The welfare of the company and employees rests on the equality of training that is provided to staff. A training and development program helps employees and businesses to grow. Some of the most often-used programs include:
On-the-job training endeavors to instruct an employee how to carry out a particular job assignment. Equally useful in training new employees as well as updating existing staff as some might be changing internal jobs, the on-the-job training consists of four parts:
Preparation. The trainer finds out what the employee already knows about the job.
Demonstration The trainer shows the employee how to do the job.
Application. The employee does the job alone.
In job rotation, employees are allowed to learn new jobs and to broaden their skills by working at different assignments on a temporary basis. Workers become versatile, tedium is reduced, and scheduling is simplified because of worker flexibility.
Specialized training enables an employee to hone old skills and to master new ones. It focuses on providing employees a high level of professionalism to function in their specific roles. Through courses offered by the company or by outside sources such as private training organizations, or a three- to five-day courses/seminars, employees can learn how to operate new pieces of machinery, improve sales presentations, type faster, read a blueprint, or do any number of specialized tasks beneficial to both the employees and the business.
Management development is geared towards training employees to enter management or to advance within the managerial ranks. By means of courses and seminars on such subjects as project management, decision-making, leadership, planning, organization, delegating, negotiation and presentation skills, and communication, employees can be groomed to accept more responsibility.
Training, Courses and Seminars
Important skills which can be learned across the organization are in effective communication, interpersonal communication, time management, assertiveness (as against aggressiveness), and soft skills.
More specialized training are in the area of sales, customer service, and technical roles like data modelers, IT architects, finance specialists, and others in highly technical operations. In the case of medical organizations, there are courses and seminars to keep up-to-date with current technology, for surgeons and other specialists like optometrists, ophthalmologists, oncologists, dentists, among others.
By learning new skills, outdated skills and motivation of employees do not stagnate and decline; instead, staff productivity increases and business benefits.
How to Motivate Employees
Keeping employees motivated is beneficial to both employer and staff. The company or business is positioned for success as the best employees are retained. Managers need to effectively motivate the employee as aligned to team building.
How are employees motivated? Here are tips to keep employees motivated and empowered:
Staff development includes periodic training incentive and/or upgrade in skills as needed in the employee’s particular role in the team. The process includes an employee performance appraisal that will be conducted by the manager or supervisor periodically. Employee development is an ongoing activity.
Employee Incentive Program
Other motivators are employee incentives. Usually, it’s a way of rewarding employees with cash, goods or occasional holidays rather than an increase in salary. Some companies offer further sales training and bonuses. It can be simple tokens like a free tickets or bags of goodies for the family.
Company Diversity Program
Diversity programs initiated by the company can include any benefits, policies, or programs like Work/Life Balance initiative that help create a balance between the demands of the job and life outside work of the employee.
Employee Recognition and Reward Program
Primarily, recognition and reward for the high performers usually focus on a special recognition for an excellent job done, perhaps for a quarter, semi-yearly or annually. Examples are pay rise, cash bonuses, expensive watches, gift vouchers.
Final Thoughts on Employee Motivation
Employees need to feel that they are achieving something at work. It makes a difference when their leaders or managers acknowledge what they do. Managers should try to catch them doing something well, and tell them how well they are doing, when truly deserved. Words of encouragement help a lot. When necessary, praise can be made public, for instance, teams gather together for an afternoon break and celebrate a job well-done.
Many companies focus on material rewards for performance. Sometimes a simple pat in the back for a day’s achievement or a sincere “thank you” from the manager makes a moment’s difference. Someone once said: “Praise is cheap, use it!”
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