Training Management Responsibility Rests with HR Managers, Line Managers and Supervisors
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Training management responsibility
is one of the important responsibilities of Human Resource Managers. However, other executives such as line managers and supervisors are also responsible for training their people.
Training management is concerned with the effective running of training and development programs in an organization. Training is part of
Human Resource Development.
It differs from management training that deals with trainees who are made to undergo "real-life" situations intended to provide the trainees with the necessary management skills. Some organizations refer to these employees as "management trainees" or "executive trainees."
Depending on the organization, a training manager is assigned the training management responsibility. In some organizations, however, the training manager reports to the human resource manager.
What are Expected of Executives having Training Management Responsibility
Different organizations use different method or methods to manage training.
Managers entrusted with this responsibility can do the following:
- On-the-job training
- This method is central to your employees' training and development.
- Employees learn through experience by performing what is described as "real work in real time."
- On-the-job training has direct effect on employees' productivity.
- It shortens the learning curve.
- Coaching where a superior or a peer provides person-to-person training on-the-job.
Coaching involves more than counseling.
- Mentoring whereby a senior employee acts as the role model and provides the necessary support for a lower level employee in the performance of their jobs.
- Competency-based training to develop the skills of employees.
- Job rotation in order to develop the various skills of employees and to break the monotony of work.
- Project management with the purpose of providing your employees with specialized skills.
- Secondments in order to help employees gain specific skills and to learn from being exposed to different view points under different circumstances.
- Behavior modeling where employees learn through observation of other employees performing the job and then actually performing the job themselves.
- Action learning where you arrange for employees to learn by experiencing actual problems faced by your organization.
- Case studies
- The employees learn analytical and problems solving skills in order to arrive at acceptable solutions.
- This method increases employees' knowledge and skills.
Simulation training. An example of this is vestibule training where devices or equipments are used to reproduce real-life work situations.
Business games which require employees to make decisions within a given time frame while under pressure. This reflects the real-life situations in your organization.
Adventure training which presents your managers with physical and mental challenges. This type of training builds self-confidence and promotes teamwork. An example of this is training at outward bound schools.
- This is an inter-active method intended to develop skills in interviewing, counseling and negotiating.
- One of the shortcomings of this method is that your employees may not accept their roles willingly and / or to take them seriously.
Define What Training Management Responsibility Involves
These steps are some of the things you can take.
- Find the cause for the "gap" in employees' skills, knowledge and competencies
- Provide the right training to plug the "gap" or "gaps"
It is said that a good option is to prepare a "productivity improvement plan."
Identifying positions that have training management responsibility forms part of this plan. Line managers and supervisors are included in this list.
One of the requirements of such a plan is close cooperation between human resource departments and line managers so as to address the managers' productivity needs.
For example, in the United States, "training-within-industries" aims to improve the productivity of front-line managers, supervisors and employees.
The Japanese "Kaizen" or continuous improvement traces its beginning to this type of training.
Training-within-industries has the following characteristics:
- Standardized method of training throughout the organization;
- Programs are field-tested to ensure their relevance to and effectiveness in the organization;
- Trainee-employees are required to go through the programs must train others;
- There is strict enforcement of quality control;
- Supervisory skills are improved by:
- Job instruction training which provides training for employees to become instructors;
- Job method training that provides skills on how to generate and implement new ideas with the aim of to improving methods, and
- Job relations training that promotes better supervisor-worker relations.
Partnership with Universities in Training Management
Some organizations make partnership arrangements with institutions of higher learning whereby their employees become trainees and are made to undergo specialized degree programs.
Such programs are directly related to employees skills and knowledge enhancement and development. It is also directly relevant to the needs of the organizations involved.
Your organization can make use of this method if the situation permits.
Training management responsibility is an important part of training policies. It facilitates the performance of activities that can improve productivity. Productivity improvement is one of the aims of
human resource performance management.
It is mainly because of this that some organizations have Organizational Development departments (OD) or Human Resource Development departments (HRD). The line manager in this department is usually given the title of Training Manager or Organizational Development Manager.
Whatever approach your organization chooses, the intention is the same. That is, to ensure that training activities are effectively and efficiently managed to ensure that your organization' productivity improves and, thus, succeeds in the long run.
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