While surfing my rss feeds, I came across an another article that had the theme of 'why its bad to cut training'. What is different about this article is that the author makes a good case, stating that training is really every manager's responsibility - his premise is that companies generate more revenue by making training every manager's responsibility.
What I really liked about the article is that it provided specifics for industry professionals (this happens to be an article from the hospitality industry on hotel employee training) about how to integrate training into all aspects of an employee's daily routine taking into account temporary dips in business activities.
Generate More Revenue By Making Training Everyone’s Job By Doug Kennedy
Excerpt:
"Yet even companies that do have designated training manager or director to lead the charge still understand: training is a process not just a title, position, or job description.......
Whether you are a hotel trainer by title, or a department head, assistant manager, or shift supervisor, here are some ideas to make training happen every week, every day, every shift:
- When forecasting temporary dips in business activity, schedule formalized, workshop style training during down-times.
- Even during periods of peak activity, there always seems to be dips in the “cycle of service” during which staff have predictable periods of down-time. This is a great chance to schedule some on-the-job coaching.
- Sometimes business levels drop unexpectedly; during these times it is not always possible to cut hours by sending staff home early. If so, conduct impromptu “grab and go” training meetings.
- Conduct individualized coaching with frontline associates directly in their workplace between transactions during actual shifts.
- Reinforce what was done well; focus on what could have been done more effectively.
- Distribute copies of article reprints from publications such as this for discussion/review at meetings.
- Checkout cost-effective multi-media (DVD’s and videos) from resources such as the Educational Institute or the Sunrise Basic Training series.
- Reinforce training themes with workplace displays that can be made fun with simple word processing programs.
- Find ways to cut costs but to still attend industry conferences or events; book early to reduce registration fees. The biggest cost historically is usually airfare and travel costs, which can be secured at value rates if you plan ahead to send your leaders to such events.
- If you are a hotel company or association, this is a terrific opportunity to show value to your stakeholders by finding a way to still offer quality educational and training events at future meetings."
I agree and these are ideas that can be applied to many different industries.
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Dave Boggs
SyberWorks, Inc.
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