAINING PROGRAMS

IN-HOUSE TRAINING PROGRAMS

In-House Training Program is more effective where a substantial number of employees perform a similar function.

On-the-job training, discussed earlier, might not be effective in this instance, since it requires unnecessary additional effort from the manager. In-house training should be handled by a member of the management staff especially employed for this purpose.

11. APPRENTICESHIP TRAINING PROGRAMS

APPRENTICESHIP TRAINING PROGRAMS

Apprenticeship Training Program is one of the most professional educational methods and combine training on the job with in-house training program.

The apprenticeship training programs are widely used in industry to train various artisans, such as electricians, machine operators, turners, CNC machine operators, welders, grinders, fitters, and toolmakers. These programs are usually developed by the government labor department in conjunction with certain professional educational institutions and with the relevant trade unions.

12. EDUCATIONAL COURSES

EDUCATIONAL COURSES

Educational Courses are designed to teach a substantial number of trainees by means of standard educational procedures such as:

• Seminars And Conferences.
• Educational Courses Online.
• Continuing Education Programs.

This method is based on principles that provide specific objectives, a logical sequence of information and active trainee participation. The program allows trainees to absorb information in accordance with their individual abilities and provide sufficient feedback on the effectiveness of a specific course.

13. EVALUATION OF TRAINING RESULTS

DOES TRAINING ALWAYS LEAD TO IMPROVED RESULTS?

The final stage of employee training entails Evaluation Of Training Results.

Managers often assume that training of employees automatically leads to improved efficiency of performance. This, unfortunately, is not so. It is important, therefore, to determine the effectiveness of various training programs by providing answers to the following questions, as outlined below.

EVALUATION OF TRAINING RESULTS

1.	Did the employee find the training stimulating and useful?
2.	Did the employee learn new working methods or principles?
3.	Did the employee's individual performance improve as a result of the training program?
4.	Did the employee training improve the overall performance results of the company?

THE MANAGEMENT DEVELOPMENT PROCESS

In addition to development and implementation of effective employee training, it is essential to initiate a thorough Management Development Process. This represents the cornerstone of successful organizational performance and is discussed in the next check point.

ADDITIONAL INFORMATION ONLINE

•	Employee Training Video By Matt Longua Lens.
•	Linking Training To Performance By Will Thalheimer.
•	Top 6 Ways To Get An Angry Customer To Back Down By Myra Golden.
•	4 Magic Phrases You Can Use To Respond To Anything By Dan O'Connor.
•	Employee Dealing With Angry Customers By Jay Taylor, LearnCom Training.

14. FOR SERIOUS BUSINESS OWNERS ONLY

ARE YOU SERIOUS ABOUT YOUR BUSINESS TODAY?

Reprinted with permission.

15. THE LATEST INFORMATION ONLINE

LESSON FOR TODAY:
Training Costs, But It Also Pays!

Joe Griffith

Go To The Next Open Check Point In This Promotion Program Online.