Super series are a set of workbooks to accompany the flexible learning programme specifically designed and developed by the Institute of Leadership & Management (ILM) to support their Level 3 Certificate in First Line Management. The learning content is also closely aligned to the Level 3 S/NVQ in Management. The series consists of 35 workbooks. Each book will map on to a course unit (35 books/units).
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Yes, you can access Developing Yourself and Others by Institute of Leadership & Managenent,Institute of Leadership & Management in PDF and/or ePUB format, as well as other popular books in Business & Business generale. We have over one million books available in our catalogue for you to explore.
EXTENSIONS 3 AND 4 Two useful texts which explore training needs analysis in greater depth than we can here.
Before any plans or preparations for training can take place, we have to find out what training is needed. It is important that this is done in an organized and systematic manner. If any errors or wrong diagnoses take place at this stage then the results of the training undertaken will not be those needed or desired by the organization.
There are a number of techniques that can be used to identify accurately what training is required. We will look at some of these techniques in this session. We will also examine the skills that the manager will need to use when employing these techniques. For many organizations, identifying training needs is a regular occurrence. Often it can be an annual exercise that follows the business planning process and allows training budgets to be allocated.
The time spent in identifying training needs is time well invested. It will result in training being directed to the areas where it is really needed. It will ensure that the investment made in training is not wasted and that the results are real improvements that make a difference to the operation of the organization.
2 The benefits of training
Any case for training will have to be supported by convincing arguments about the benefits that will result. These have to include business benefits to the organization as well as personal development benefits to the individual.
2.1 Benefits to the organization
Activity 32
From your own experience and from what we've discussed so far in this session, what benefits can you think of that training brings to the organization? Try to note two benefits.
From the organization's viewpoint, training:
reduces learning time, so bringing new recruits to full working capacity more quickly;
provides a means of getting jobs done more efficiently, effectively and safely;
results in a workforce which is more flexible and better able to cope with change;
improves the morale and motivation of employees, so making them more willing to further the objectives of the organization;
reduces the number of customer complaints and improves relationships with customers;
reduces the number of problems with suppliers as goods will be better specified and defects spotted more quickly;
improves the organization's financial position through increased output or reduced costs.
This last point is the bottom line for any organization. Any investment it makes in training needs to result in an economic gain.
While discussing the benefits of training to an organization it isn't easy to separate those benefits between employers and employees. This is because the benefits aren't all one way – individuals benefit too.
2.2 Benefits to the individual
Sometimes individuals see training as just more work, so you need to be prepared to convince them of the personal benefits. What are they likely to be?
Activity 33
We've already mentioned some of the benefits of training to individual employees. For the record jot down ...
Table of contents
Front Cover
Title Page
Copyright
Contents
Series preface
Unit specification
Workbook introduction
Session A Assessing your current situation
Session B Choosing development activities that suit your needs
