TEXT 1. PURPOSE OF TRAINING AND DEVELOPMENT
1. UNIT 9. Текст «PURPOSE OF TRAINING AND DEVELOPMENT», стр. 95-98 читать, переводить, выписать незнакомые слова.
2. Выполнить упр-я .
Учебник: Агабекян И.П.
А23 Английский язык для менеджеров/ И.П. Агабекян, —- Mосква: «Проспект», 2019 — 352 с (Высшее образование).
TEXT
1. PURPOSE OF TRAINING AND DEVELOPMENT
The quality of employees and their development through training and education are major factors in determining long-term profitability of a business. It is good policy to invest in the development of employees’ skills, so they can increase their productivity.
Training often is considered for new employees only. This is a mistake because continuous training for current employees helps them adjust to rapidly changing job requirements.
The reasons for training and development of personnel include:
■ Creating a pool of readily available and adequate replacements for personnel who may leave or move up in the organization.
■ Enhancing the company's ability to adopt and use advances in technology because of a sufficiently knowledgeable staff.
■ Building a more efficient and highly motivated team, which enhances the company's competitive position and improves employee morale.
■ Ensuring adequate human resources for expansion into new programs.
Research has shown specific benefits that a business receives from training and developing its workers, including:
■ Increased productivity.
■ Reduced employee turnover.
■ Increased efficiency resulting in financial gains.
■ Decreased need for supervision.
Employees frequently develop a greater sense of self-respect as they become more valuable to the firm. Generally they will receive a greater share of the material gains that result from their increased productivity. These factors give them a sense of satisfaction through the achievement of personal and company goals.
Identifying Training Needs
Training needs can be assessed by analyzing three major human resource areas: the organization as a whole, the job characteristics and the needs of the individuals. This analysis will provide answers to the following questions:
■ Where is training needed?
■ What specifically must an employee learn in order to be more productive?
■ Who needs to be trained?
First, begin by assessing the current status of the company: a) how it does b) what it does best and 3) the abilities of your employees to do these tasks. This analysis will provide some standard against which the effectiveness of a training program can be evaluated.
Second, consider whether the organization is financially able to support the training. If not, any attempt to develop a solid training program will fail.
Next, determine exactly where training is needed. It is irrational to realize companywide training without concentrating resources where they are needed most. An internal audit will help point out areas that may benefit from training. Also, a skills inventory can help determine the skills possessed by the employees in general. This inventory will help the organization determine what skills are available now and what skills are needed for future development.
In summary, the analysis should focus on the total organization and should tell you (1) where training is needed and (2) where it will work within the organization.
Once you have determined where training is needed, concentrate on the content of the program. Analyze the characteristics of the job, based on its description, the written narrative of what the employee actually does. Training based on job descriptions should go into detail about how the job is performed.
Individual employees can be evaluated by comparing their current skill levels or performance to the organization's performance standards or anticipated needs. Any discrepancies between actual and anticipated skill levels identify a training need.
Once you have decided what training is necessary and where it is needed, the next decision is who should be trained? Training an employee is expensive, especially when he or she leaves your firm for a better job. Therefore, it is important to carefully select who will be trained.
Training programs should be designed to consider the ability of the employee to learn the material and to use it effectively, and to make the most efficient use of resources possible.
Employee failure in the program is a waste of money. Selecting the right trainees is important to the success of the program.
The goals of the training program should relate directly to the needs of the organization. Course objectives should clearly state what behavior or skill will be changed as a result of the training and should relate to the mission and strategic plan of the company. Goals should include milestones to help take the employee from where he or she is today to where the firm wants him or her in the future. Setting goals helps to evaluate the training program and also to motivate employees. Allowing employees to participate in setting goals increases the probability of success.
Assignment Answer the questions:
1. How is training and education of employees connected with profitability of a business?
2. What are the reasons for training and development of personnel?
3. What benefits does a business receive from training and developing its workers?
4. What are the principles of trainee selection?
5. What can be the goals of training?