A Case for Training and Development (Lecture 3: 30th September)

Adult Learning principles

• Adult learner theorist and andragogy Malcolm Knowles emphasized that self- motivation is the best stimulus for learning with “need to know” and “readiness to learn”, are critical to success of adult learning.
• Introduction of the concept of WIFM to the group of employees is a very effective training technique. What’s in it for me? To draw the attention of the adult learners.
• Training should focus to life, task, or problem –centered related to adults.
• Experiential learning exercises should be emphasized (case studies, role plays , games etc)
• Use groups and teamwork rather than traditional classroom set-up.
• Enhance self-esteem and feelings of accomplishment are motivators in adult learning.

Promoting training:

• Training manager or director must support for and involvement in training throughout the organization, starting with senior level management.
• Creative marketing approaches will heighten the interest level among employees in lure of certificate, photos in news letter, etc.
• CEO or CLO should motivate employee to take the training programs, which will help to establish the appropriate learning environment for employees and build the culture of the business as a learning organization

Training Issues of the Twenty-First Century.

Issues of the century have occurred due to the intense competition going in the environment. Quality issues and how business can gain the competitive edge has become even more vital. The importance of continuous employee training and development play paramount role in consistently delivery of quality service.  However the various issues comes front as a big challenge to overcome. They are:

1. The scheduling of training: This issue focuses towards how the trainer is going to schedule the training program, how he is going to make assurance to the management that the training program will not hamper the operation of the business and at the same time ensures the productivity of the training will be positive.
2. Negligent Training: It is applied in cases where customers or guests are injured because (of the behavior of employees), due to lack of training, alleged negligent design of training, delivery of training, vendor selection, trainer selection or supervision during the training . A business owner whose employee commits an illegal action while on the job can find their business liable for the employee's actions, especially if the business did not exercise the proper care in training that employee.