ReadySetPresent Articles can be purchased for $10.00 and are reproducible for a $1.00 royalty fee per copy. Once purchased, download instructions will be sent to you via email. (PC and MAC Compatible). You can purchase all additional royalty copies by clicking here or visiting the reprints page.
by Andrew E. Schwartz
Sample - Preview Only
Trainees must see training as fully relevant to their future, and must believe it will provide them with new skills or knowledge needed to perform their job. Trainees need immediate feedback. They can not be expected to continue to learn if they do not recognize the positive effects training is having on them.
How is Training Done? Technically, training is the deliberate transmission of skills from one person to another on a one-to-one basis or through a group process. On the personal level, this is done by creating a climate in which individuals can learn. Learning is internal to the individual; the trainer must take into account the differences in individuals' knowledge, motivation and learning rates.
Training is a gradual progress. All trainees will progress at different rates and in different ways. It is not always possible for the trainer to respond to these individual differences, but the trainer who does not recognize these differences is likely to fail.
How to Train: There are some requirements that must be met and steps which much be taken before setting up in-house training programs. The following suggestions must be regarded as just that - suggestions. They can be changed or modified in order to meet the individual needs of your organization.
You must begin by identifying the focus of needed training and the present skill levels of your team. This can be done through a needs assessment of the group which will identify the individuals requiring training and the level of training that will be required.
First, identify the issues and topics in which your team needs training, and then prioritize the training issues and topics. After this, identify precisely who among your group is going to receive this training (i.e., support, supervisory and new recruits, etc).
Setting the time frame for training is critical. Trainees want to know the essentials of when and where, but more importantly, they will be more concerned with how long training will take. Tell the trainees what day(s) and times the training will be conducted, and be able to list the length of all sessions.
Things to Know About Training: You have to set high, but attainable goals. Motivate the trainees by engaging in two-way communication - the person running the training session must be aware of trainee attitudes and behavior. One purpose of training is to change behavior patterns ' that is, to increase the capabilities of your group. Most trainees seek out training because of some job-related deficiencies in their skills or educational background, or their desire for promotion, or skill development.
Andrew E. Schwartz, CEO, A.E. Schwartz & Associates of Boston, MA a comprehensive management training and professional development organization offering over 40 skills specific programs and practical solutions to today's business challenges.
Copyright, AE Schwartz & Associates. All rights reserved.
For additional presentation materials and resources: http://www.ReadySetPresent.com.
When ordering, if you need an extraction program to unzip the file please visit one of these sites below. These programs all have free trials that can be used to unzip our files. Make sure you have your pop-up blockers disabled.
this article for $10.00.
Articles are Reproducible for a $1.00 royalty fee per copy.