Importance of Training

What is the importance of gang training? Better training leads to better processes and more efficient work that yields better and greater results.

In today’s ever-changing marketplace, the importance of job training has never been greater. All gang related training is an indispensable way to keep yourself and your team informed and updated in the ever changing and evolving world of gangs. Employees are human; most will have weaknesses or gaps in their professional skills. Further, most professional people are specialists of one kind or another. Much of what goes on in your organization is likely to fall outside of the training each individual worker already has.

Having a high quality and comprehensive gang training, along with an employee professional development program enables you to strengthen the skills your workforce does possess as well as to build up knowledge where it is lacking. Both trainings will bring all your staff up to a higher standard of competency so that your entire team can share a common set of knowledge and skills. Such a program will repair any weak links that may exist in your team and cause the workload to be more evenly spread among your workers.

By providing ongoing workforce training, you will enable one employee to pick up where another left off, keeping them all on the same page without having to provide constant help and supervision.

The importance of employee training to an organization/agency/department must never be underestimated. And ongoing training can be thought of as the best insurance policy against all sorts of the inevitable changes and the unforeseeable needs that will arise in your team from time to time.

Reasons for Training:

•  Turnover
•  New technology
•  Cost control
•  Role & career flexibility
•  Orientation
•  New appraisal techniques
•  Skill & labor shortage
•  New information

The benefit of training in an ongoing basis also includes the maintenance of team cohesion, the creation of a common mindset and a shared vocabulary. As with learning, in general, the benefits of training your team are a challenge to enumerate. There are, however, several clear benefits.

Ongoing training will:

• Enable your team to respond to technological changes which can affect their job requirements.
• Help workers respond to the changes that come from organizational restructuring.
• Give them the ability to adapt to changes resulting from increased diversity in the workforce.
• Work to facilitate career development.
• Help to meet your employee’s need for continued growth

Training and Development

It is important to understand the difference between training and development. These are two of the most critical areas of Human resource management. They are concerned with the ways your workforce self-organizes indeed whether or not it can. Training and Development are the primary ways through which the performance of groups and individuals are improved within an organization.

The Goals of Training & Development

•  Improve efficiency
•  Improve team morale
•  Improve human relations
•  Reduce supervisory needs
•  Improve knowledge of new information
•  Improve organizational flexibility and viability

The Training & Development Process

• Determine your company’s T&D needs
• Decide what your desired results are.
• Set out clear Training objectives
• List clear summaries of your objectives.
• Choose optimal T&D methods
• Know your training options and select the right ones.
• Implement programs
• Set up and execute your training programs.
• Evaluate programs
• Have adequate evaluation methods in place and execute them.

It is important to understand what is involved in the implementation of any employee training and development program. Understand that workforce T&D means change. Be sure that your organization is ready for the improvements that your workforce will want to execute after their training is complete. They must have the authority and resources to use their new skills. Qualified trainers must be available to perform the required training. And these trainers need to understand what your company’s objectives are.

The main purpose of training is to produce a positive change in the functioning of an organization. As applied to the individual, is amounts to an upgrade to that person’s knowledge or skills. As it applies to a team, training incorporates organizational and communication elements that can multiply your team’s productivity dramatically.

The Difference Between Training and Development

Sometimes known as ‘learning & development,’ the main difference between training and development is that training is generally focused on the acquisition of new skills, while development is concerned with the improvement or extension of existing skills. So, we rarely think about development alone since, without training, there aren’t any skills to develop.

Benefits of Training and Development

Now that we know what Training and Development are, it’s time to discuss the real reason we are so interested in it…..the benefits of training and development for employees. Often, it’s easy to overlook the benefits of training and development in an organization. Many companies don’t track their training, so they don’t see the benefits of training programs, but those that do can see clear benefits of training and development in the workplace.

Why should your organization implement it, and how long can you afford to put it off? The benefits of training in an organization can be as broad and profound as the imaginations of those who receive the training.

The Primary Benefits of T&D

Addressing Weaknesses: With proper training and development, weaknesses can turn into strengths and your employees can exceed initial expectations.

Improving Performance: Once weaknesses are turned into strengths, your employees can improve their performance. They’ll know the ins and outs of their role and your company to the point where they can come up with strategy ideas.

Fostering Growth: The bottom line of any workforce growth that yields positive results. If one could do it alone, there would be no need for a workforce. And every workforce must be trained. The better the training, the better your agency’s growth. Your most valuable employees are ambitious and have room to grow. By giving them the training they need to maximize their skills, they will be able to fill out those hard to reach goals that yield the results that only the most talented and dedicated employees can.

Enhancing Satisfaction: Workers who have the skills and confidence to do their jobs well are rewarded with a sense of satisfaction that employees at corporations with poor training programs tend to lack.

