Training

The need for training Employees need training to give them the skills, attitude and knowledge required to do their jobs safely and well. This is true at all levels. New employees often need training before they can be reasonably effective within a company. Existing employees require retraining because companies and jobs are constantly changing Well-trained employees are likely to be better motivated and have a better chance of promotion Training can lead to increased sales, a better service to customers, better quality products, good safety records, and lower staff turnover.

Training in the use of IT Trained Senior Managers will perform better when: Establishing a corporate information systems strategy Appraising advice from ICT professionals Allocating resources to information systems Middle Managers will be responsible for: Ensuring that systems are correctly used The provision of accurate, timely and useful information The organisation’s computer security policy They will need training in: How to define information requirements How to integrate systems How to realise the potential of the new system The use of generic application software The training will be ‘skills-based’

Training for Users Different training for different levels of user Training will task-based, as individual users will not usually be required to use all aspects of the system For example: A clerical work may need to know how to load a spreadsheet package, enter some figures and print a report Sales staff will need to know how to check credit and enter sales details in a database

Methods of training These include: Computer-based training; Watching a video training course; Interactive video training; On-line tutorials supplied with the software; Step-through guides; Formal, instructor-led training courses.

Computer-based training Computer-based training has several benefits: For an employer, a major benefit is cost. Training courses can easily cost £500 per day per employee, with accommodation extra. Staff can do the training at times which fit in, causing the least disruption, at a training room or at their desk. Employees can study at their own pace and repeat sections which are difficult. Training is standardised whereas instructor-led training varies with the trainer and the training centre; however it cannot guarantee that all employees will gain the same benefit.

Instructor-led courses Computer-assisted learning ‘too impersonal’ Learning is essentially a communal activity Peer collaboration in learning can help to develop general problem-solving skills Individuals often have a valuable store of personal knowledge to share with a group Many jobs involve working together in teams and rely on successful collaboration with colleagues

Skills Updating Training should be ongoing to update skills and refresh existing skills Initial training for rudiments These must be practised before new information can be assimilated Not all procedures need to be addressed immediately, or taught to everyone For example, year-end procedures As they become proficient, managers may wish to develop their skills and use more advanced features Promoted employees may need access to training

Corporate training strategy Companies with a commitment to training: Have well thought out objectives Realise the benefits of training Enhance company performance because employees are able, consistent, co-operative, responsible and solvers of problems Without a training policy: A company can quickly lose its competitive edge Employees who are unable, unwilling, unresponsive or unskilled will negate even the best strategies See the advice from DTI – Partnerships with People (page 270)