Aug 31, 2020
Shifts in business practices have been happening faster with the
growth of technology. During COVID-19, virtual meetings which were
previously considered annoying became a necessity. Every day a new
software comes out that allows people to do more with in less time.
However, there seems to remain a struggle to advance training
within companies.
In 2004, companies began outsourcing their training to save money.
After paying for a training department, the initial numbers showed
that they could pay a contractor less. However, like most things,
they forgot to account for human error. The training agencies were
not as familiar with the company and ended up costing more because
of the lack of quality in training.
This is not to say that training agencies are bad, but they don’t
have the level of knowledge about the specific company the
employees will be working for. Unfortunately, so many analysts are
high in IQ (Intelligence Quotient) but not in EQ (Emotional
Quotient). It is very easy to crunch numbers and have a machine
spit out a figure about budgeting. However, it is a much different
skillset to know how future employees will react to training.
This is not to say that emotions in the workplace are good. Apart
from grieving or encouragement, emotion is largely negative—
resulting in excuses and inaction. Keeping emotions out of your
goals is a very difficult process. In fact, society tell us how
emotional we should be when it comes to our actions and goals.
However, emotional reactions are then dependent on…more emotional
reactions. The need for an emotional is a very addicting, cyclical
process.
Another discussion about training is OJT (on-the-job training)
versus process training. There are probably an equal number of
practitioners on both sides of the fence with some using a
combination of both. Most people may assume that if keeping
training in house is a good practice then so should OJT, but that
is not the case. Due to the demands it puts on company staff, whom
are not experienced in training, this type of training can cause
less efficiency for workers and doesn’t really give
steps/guidelines for incoming employees. Processes, on the other
hand, are constructed, or should be, when an effective system is
created.
After reflecting on this, how does your company approach
training?
Show Notes:
1:29 - How do you hedge against emotion?
3:50 - People don't care how much you know till the know how much you care.
5:10 - Money doesn't buy culture.
7:00 - Why don't companies have training departments?
11:31 - Which is better: on the job training or process training?
14:58 - The history of military training