Lecture 6

Training & Developing

Competitive Workforce

PREPARED BY:
MS.KOMLAVATHI
SCHOOL OF BUSINESS MARKETING
L E C T U R E 6 : Training & Developing Competitive Workforce

Why is it important?

1. Improve recruitment and retention

By giving training and development, employees likely to stay and becoming
more trained and committed, more loyalty

2. Improving competitiveness
Training improve the overall competitiveness of company, new technologies
taught to employees produce chains of learning transfer

3. Implementing new technology

new technology = new productivity level

4. Improve customer services

helps employees understand customer needs, training for customers to help
understand the need for efficiency.

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L E C T U R E 6 : Training & Developing Competitive Workforce

Sample training – anti discrimination

Objectives: inform employees of their rights, duties, responsibilities regarding

nondiscriminatory behavior

Who is to be trained: all employees with additional training for supervisors

What is the content: prohibiting all forms of harassment, disciplinary actions,

negative consequences at workplace, what kind of behavior not tolerable

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L E C T U R E 6 : Training & Developing Competitive Workforce

Evaluating T&D effectiveness

Short term
reactions of T&D activity, learning, changes in behavior and attitudes,
performance on a task

Long term
For organization: improved productivity, lower cost, improved customer
services, competent leaders, applicant pool increase
For employees: greater self confidence, increased job satisfaction, career
advancement, employability, ability to resist unethical influence

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L E C T U R E 6 : Training & Developing Competitive Workforce

Conditions for effective T&D

Create the right conditions

• insight: need to know what is it to be learned

• motivation: internal and external means

• new skills and knowledge acquisition: must be shown how to acquire

needed competencies

• real-world practice: realistic activity to activate learning and adaptation

• accountability: feel personally accountable for using what have been

learned

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L E C T U R E 6 : Training & Developing Competitive Workforce

Conditions for effective T&D

• decide who provides

 supervisors, managers, co workers, experts, employees

• stating learning objectives

cognitive knowledge: company policies and practices, basic knowledge, the
big picture
 skills: technical, interpersonal, language

• affective outcomes

• ethical behaviors

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L E C T U R E 6 : Training & Developing Competitive Workforce
On-the Job
E-Learning and Video
Teleconference
Apprenticeship Training
Internship and Assistantships
Job rotation
Supervisory assistance and
mentoring
Advantage
• Bring employee together
• Speed up communication
• Reduce costs
• Does not interfere with real
job performance
• Provides extensive training
• Facilitate transfer of
learning
• Give exposure to real job
• Gives exposure to many jobs
• Allow real learning
• Informal
• Integrated into job
• Expensive
Disadvantages
• Start-up and equipment
costs are high
• Require adaptation
• Takes long time
• Expensive
• Not be related to job
• Are not really full jobs
• Provide indirect learning
• Involves no sense of full
responsibility
• Too short a stay in a job
• Means effectiveness rests
with the supervisor
• May not done by all
supervisors
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L E C T U R E 6 : Training & Developing Competitive Workforce
On-Site, but Not On-the-Job
Corporate Universities
Programmed instruction on an
intranet or the internet
Interactive videos
Advantage
• Tailored to company needs
• Support company vision and
culture
• Reduces travel costs
• Can be just in time
• Provides for individualized
learning and feedback
• Provides for fast learning
• Convey consistent
information to employees in
diverse locations
Disadvantages
• Costly
• Required skill management
• Not appropriate for some
• Time-consuming
• Cost effective
• Often no support to assist
when trainee faces learning
problems
• Costly to develop
• Do not provide for individual
feedback
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L E C T U R E 6 : Training & Developing Competitive Workforce

Typically-off-site Advantage Disadvantages

Formal courses • Inexpensive • Require verbal skills

• Do not interfere with job • Inhibits transfer of learning

Simulation • Facilitate transfer of • Costly

learning • Cannot always duplicate
• Create life like situations real situation

Assessment centers and board • Provides a realistic job • Costly

games preview
• Create life like situations
Role playing • Good for interpersonal skills
• Gives insight into others
Sensitivity training • Is good for self awareness
• Gives insight into others
• Take time
• Cannot create real situation
• May not transfer to job
• Not relate to job

Wilderness trips • Build teams • Costly

• Build self-esteem • Physically challenging

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