Corporate Training Methods - Essay Example

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