Training of personnel: types + methods + evaluation of effectiveness

A good specialist learns all his professional life.

This is what makes it competitive in the labor market, it allows you to make a career, get high wages.

Training of personnel is a process in which the personnel and management of the company should be interested.

If you ignore the upgrading of your employees, then you have one less advantage over your competitors.

Losing as a result, and employees who do not want to learn anything new: sooner or later they are changed to more trained and educated specialists.

So: learn, learn and study again.

Training of staff: what is it and why is it needed?

Not all employers understand the importance of a systematic approach to staff training, motivating it by the fact that you need to learn in the course of work.

As a result, their employees lose in comparison with their counterparts from other organizations whose management sets a goal to improve the qualifications of their employees.

1) How to determine if training is required for company personnel?

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Training of personnel is a set of methods aimed at mastering knowledge, skills and skills under the guidance of experienced mentors.

Actually, you need to learn everything and always. Without this, you can not succeed in your profession, but there are times when staff training is simply necessary in a highly competitive and rapidly developing market.

Staff training should be arranged immediately if:

The forms and methods of work that are used in your company have lost their effectiveness.
The knowledge of your employees is out of date, because since the last training organization a lot of new information has appeared.
New technologies are being introduced in the organization, technical equipment has changed, new equipment has been delivered and people need to work on it.
The articles of the Labor Code have changed, and they regulated the work activity of your organization.
The strategy for the promotion of the campaign has changed - the employees are set new goals, which they must achieve in the course of work.
The structure of the company has changed, for example, there was a merger of two firms into one or vice versa - a large conglomerate was divided into several smaller organizations.
Among the employees there were many new people and their professional level does not correspond to the "old people".

2) Training and development of personnel: the main objectives of the

The objectives of the training pursued by the company's management and its staff are slightly different. But the result of systematic acquisition of new knowledge is the same: the organization is developing and quite comfortable feels in the conditions of market competition.

Objectives of training and development of personnel from the perspective of management:

To increase employee productivity.
Motivate them for new achievements, for example, the staff that received training, more likely to increase.
Reduce the adaptation time for newcomers to the team.
To compete on an equal footing( and even be a step ahead) of organizations that work in the same field.
Training for management positions based on their staff.
Retention of information held by old staff of retirement or retirement age within the company, and transferring it to young specialists.
Formation of the personnel reserve.
The ability to introduce new technologies without fear of opposition from employees.
Solution of strategic tasks, which only trained personnel can do.
Continuous development of the company in a competitive market.

Objectives pursued by personnel who are sent for training:

Possibility to claim a higher salary.
Confidence in their professional future: employees who know and know more than others do not fire.
More rapid advancement on the career ladder.
Ability to change its specialization to more profitable.
Chance to make useful acquaintances.
The way to demonstrate your ability to train management.
Professional and personal growth.

Different training methods for

personnel There are a lot of methods for training personnel. Some of them are more effective, some less.

The abundance of techniques has led to different approaches to their classification.

1. Features of the classification of training methods for personnel

In terms of training practices, domestic companies significantly lag behind the western ones.

There, large firms spend at least 10% of their annual income to ensure that the knowledge and skills of the staff are constantly updated. This is due to the huge competition in some areas, and with the rapid development of the market.

We also lag behind the speed of introducing new methods, such as metaphors, "Shadowing", "Secondment", "buddying", etc.

This can be seen if you look at the diagram where the percentages are indicated, what methods are practiced by Western companies and which ones are practiced by the western companies:

There are several approaches to the classification of training methods for personnel:

Behind the activity level:
- active - for example, seminars,in which the teacher interacts with the audience to the maximum;
- passive - standard lectures, on which you can relax and even - take a nap.
Behind the form of training:
- individual - work is conducted with only one person, which allows you to fully focus on the tasks assigned and give the student more knowledge;
- groupware is a cheaper type when one teacher and a group of students interact.
By duration:
- long-term training, which lasts for several months, and even years;
- short-term - it's conferences, seminars, trainings and stuff for 1-2 days.
In the place of:
- at the workplace, for example, it is necessary to train the car dealer to use new equipment;
- outside the workplace is training that can be conducted not only in another city, but even abroad.

Of course, each of the teaching methods is not required to be used by teachers in their pure form.

You can combine in one course and different methods, and different types of training. Such an improved learning of knowledge, skills and skills will be even more effective.

2. The most effective training methods for

personnel

Lecture.

One of the traditional methods of filing new information, which allows you to reach a large audience. It is still used quite often.

The main disadvantage is the lack of interaction with the audience, which may miss the painful filing of new material.
Workshop.

It differs from the lecture in that the teacher discusses the new material with the audience, and not just expounds it. So far, it has not lost its relevance, as it has many advantages: control over the audience, the ability to present large amounts of information, low cost, etc.

The main drawback - people in the group should be no more than 25, so that the work was effective.
Video training.