Reducing Turnover: Employee turnaround costs you time and money. By training your staff proactively, you can improve their confidence and their abilities. Fewer mistakes will be made, so fewer people will have to be disciplined and/or terminated as a result of accidents. Frustration levels will be lower. And you will develop a team of experts that you and your team can be proud of.

Additional Benefits

• Productivity is increased
• Employee confidence is built, developing key performers, team organization & morale.
• Employees are kept current on developing information and current trends, further contributing to improved skills and service.
• Employees are updated on new, enhanced skills and advanced methods. They will use what they learn to further your agency’s goals and objectives.
• Organizations, agencies, departments can receive a fresh professional perspective.
• Job satisfaction, employee motivation, and morale are increased, reducing employee turnover.
• Processes gain efficiency

The Objectives of Training

Every business should strive for higher productivity, quality improvement, the reduction of learning time, safety, the reduction of turnover, and strive to establish and maintain an effective management team. These are the objectives of training and development in an organization. There are a myriad of ways organizations can do this and, no matter what it is you’re doing, chances are T&D are a part of it.

Consider just a few of the common objectives of T&D, (notice the overlap with the advantages).

To impart job-related knowledge to your staff

Whether it’s on the job entry-level training or training aimed at adapting to changing economic, political, and technological climates- the purpose of workforce training is to enable your employees to better do their jobs.

To impart skill knowledge systematically

The organization of training events is generally done in a group setting, using teams, groups or communications technology to reach the largest amount of employees simultaneously- and to do it in a way that is educationally sound.

To bring about change in the attitudes of the employees towards fellow employees, supervisors and the organization.

When sensitivity training is at issue, or employees must be made aware of new policies, rules or applicable laws- often the culture of your workplace has to change to adapt.

To improve the productivity of the employee and the agency/organization

A central concern for any organization/agency/department is productivity. It is the rare situation indeed where efficiency is not desirable, and where more efficiency is not even more desirable.

To improve safety standards

No one wants to work in an unsafe environment. Improving your safety, and the safety of others can improve productivity and prevent all variety of losses, human, and capital.

To enhance equipment handling practices

By instilling the correct methods for the use of workplace equipment, training can reduce injuries, lessen damage and improve efficiency.

To prepare employees for advancement

This is the primary means by which employers can build a highly competent veteran workforce.

Using the process known as smart objectives training firms can help to ensure their programs have the best chance of fulfilling all of these objectives. Our objectives of training and development of employees should be:

• Specific
• Measurable
• Achievable
• Relevant
• Time-Oriented

Types of Training

There are probably as many possible kinds of training as there are subjects to learn and people to teach. There are, however, no fewer than eight widely recognized types of on the job training.

They are:

• Skills training: focuses on job-related knowledge
  used for – new hires & correcting performance defects
• Retraining: for the maintenance and updating of worker knowledge
  used for – technological innovation & intra-organizational changes
• Cross-functional training: to generate skill-redundancy in the workforce so that employees can perform in a wider variety of capacities.
  used for – flexibility in scheduling & enhanced coordination
• Team training: for self-directed teams to develop; management skills, coordination skills, and cross-functionality
• Creativity training: uses innovative teaching and learning methods in order to enhance workforce ability to generate new and innovative ideas and to discover novel approaches
• Literacy training: used to improve the basic skills of a workforce in reading, writing, mathematics, and effectiveness habits such as punctuality, cooperation, and responsibility
• Diversity training: utilizes advanced sociological findings to instill awareness, respect, and acceptance of persons of a different gender, race, religion, background, etc.
• Community relations training: to improve community relations, communication, response time, and response quality in order to enhance public satisfaction

Training Venue

Depending on the needs and resources of your organization, you will need to choose the venue for your training. They may be web-based, in the classroom or on-hand. Your choice will depend on the following factors.

•  Your training objectives
•  The time available
•  Cost of training
•  The level of the participant’s understanding
•  The size of your group
•  The available facilities

Employee Development Ideas

There are several widely recognized and good employee training and development ideas. But the best employee development ideas for your organization will depend on the nature of your organization, the character of your staff, the resources you have available, the limits of your creativity and the power of your imagination.

The Basics

Well-designed training programs maximize learning before, during and after instruction.
An effective program includes orientation, classroom instruction, and on-the-job training.
Online instruction is an increasingly sensible option that enables your employees to learn at a customized pace with unlimited access to the learning material.

Cross-training & Job Rotation

Job rotation moves employees through different positions. The rotation can last hours, months or however long is needed to develop competence. Cross-training is a variety of job rotation where an employee learns the skills of a different position without necessarily holding responsibility for the position being learned.
These approaches can prepare workers for promotion, rejuvenate teams, and enhance communication.

Job Aids

Job aids include checklists, flow charts wallet cards, tip sheets, pictures posters, code lists, and diagrams- any item that offers instant reminders or help. They can reduce the amount of memorization required of employees by providing easy access to important facts.
The best job aids are concise, simple and effectively utilize graphics for easy interpretation.