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Corporate Training Methods - Essay Example

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The need for corporate training is increasing due to the globalization of many businesses, the standardization of many business processes and the need to communicate more efficiently among various departments within an organization. …
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Corporate Training Methods
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Corporate Training Methods The need for corporate training is increasing due to the globalization of many businesses, the standardization of many business processes and the need to
communicate more efficiently among various departments within an organization.
One type of training that is increasing is technical training. Technical training
includes providing online courses, seminars and in-house training sessions for
employees. Topics can vary from the use of new software applications to new
business processes that a company wishes to embrace.
In the online environment learning is group paced, so all participants must be
able to learn information at about the same speed. Self-paced technology training is
often provided when new applications, systems or business processes are incorporated.
Most employees participate in technology training in “the context of their employment,
and they usually engage in conversations about the course with colleagues and
managers”(Dobrovolny). I prefer this method of technology training for most
most employees. As a manager or supervisor I will make sure that either someone
within my organization knows enough about the new process or technology that will
be used or I will bring in a professional who is experienced with it.
I want employees to feel comfortable in their own environments while learning. I also
want to encourage them to ask questions and to make learning something new that
they may use on their jobs, as a positive experience. The best way to engage employees
in the learning process is to provide them will all the tools such as workstations,
computers and software they will need. I must also ensure that each employee works at
his or her own pace, as the goal for the technology training is competency, not speed.
For those who learn more quickly, I will provide them with extra compensation upon
Corporate Training Methods 2
their willingness to help teach or coach employees who need more time. Employees
who embrace new technologies or processes, due to positive learning experiences,
will be more productive and confident upon completing the learning process and
changing roles or job activities.
Coaching is another form of corporate training that focuses on managers or those
in positions of authority within an organization providing one on one advice and
feedback to an employee. Coaching is done to provide a new employee the best
opportunity to perform the job effectively. Coaching is also done when an employee
is identified for a future promotion, a change in job responsibilities or when new
processes or job functions are implemented. Due to preconceived ideas that many
managers possess about employees abilities to learn, I will work on developing my
own coaching skills. I will also search for those employees who have mastered
training and show a willingness to coach others based on the characteristics that
make effective coaches.

Heslin, Vandewalle and Latham provide characteristics that effective coaches
should possess. “A manager or trainer must provide guidance that tells the employee
exactly what is expected and how to make needed improvements.” The coach must also
help the employee identify methods or ways to solve problems they are faced with. A
coach should be able to “motivate and inspire the employee to reach their full potential.”
For myself, other managers, supervisors and employees that desire to coach but lack
knowledge or skill, I can hire a professional development specialist to help develop
the necessary traits or attitudes to become coaches. This is far less costly than
the effects that high employee turnover will have when some become frustrated at
Corporate Training Methods 3
the inability to learn or at the lack of attention and patience given to the training
process. Coaching activities and the development of the “coaching mentality”
are far less costly to a company and will further enhance the communications
between managers, employees, supervisors and department heads. This is due to the
fact that open, honest communications will foster cooperation and willingness to
learn.
Corporate Training 4
Heslin, P, Vandewalle, D and Latham, G. 2006. Keen to Help? Managers’ Implicit
Person Theories and Their Subsequent Employee Coaching. Personal
Psychology: Durham. 59, 4; 871.
LearningCircuits.org. 2003. Retrieved on 08 February, 2006 from
http://www.learningcircuits.org/2003/sep2003/dobrovolny.htm Read More
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