It can be both remote( you get training videos and watch at home at your leisure), and in the classroom during seminars. It's almost a viewing of films, only - useful for the staff.

Alas, this technique is not for everyone. Those who need a supervisor for qualitative mastering of knowledge, he does not fit.
Modular training.

For example, a training seminar for sales managers consists of three modules: "client" no "," ways to increase the amount of the average check "and" unobtrusive but high-quality service. "

Each module, consisting of theory, examples and exercises, is worked from beginning to end, and only then the teacher moves on to the next module.

The main drawback: the lack of time within the program to fully work out the module.
Case study.

One of the old ways that was practiced back in the early 1920s in the United States. Its essence boils down to teaching through the experience of practical activity, the consideration of situations( real or hypothetical) that occur during the work process.

Disadvantage: the method is not always effective, especially if participants do not have much work experience, and the teacher can not keep the audience within and do not let her chat on abstract topics.
Training.

One of the most popular methods today. During the lesson, the theory takes a little time, and the main emphasis is on practical training of skills. This method is not suitable for everyone, some feel uncomfortable at the training.
Game( business, role or metaphorical).

The material is submitted in a game form. Such activities are very interesting, but the main thing is that the desire to entertain and impress the audience is not to the detriment of the knowledge that the personnel should receive during the game.
Brainstorming.

The method is to work out as many ideas as possible in the allotted time and get the maximum amount of knowledge. The duration of such a technique should not exceed 15 minutes, otherwise the audience will get tired.

There are other methods of training personnel, which began to use relatively recently: storytelling, mentoring, basketball, rotation, etc.

3 basic types of personnel training

Training of new staff.

Suppose, in connection with the technical progress and expansion of the company, you have a new position. You do not want to take on it an outside worker, because you are interested in choosing someone from your team.

Unfortunately, none of the employees has the necessary knowledge and skills to take this position, but some expressed a desire to receive training.

If everything goes well( the employee, applying for the position, has mastered the necessary knowledge and skills), you will have a specialist for an open post.
Staff development.

In acquiring new knowledge and skills, according to the requirements of the market, both the company's managers and the employees themselves should be interested.

Without the continuous improvement of the qualification of the personnel, it is impossible to develop the organization, because gradually the knowledge and skills that even the best specialists have become obsolete.
Personnel retraining.

Personnel retraining is organized when the scope of a job expands, a new division appears in the company, separate requirements are added to the job description of a specific employee, etc.

That is, you do not take new shots from outside, you simply re-prepare your own due to new requirements.

The personnel training system needs to take into account many factors.

In order to begin its construction, you need to answer 5 questions:

Evaluating the effectiveness of training staff: refer to the

formulas If the owner invests in the training of his staff, it goes without saying he wants to see the result of this investment, the positive effect of it.

But how to evaluate the efficiency of the process? Believe the words of the employee, who claims that the refresher courses helped him a lot? To look at the results of his work? Require immediate improvement in productivity?

You can, of course, act this way, but it's better to use the scientific approach to determine the effectiveness of employee training.

Scientists suggest linking the learning effectiveness criteria to the goals that the owner wanted to achieve by sending his staff to study, and to consider efficiency using formulas. So you can accurately determine the economic effect of the investment.

5 formulas for determining the economic efficiency of staff training depending on the objectives:

The aim of the training is to increase the productivity of labor, as a result of the fact that the staff have mastered new knowledge and skills.

Symbol in the formula	Interpretation of the symbol
S	Economic effect, rub.
ΔP	Increment of output per unit of time( quantity)
C	Unit price
Q	Training costs for employee

The aim of the training is to develop a new profession / specialty.

Symbol in the formula	Interpretation of the symbol
S	Economic effect, rub.
Zd	Salary of the current employee, rub.
Zz	Salary of the replaced employee, rub.
0,3хZd	The surcharge for the combination of the profession, as a rule, is 30%, rubles.
Q	Training costs, rub.

The purpose of the training is to obtain a different, more prestigious position.

Symbol in the formula	Interpretation of the symbol
S	Economic effect, rub.
Qp	Costs for the selection of a new employee, rub. This should include the fees of the recruitment agency or its own costs for selection( wages with the deductions of the selection specialist, as well as the cost of organizing his workplace).
Q	Training costs, rub.

The purpose of the training is to meet the requirements of the Federal Service for Consumer Rights Protection and Labor Inspection or labor inspection.

Symbol in the formula	Interpretation of the symbol
S	Economic effect, rub.
N	Penalties
ΔPn	Underdevelopment of finished products during the period of prohibition of operation of equipment by untrained personnel, eg,
With	Price per unit of output, RUB / ton.
Q	Training costs, rub.

The purpose of the training is to install new technical equipment.

Symbol in the formula	Interpretation of the symbol
S	Economic effect, rub.
ΔP	Increase in production per unit of time( quantity)
C	Unit price
Q	Training costs for an

employee Training personnel is necessary if management is interested in the company's prosperity.