“TRAINING” A tool for increasing manpower productivity By: Md “TRAINING” A tool for increasing manpower productivity By: Md. Jaffer Miya

THERE IS NOTHING TRAINING CAN NOT DO; NOTHING IS ABOVE ITS REACH;IT CAN TURN BAD MORALS TO GOOD, IT CAN DESTROY BAD PRINCIPLES and CREATE GOOD ONES, IT CAN LIFT MEN TO ANGELSHIP. Mark Twain

THE WORKPLACE SKILLS STRATEGY Human capital is increasingly regarded as one of the major drivers of productivity, economic growth and competitive advantage. Recognizing the importance of human capital, the training manpower sets out to generate: A skilled, adaptable, motivated and resilient workforce A flexible, efficient labour market A responsive strategy to meet employers needs for skilled workers A learned employee can retain customers and increase business & market share thro’ proper behavior and good public relations

As a demand-driven approach to human resource and skills development, the Training will build and strengthen relationships with and among workplace partners and better engage employers, unions to respond to the challenges of workplace skills development.

AN ORGANIZATION IS ONLY AS GOOD AS IT’S EMPLOYEES. In order for an organization to produce professional career minded employees an investment has to be made.

WHAT TYPE OF INVESTMENT MUST AN EMPLOYER OFFER EMPLOYEES TO GAIN THIS? An investment in training and education is a sure payoff.

EXAMPLES OF TRAINING INVESTMENTS Industry and government in the United States spend approximately $90 billion each year on employee training and education. Average Japanese companies spends about 6% of budget on training. Study of major automobile manufactures found U. S automakers spend about 40 hours training new employees compared to 300 hours for Japanese automakers. Motorola’s CEO required all divisions to spend at least 2% of budget on training. Over next 7 years, profits increased 47% and it was estimated that each $1.00 in training yielded $30.00 in return.

WITH A MEANINGFUL EMPHASIS ON TRAINING ACTIVITIES SHOULD BE ALIGNED WITH OVERALL OBJECTIVE OF THE ORGANISATION, WITH A MEANINGFUL EMPHASIS ON VALUE ADDITION TO OUR HUMAN RESOURCES.

WHY TRAINING? The sharing of information through training is our most valuable tool to develop our most valuable asset…our employees.

ONCE EMPLOYEES HAVE PROPER “TOOLS” IN THEIR TOOLBOX They will come to work on a daily basis, with enthusiasm and the positive attitude to give a full days work for a full days pay.

TRAININGS SHOULD AIM AT EMPOWERING THE EMPLOYEES INCREASING PRODUCTIVITY MAKING THE PROCESSES MORE EFFICENT AND EFFECTIVE so as to ENSURE ULTIMATE CUSTOMER SATISFACTION IMPROVE THE OVERALL PERFORMANCE OF THE ORGANISATION.

Types of Training 1. Skills Training. 5. Creativity Training. 2. Retraining. 3. Cross-Functional. 4. Team Training. 5. Creativity Training. 6. Literacy Training. 7. Diversity Training. 8. Customer Service.

IMPORTANCE OF TRAINING 1. Respond to technology changes affecting job requirements. 2. Respond to organizational restructuring. 3. Adapt to increased diversity of the workforce. 4. Support career development. 5. Fulfill employee need for growth.

IMPORTANCE OF TRAINING AND DEVELOPMENT Maintain skill levels Advance skill and knowledge to improve Performance (efficiency) Service delivery (error rate) Profitability (productivity, manpower) Integrate new technologies into work Establish standards for work practices

THE BENEFITS OF TRAINING Gives the supervisor more time to manage, standardized performance, less absenteeism, less turnover, reduced tension, consistency, lower costs, more customers, better service Gives the workers confidence to do their jobs, reduces tension, boost morale and job satisfaction, reduces injuries and accidents, gives them a chance to advance. Gives the business a good image and more profit.

BENEFITS OF TRAINING A SUMMARY Improved customer service and public relations Fewer complaints Better morale and attitudes Less turnover and absenteeism More involved and caring employees Proactive vs. reactive employees

Management's ONE OF THE MOST IMPORTANT FUNCTIONS IS TO TRAIN PEOPLE FOR THEIR JOBS.

THEN WHY IS TRAINING OFTEN NEGLECTED? Urgency of need Training time Costs Employee turnover Short-term worker Diversity of worker Kinds of jobs (simple-complex) Not knowing exactly what you want your people to do and how

HOW EMPLOYEES LEARN THE BEST: When they are actively involved in the learning process-(to do this choose a appropriate teaching method). Training is relevant and practical. Training material is organized and presented in chunks. Training is in an informal, quiet, and comfortable setting. When they have a good trainer. When they receive feedback on performance. When they are rewarded.

HOW DO EMPLOYEES LEARN THE BEST? “Tell me and I forget, teach me and I remember, involve me and I learn” - Benjamin Franklin

FOR YOUR KIND ATTENTION THANK YOU FOR YOUR KIND ATTENTION