Staff training and development involves providing employees with new skills, knowledge and experiences so that they can carry out their jobs more effectively. Benefits of training include:
- Increases the rate of output per worker so reduces average costs;
- Improves the quality of output leading to a better reputation and service;
- Improves flexibility allowing staff to move between tasks and cope with change;
- Reduces mistakes which cuts waste and improves staff safety;
- Improves the image of organisation with customers and future employees;
- Improves employee motivation reducing absenteeism and staff turnover;
- Prepares employees for internal promotion which can save recruitment costs.
There are, however, drawbacks to offering too much staff training:
- Direct financial costs – eg course fees, travel expenses – which will increase the running costs of the organisation in the short term (though may be off-set long term).
- Indirect costs – loss of output, cost of staff cover, expectation of financial reward from staff, possibility that trained employees may be offered a better job by a competitor.
Induction Training
Shortly after starting work, employees should be given induction training to introduce them to organisation and its procedures. Content/activities may include:
- Welcome and introduction by the HR Manager and/or Line Manager;
- Watching a video about the history of the organisation;
- Health and safety procedures eg file drills, risk management;
- A tour of the premises – work area, social and rest facilities;
- Going over the Contract of Employment;
- Introduction to future colleagues in the organisation.
Advantages
- It helps staff settle in and become more productive in their jobs more quickly.
- It meets a legal requirement in relation to health and safety procedures.
Disadvantages
- It can delay a productive start for an employee.
- It may take other employees off task to deliver and support the training.
On the Job Training
This is often delivered by other employees doing a similar job in the organisation. It takes place on the organisation’s premises, during normal hours of work. The trainee will be working – producing a good or service – whilst they are being trained.
Advantages
- Trainees are still producing an output whilst learning.
- Costs should be lower with fewer specialist fees and travel expenses.
- Trainees become familiar with their own environment and equipment.
Disadvantages
- Peer trainers may lack skills and experience as trainers.
- Peer trainers may pass on bad habits to staff.
- Staff may find it hard to focus on training and working and may make mistakes.
- Peer trainers may become less efficient in their own jobs whilst giving training.
Methods of On-the-Job Training:
- Shadowing– watching an experienced worker. This reduces the impact of mistakes being made by a new employee, and does not take the experienced worker off task.
- Coaching – an experienced worker watches the trainee. This allows the trainee to have direct experience of a task whilst getting support from an experienced member of staff however the trainer is not productive.
- Mentoring – the new employee has a nominated co-worker to turn to for support. This is a good compromise with both employees remaining productive but is probably more suitable once some initial job training has been given by another method.
Off the Job Training
This may take place within or out with the organisation’s premises and may be during or after normal working hours. It is usually delivered by specialist trainers. Its defining feature is that the employee is not required to carry out their actual job at the same time as being trained.
Advantages
- Training is delivered by experienced and qualified trainers.
- Workers can focus fully on the training.
- A formal qualification may be earned at the end of the course.
Disadvantages
- More expensive as training fees and expenses may be paid.
- Workers are not producing whilst training.
- Training may not be an exact match to the job.
Methods of On-the-Job Training:
- In-House Courses – on the organisation’s premises with workers released from their regular job. This is likely to be a good match to the job that will be carried out by the trainee, but may be costly in terms of resources eg staff, training rooms who may not be needed all the time.
- College Courses – day or block release courses – may be run in tandem with on-the-job training eg an apprenticeship. Alternatively, staff may sign up for evening courses. This can lead to a qualification but may not be an exact fit to the organisation.
- Internet (Distance Learning) – employees undertake web-based learning which can be interactive eg requiring them to submit assignments. This can be convenient for an employee who can choose when or where to carry out the training, but it can be hard to monitor and employees may feel isolated.
Other Methods of Developing Staff
Apart from formal training, organisations can develop their staff by offering them opportunities for team working, by giving them additional responsibilities or by encouraging them to participate in decision making processes (see later notes on employee motivation).
