Getting Value from Training
The main thing that needs to be identified when trying to get value from training managers should ensure that the employee receives superior support and positive results from the training they have learned, the organization has achieved a value. It is known that training can help workers learn different skills that they will be able to use once they return to the office. Supervisors must support the trainee attending the training and make sure that they are using the training to make a difference in the organization.
The pros of getting value from training are to shape an environment so that the training is incorporated with other organizational systems. Managers must direct the employees with a plan to use the training in the place of work to get a constructive result from the training. Training will also add value when the infrastructure of the company is established and supports the learner’s significance to do a job. Managers must do a follow-up to see if the training is providing any value for the company.
Cons of getting value from training happens when the training is used as a reward system because employees don’t understand the goals and they have no desire to see the training as a value because of that reason, no insight. Manager sometimes don’t take a vigorous position in the assessment making procedures and don’t do the necessary tracking to allow the training to add value to the company.
It is understood that training doesn’t change attitudes nor get to the bottom of all the troubles within the work area and the training will have no effect if the problem is connected to other issues in the workplace. If the training is not linked to both the person and the organizational needs their will be barriers affecting the training outcomes because there will be no structures in place.
To get value from training organizations must ensure that the training is the proper training employees need. Managers and the...