Transcript:
Good Morning Mr. Doubtful,
I understand that you do not believe that training is important, complicated, or even necessary. One effect of the current world economy is an increasingly competitive business market. This new competitive environment requires businesses to obtain and retain highly skilled and motivated workers. And the only way you get these kinds of workers is to train them.
That said, training isn’t always the solution to performance issues, and even when training is a good solution, it is rarely sufficient by itself (Stolovitch & Keeps, 2004). Training needs to be supported by appropriate guidance, feedback, incentives and resources (Stolovitch).
A study of 500 publicly-traded companies showed that those who invested more in training had a higher shareholder return (Bassi, Ludwig, McMurrer & Van Buren, 2000). Ddespite the need for high-level skills in today’s job market, many job applicants lack those necessary skills, surveys of employers report that high school graduates are deficient in problem solving/critical thinking, and they lack in written and oral communication skills, and have a poor work ethics. Because retaining good skilled workers is critical, it is also critical to have a strategic training program that helps support employee retention. In studies employees report that the degree, to which they are engaged at work, is directly impacted by the frequency, quality and number of workplace learning opportunities. The study also showed increased loyalty and productivity among employees. (Vance, 2006).
So with this said why don’t we have a seat and look at the performance issues you feel need to be improved and see if we can design the most effective solution which will result in a return on your investment.
References
Stolovitch, H., & Keeps, E. (2004). Training Ain't Performance. Alexandria , VA
Bassi, L. & McMurrer, D. (2007). Maximizing your return on people. Harvard Business Review, 85(3), pg. 115-123. Retrieved from http://web.ebscohost.com.ezp.waldenulibrary.org/
Noe, R. A. (2010). Employee training and development (5th ed.).
Listen to speech here:
Week One Elevator speech
Hello Pat,
ReplyDeleteYou did a good job with your elevator speech. I liked your concrete example of the recent research. If you are hired, and you are not in direct position to make the absolute decisions on training and development. How would you steer your organization to consider an investment in training?
Folashade,
ReplyDeleteYou asked a very challenging question. Since we use employee surveys every year I think I would begin by going over the results of those as well as the client surveys. Additionally I would look at employee evaluations. Once I have a real picture of what is going on I think I could do an elevator speech to the one who would make the decision to consider it. How would you do it?
Hi Patricia,
ReplyDeleteI liked your elevator speech, especially the resources used to make your point. I was wondering how would develop your elevator speech if the majority of the employees that need training have a masters degree?
-Neal
Patricia,
ReplyDeleteYou post is very persuasive and interesting to read. You make very valid observations and concrete insights into training and organizational performance.
Just out of curiosity, what would happen if the Mr. doubtful suggested that the hiring staff should ensure that new hires are skilled with appropriate skills rather than later invest in training them?
Hi Patricia,
ReplyDeleteYour closing was fantastic. The aim of all training in the workplace is to improve performance. No more training for a box to be checked (although compliance stil requires this), but let's focus on how we can not waste the learners time and the company's money, but increase learners skills and abilities. In the end, the more skilled your workers are, the more potential you have to grow your company. Of course, we can't forget about ensuring workers have the right motivation to learn and apply what they have learned.
Patricia,
ReplyDeleteI liked the fact that you brought up that training alone will not be the solution; successful training requires resources and support from the management throughout the process. You did a very good job identifying the value of training for employee retention and improvement. How will training support Mr. Doubtful's organization's strategy and goals?
Mike