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Vol.1, Issue #19 - February 20, 2002
Identifying Training Needs
" People seem
to be constantly searching for a new theory and magic wand which
will help them save time, effort and expenses in their various organizational
responsibilities. My best advice to them is to stop "searching"
for new theories and begin acting. Draw on your own
knowledge, training, experience, observation and commonsense, to
begin planning, testing, and implementing. If you do not have the
required background and expertise then hire a Consultant to coach
you and to help organize training and development.
theories are excellent when clear, relate to the situation at hand,
and are easily applicable. However, we must be able to discern,
filter, and adapt. The secret lies in knowing "how"
to apply theories to the company in question, the situation and
people involved. First of all, the particular theory
must "relate" to the situation at hand. To
use someone else's theory effectively, we must learn how to rise
above our own subjectivity, study, weigh, filter, add, adapt, and
then plan a strategy on how best to implement.
The success or failure
of such an effort very much depends on our own intelligence, powers
of deduction, and sensitivity. People interpret and
weigh theories differently. They apply them differently.
Even if understood and applied in the same manner by two separate
people, the effects differ depending on company circumstances, environment,
managers, employees, locality, type of product, type and level of
service, customer profile and customer expectations.
we "must" have a ready-made theory to be able to design
some management strategy, then we must, in all faith, form
a management committee to discuss and examine this theory from all
angles, critique it, change and adapt it to the company's needs
Recently I received a question,
composed of two different questions: how to discover training needs
and how to minimize training costs while maximizing effectiveness.........Analyzing
training needs is one thing. Cutting down on training costs
while maximizing training effectiveness is another.
is no quick "magic formula". Detailed work
is needed. Once organized, the company and its human resources
and training people will save time, effort, and money. They
will also greatly enhance employee and organizational performance,
leading to happy customers and repeat business. Here
is the course to follow:
the various job functions (positions and responsibilities of employees)
on, or re-word, the "objective" (purpose) of each job
and refine tasks lists and job descriptions.
the performance objective of each "task" or "group
objectives must be "measurable" (by observation or testing).
(- snip - )
(complete text in newsletter)
previous issues more ...............
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