Tip for the TopTo train or not to train, is that the question?Training and development is recognised by the government and many employers as being one of the key factors influencing the success or otherwise of an organisation. Many employers are, therefore, developing training strategies and/or policies to demonstrate their commitment to this way of thinking.
The changing attitude to training has resulted in an abundance of training providers, all offering a wide range of courses and delivery methods. Employees with a remit to identify good quality training, at acceptable prices, have a difficult task and benefits can be gained by developing a ‘relationship’ with ‘a’ provider who understands the employees business. However, there is a danger that the organisation becomes ‘comfortable’ with one provider and fails to investigate ‘better options’. Training delivery has to be constantly reviewed and evaluated to be successful.
There is a general perception that throwing, often costly, training at an employee performance issue should resolve the problem. This may be due to ignorance of other ways of dealing with it, or because it is considered an easy option for the line manager who is too busy to think it through.
Training and development activities can be highly costly and time consuming, especially when the ‘this sounds like a good course so I will go on it or we should send so and so on it’ approach is used or when it is part of ‘crisis management’.
With increasing popularity of awards, such the Investor in People, more employers are starting to develop a structured approach to training and development.
The model suggests that identifying, planning, training, and evaluating should include the following:-
About Tip for the TopTip for the Top is published in "Suffolk Business Magazine" where Lina Hogg is a regular contributor.
Related Pages
This is a list of training courses available.
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