Training management

Résumé du document

Training its employees is one of the main things which companies have to care about particularly if they want to perform better. Indeed, as employees are the elements who decide the strategic way of companies, and the ones who work to keep companies alive, it is therefore essential for them to upgrade their employees knowledge and skills. This reports aims at explaining what training is and what the interests of the company are for their employees. Then the training process will be analyzed, and it will be demonstrated that it has to be implemented to lead a standard good performance by the company. From the point of view of the employees, the learning cycle shows the importance of taking into account how the employees learn, and how to implement useful training programmes. Finally, after the ultimate task of training, the assessment and quality of it will be described.

Extraits

[...] The tools for this assessment are self-assessment questionnaires, interviews, practical tests, observations, role-player-game, etc. We will detail it in a following part. Transfer to workplace assessment This evaluation is useful to know if trained people use the acquirements of the training to their work in the company. Frequently this activity is made by the direct manager and by the colleagues with observations at workplace, evaluation of productivity or practical tests. The second part is the evaluation of results to the work of people. [...]

[...] Training Assessment Training is a complex activity, which needs a lot of investments in financial, technologic and Human Resources. Frequently assessment is not an essential stage. Because training is a cost for many managers, these ones don't want to invest for more to show the results of its activity. They say all the money we spend for training, results might be excellent, so why assess?” Every training activity must be evaluated, from programs to trainers, because every expense in a company must be rational and justified. [...]

[...] Aims of the Training Plan Companies have to implement vocational training plan once a year. The aims of that plan are: Improve the collective performances (quality, productivity, etc) and individual performance (to allow every employee to do is job efficiently) in the short run. Anticipate and prepare the future in the long run: _Investments (materials and others) which competencies is needed (individuals and collective). _Organization changes (needs of polyvalence, modifications of division between what is centralized and decentralized, accompaniment of the modification of delegation systems, etc) _Qualitative evolutions of jobs _Evolutions of employee careers _Evolution of the qualification job The Training Process and the prevalence of the Training Plan The training process The training process starts from identifying the need of training and end as soon as training sessions are assessed. [...]

[...] What is training ? The definition of training and historical view Definition : The entire activities which bring knowledge and competence to an employee in order for him to get better in his work, to become integrated in a new job, or to get better level qualifications. The French system is specific as the French government is very involved and firms have an obligation to finance but not an obligation to train. They have to allocate of the payroll for vocational training expenditure. [...]

[...] When doing an assessment? Assessment should be a continued process but we can split it in five stages. Before the training period, managers have to list the needs in training to fix the professional objectives. Requirements of people are mixed with requirements of the organization to choose a specific training and to plan the assessment after the training period. At the beginning of the training, people can share their expectations to be sure that the trainer is ready to give a fair response on it. [...]