training

TRAINING

A learning process that involves

– the acquisition of knowledge, – sharpening of skills, concepts, rules, – changing of attitudes and behaviors

…to enhance the performance of employees.

WHY TRAINING?

Sharpening knowledge & skillsBetter employees : better returns

Belief Sales people are born Can we develop further

AttritionDo not know the job: cannot do it

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QuestionsQuestions

Will the training program be effective in solving a

problem?

Will the investment in it be justified?

Will it produce the desired or intended results?

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Training Aim Content Method Execution Evaluation

ACMEE

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Training Aim Content Method Execution Evaluation

ACMEE

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AIM General

– Increase Productivity Specific

o Technicalo Planningo Communicationo Objection handlingo Result orientation

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Needs Assessment Need assessment

– Process of evaluating the organization, individual employees, and an employees’ tasks to determine what

kinds of training, if any, are necessary.

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Needs Assessment Job specification

o Defined Job expectationso Few employees have all the required nowledge

Trainee experienceAll have different levelsNeed to develop identical programs

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Needs Assessment Need assessment

– Technical– Has to establish concept– Supported by Advt / not supported

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Training Aim Content Method Execution Evaluation

ACMEE

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Content of TrainingInitial training program are broader in scope

– Product– Sales technique– Markets– Company information

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Content of Training ProgramProduct Data

– Important : Basic to sales persons self confidence & enthusiasm

– Product information, use, application– Factory visit– Knowledge of competitive product

• POP• POD

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Content of Training ProgramTechnique

– Good appearance, Attractive personality– Intelligence– Communicate, voice, ability to talk– Basic instruction on how to sell

• Selling Skills

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Content of Training ProgramMarket

– Knowledge of local terrain, culture, – Customer data base– Start from day 1 or continuity from previous

salesperson

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Content of Training ProgramCompany Information

– How much do you now the company you work for

– For a new Hire Where to place orders Terms of supplies Follow up Customer service Regular operations- day to day

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Training Aim Content Method Execution Evaluation

ACMEE

Methods of Training

1. Cognitive Methods

2. Behavioral methods

Cognitive Methods

LECTURES This method is used to create understanding of a topic or to influence behavior, attitudes through lecture. Lecture is given to enhance the knowledge of listener or to give him the theoretical aspect of a topic.

Cognitive Methods

DEMONSTRATIONS This method is a visual display of how something works or how to do something

Eg. Trainer shows the trainees how to detail with a Visual Aid Helps to focus their attention on critical aspects of the task

Cognitive Methods

COMPUTER BASED TRAINING (e-learning)Providing training to employees through Intranet or Internet.CBT does not require face-to-face interaction with a human trainer.

Behavioural Methods

BEHAVIORAL METHODS Behavioral methods are more of giving practical training to the trainees The various methods in this allows the trainee to behavior in a real fashion These methods are best used for skill development

Behavioural Methods

BEHAVIORAL METHODS - TYPESGames & Simulations Role Plays In Basket Techniques Case Study

Behavioural Approach

ROLE PLAYS Role play is a simulation in which each participant is given a

role to play. Information is given to Trainees related to:

description of the role ,concerns ,objectives ,responsibilities emotions, etc.

Then, a general description of the situation, and the problem that each one of them faces, is givenEg.

a.Situation in a doctors clinicb.Situation at the chemist/ retail counter

Behavioural Approach

IN BASKET TECHNIQUES

In this technique, trainee is given some information about the role to be played such as, description, responsibilities, general context about the role. The trainee is then given the log of materials that make up the in-basket and asked to respond to materials within a particular time period. After all the trainees complete in-basket, a discussion with the trainer takes place.

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Methods of Training

On the job training– Very useful– Live Q&A– Effectiveness of coach is critical– Good players may not be good coaches

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Training Aim Content Method Execution Evaluation

ACMEE

IMPORTANCE OF TRAINING

Give a person a fish and you feed him for a day. Teach a person to fish and you feed him for a lifetime.”

The importance & benefits of training are rarely tangible in the short-term, but manifest themselves over a period of time. And, the benefits go beyond mere competence building.

Though infrastructure, equipment, finances and materials are among the vital resources required for the existence and growth of any organisation, it is the human capital which is the most important.

BENEFITS OF TRAINING

IMPROVES MORALE OF EMPLOYEES Training helps the employee to get job security and job

satisfaction. The more satisfied the employee is and the greater is his

morale, the more he will contribute to organizational success and the lesser will be employee absenteeism and turnover.

BENEFITS OF TRAINING

CHANCES OF PROMOTION Employees acquire skills and efficiency during training. They

become more eligible for promotion They become an asset for the organization

BENEFITS OF TRAINING

COST EFFECTIVE Training can be cost effective, as it is cheaper to train existing

employees compared to recruiting new employee with the skills you need.

BENEFITS OF TRAINING

Results If the results are missing

– It is net practice– It is not acceptable– Identify gaps in the program content, method, effectiveness,

implementation, relevance– It has to produce results

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Employee Characteristics

Cognitive ability

Goal orientation

WIIFM

Motivation

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