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SYNOPSIS |
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We
uncover many facts while on assignments including the existence of a 30%
or greater employee output shortfall. When we advise management of our
findings regarding the excessive number of sub-standard workers,
management normally explains the reason as, “ . . . we just
don’t have time to properly train.”
We
are certain that in these situations management is always well aware what
the lack of training causes including lower bottom-line profits. The
question is does proper training really cost or is it cost-effective?
KNOWLEDGE
is the WHAT
of any job.
SKILL
is the HOW of any job.
ATTITUDE
is the WHY of any job.
Whatever
your position — owner, manager or supervisor — if you get your job
done with and through others, you have the implied responsibility to
train. As such, you will be involved in two types of training. The first
is “Formal Training.” This includes any regular classes held for
individuals or groups of employees. The second is “Informal Training.”
This includes the daily on-the-job training, coaching and counseling.
This
eBook will provide you with the wisdom, ideas, suggestions, considerations
and tools you'll need to either design a professional training department
or bring any of the training processes you presently use up to date.
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TABLE
OF CONTENTS
HISTORY
OF TRAINING
6
BENEFITS OF PROPER TRAINING
3
BASIC PRINCIPLES OF FORMALIZED SELECTION, TRAINING AND ORIENTATION, PROGRAMS
BASIC
PRINCIPLES OF LEARNING
THE
11 FUNDAMENTALS OF TRAINING AND DEVELOPMENT
USING
THE KNOWLEDGE OF HOW PEOPLE LEARN TO YOUR ADVANTAGE
6
IMPORTANT STEPS WHEN DOING A TASK ANALYSIS
COMPLETE
GUIDE TO IMPROVING STUDENT MOTIVATION
INVOLVING
THE NEW EMPLOYEE IN THEIR JOBS
THE
VALUE OF USING REPETITION AND MILD PRESSURE
THE
BEST WAYS TO KEEP NEW EMPLOYEES POSTED ON THEIR PROGRESS
HOW
TO MAINTAIN THE TRAINEE'S ACCOUNTABLITY
8
RULES TO FOLLOW WHEN TEACHING ADULTS
OUTLINE
FOR OPERATION/MACHINERY TRAINING
THE
ADVANTAGES OF VESTIBULE/CLASSROOM TRAINING
HOW
TO RETRAIN EXPERIENCED WORKERS
USING
LEARNING CURVES TO ACCELERATE TRAINING RESULTS
DATA
FOR DETERMINING REQUIRED JOB
CONTENT LEVELS AND LEARNERS EXPECTED
WEEKLY EFFICIENCY
CHART
I TOTAL POINT VALUES AND WEEKS TO TRAIN
CHART
II DETERMINING TOTAL POINT VALUES AND TRAINING TIMES
CHART
III EXPECTED % OF EFFICIENCY BY WEEK FOR VARIOUS SUGGESTED WEEKS TO TRAIN
EXAMPLE
OF A TRAINING INCENTIVE PLAN
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