South-Western - Management  
Keeping a Staff Motivated Through Training and Development
Topic Managing Human Resource Systems
Key Words Training and development
InfoTrac Reference A98756055
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News Story

In a recent poll of 150 HR executives, 17% admitted providing older workers with fewer chances for promotion, and 11% said they give older workers fewer challenging assignments. Older was defined as age 50 or older.

Whatever the reasons for conducting training, it is important for a company to develop a comprehensive, ongoing and consistent training program. New hires need to know their position and how it fits into the total organization. All staff members need to be kept current on policies, procedures, and technology, among other things.

New hire training begins with the development of a training manual. It should include information on skills required for the position, as well as current policies and procedures. New hire training may also include on-the-job training with an associate.

A continuing education program is just as important as new hire training. When you train a new employee, he will only retain about 40 percent of the information learned in the initial training session. Staff must continually be reminded about procedures and concepts. Training can be formal or informal.

When putting together a continuing education program, managers must first determine the desired outcome; i.e., do they want to enhance the skills of the employee or help the employee with personal development. A combination works best.

Encourage employees to affiliate with a professional organization. They can receive skill training through the group, or network with others in similar positions.

Training alerts are useful for informing employees about policy changes. They are best presented as brief, bulleted lists on brightly colored paper.

Whatever means a company chooses to train its employees, the information must be concise, accurate, and presented in a non-threatening manner. It should be tailored to the needs of the employee. When possible, training should be entertaining to hold interest. When possible, use blended learning, which allows staff to achieve their learning levels from different resources.

Questions
1.

Annual spending by employers on training and development activities is over $200 billion, by one account. Why do companies spent large amounts of time and money training their employees?

2. What are the different forms of training that are discussed in this article? What are the advantages of each?
3.

What is the difference between training and development?

Source Jeffrey Bodimer, "Keeping a Staff Motivated Through Training and Development," Business Credit, March 2003, p. 15.
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