📚 Training
Big Idea: Training develops employees' skills and knowledge to improve performance. Effective training benefits both the employee (career development) and the business (productivity, quality).
Induction training
Training given to new employees when they first join the business. Covers company policies, health and safety, introduction to colleagues, and basic job procedures.
- Helps new employees settle in quickly and feel welcomed
- Reduces mistakes in the early weeks
- Ensures compliance with health and safety regulations
- Introduces the company culture and expectations
On-the-job training
Learning while doing the actual job, often guided by an experienced colleague.
- Advantages: practical and directly relevant, cheaper than sending employees on courses, production continues during training
- Disadvantages: trainer may pass on bad habits, quality of training depends on the trainer, can disrupt normal work
Off-the-job training
Training that takes place away from the normal workplace -- courses, workshops, conferences, online learning.
- Advantages: taught by specialists, employees learn latest techniques, can gain formal qualifications
- Disadvantages: expensive (course fees, travel, lost working time), skills learned may not be directly applicable, employee is away from productive work
In the DA case study, Salah redeployed and RETRAINED staff from the production division to the innovation division after the 2008 recession. This shows training being used strategically -- rather than making employees redundant, the business invested in retraining them for new roles.
Benefits of training
- Increased productivity -- skilled workers produce more and make fewer mistakes
- Improved quality -- better-trained employees deliver higher-quality products and services
- Higher motivation -- employees feel valued and see career progression opportunities
- Lower labour turnover -- employees are less likely to leave if the business invests in their development
- Adaptability -- trained employees can take on new roles and respond to change
- Competitive advantage -- a well-trained workforce is hard for competitors to replicate
Costs and limitations of training
- Financial cost -- courses, materials, trainer salaries, lost production time
- Time -- employees are away from their normal duties during training
- No guarantee of retention -- employees may leave after being trained, taking their skills to a competitor
- Relevance -- training must be relevant to the job; poorly designed training wastes resources
Training is an INVESTMENT, not just a cost. The returns come through higher productivity, quality and retention -- but only if the training is well-designed and relevant. 📈