TRAINING AND MOBILINK

Training Programs are the heart of continuous effort designed to improve

employee competency and organizational performance. Mobilink provides

proper training programs to its employees in order to make them more

aware of their responsibilities. Training is a learning experience in which it

seeks a relatively permanent change in an individual that will improve

his/her ability to perform on the job. It involves improving of skills, attitude

and knowledge. No one is a perfect fit at the time of hiring and adequate

training and development must take place in order polish the individual. It

is a learning process that involves the acquisition of knowledge, sharpening

of skills, concepts and changing of attitudes that enhance the performance

of an employee. It is about knowing where you stand (no matter how good

or bad the current situation looks) at present, and where you will be after

some point of time.

NEED OF TRAINING

Training need analysis is conducted to determine whether resources

required are available or not. It helps to plan the budget of the company,

areas where training is required, and highlights the occasions where

training might not be appropriate but requires alternate action.

ORGANIZATIONAL LEVEL – Training need analysis at organizational

level focuses on strategic planning, business need, and goals. It starts with

the assessment of internal environment of the organization such as,

procedures, structures, policies, strengths, and weaknesses and external

environment such as opportunities and threats.

INDIVIDUAL LEVEL – Training need analysis at individual level focuses on

every individual in the organization. At this level, the organization checks

whether an employee is performing at desired level or the performance is

below expectation. If the difference between the expected performance and

actual performance comes out to be positive, then certainly there is a need

of training.

OPERATIONAL LEVEL – Training Need analysis at operational level

focuses on the work that is being assigned to the employees. The job analyst

gathers the information on whether the job is clearly understood by an

employee or not. He gathers this information through technical interview,

observation, psychological test; questionnaires asking the closed ended as

well as open-ended questions, etc.

The need of training arise because of change in working methods or product

produced, realization that performance is inadequate, labor shortage

necessitating the upgrading of some employee, want to reduce the amount

of scrap and to improve quality and so on.

CONTENTS OF SALES FORCE TRAINING

The contents of Sales Force Training are largely dependent on their targets,

what goal is the organization trying to achieve with such training. This

establishes a fact that Sales Force Trainings need to be target oriented.

When training is relevant to the needs of the sales team, sales team

members are more apt to be engaged in the training and use what they

learn.

At Mobilink, the purpose of Sales Force Training range from Sales

Maximization to Client Management.

The quality of employees and their development through training and

education are major factors in determining long-term profitability of an

organization. If you hire and keep good employees, it is good policy to invest

in the development of their skills, because it increases their productivity

and efficiency.

Generally, training is often considered for new employees only; this is a

mistake because ongoing training for current employees helps them adjust

to rapidly changing job requirements.

One of the advantages of ongoing Training and Development Reasons for

emphasizing the growth and development of personnel includes, creating a

pool of readily available and adequate replacements for staff that may leave

or move up in the organization.

Sales Training methods comprise of techniques to enhancing the company's

ability to adopt and use advances in technology because of a sufficiently

knowledgeable staff. This would include building a more efficient, effective

and highly motivated team, which would enhance the company's

competitive position and in return improves employee morale.

Ongoing training ensures adequate human resources for expansion into new

programs. Research has shown specific benefits that a small business

receives from training and developing its workers, including:

To increase productivity and quality

To promote versatility and adaptability to new methods

To reduce the number of accidents

To reduce labor turnover

To increase job satisfaction resulting in less absenteeism

To increase efficiency

To improves the morale of the workforce

To improves the relationship between boss and subordinate

To helps create a better corporate image

Reduces constant supervision

In-house/on-the-job training is the daily responsibility of Supervisors.

Supervisors are ultimately responsible for the productivity and, therefore,

the training of their subordinates. The management supervisors should

teach its Supervisors the techniques of good training. They must be aware

of the knowledge and skills necessary to make a productive employee. As

Trainers, they should be taught to establish goals and objectives for their

training and to determine how these objectives can be used to influence the

productivity of their departments. Businesses need to develop their

supervisors' training capabilities by sending them to courses on training

methods. Such investments pay off in increased productivity.

There are several ways to select training personnel for off-the-job training

programs. Many small businesses use in-house personnel to develop formal

training programs to be delivered to employees off line from their normal

work activities, during company meetings or individually at prearranged

training sessions.

ISSUES IN EMPLOYEE TRAINING

In training some or how there are always seen to have some sort of issues.

Employees might be not satisfied with their trainers or they lack in

coordination. Some issues are as follows:

Communication

Computer skills

Customer service

Diversity

Ethics

Human relations

Quality initiatives

Safety

BASIS OF NOMINATION OF TRAININGThe basis of nomination would again be dependent on the goals the

company seeks to achieve through that training.

For example, if the training is expected to increase the sales, those

employees performing average and below average should be a part of such

training sessions.

If the training is expected to create future managers then the employees

who not only have shown results but also taken initiatives should be

considered

The most important basis for such nomination should be MERIT as this

would create an internal environment of healthy competition and such

trainings would be considered as part of the rewards as usually the

employees under training are considered to be the future managers.

SCHEDULE OF SALES FORCE TRAINING