Staff Training & Development

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The Introduction

Rainco is one of the pioneers of Umbrella and Mosquito Net Industry in Sri Lanka. Our goal is to create value through leadership in every market we operate as well as be loyal to our customers. We create value through sharing knowledge, innovation and best practice. We conduct our business based on enduring relationship, trust and perseverance.

The strength of Rainco is its’ staff who should be highly skilled, motivated and disciplined. The employer and employee relationship is extremely cordial. The Rainco family should be healthy and gaining in strength day by day. Our family consists of 400 production employees in various capacities and categories and 50 sales personnel who should contribute and actively involved in establishing and achieving organizational goals.

The Situation
With the huge drop in profits for the financial year 2009/2010 the Top management appointed a team to assess the situation and to identify the issues related to it. With an overall evaluation the following points were observed by the team.

High employee absenteeism and turnover
Customer complaints not evaluated and no action has been taken to correct the complaints by management of production High production defects pointed out by quality department was not considered and as a result of that huge waste of raw materials Sales team not meets up the targets set by the managements

Staff Training & Development

Every organization needs to have well-trained and experienced people to perform the activities that have to be done. If current or potential job occupants can meet this requirement, training is not important. With the present scenario it’s not the case. It is necessary to raise the skill levels and increase the versatility and adaptability of employees. By considering the issues raised by the Team the importance of employee training and development is essential. In a rapidly changing society, employee training is not only an activity that is desirable but also an activity that an organization must commit resource to if it is to maintain a viable and knowledgeable work force.

TRAINING is a leaning experience in that it seeks a relatively permanent change in an individual that will improve his/her ability to perform on the job.

Determining the Training Needs

Now that we have an understanding the importance of training we can look at how we assess the needs for training. This can be determined easily by answering the following four questions, I.What are the organizational goals?

II.What tasks must be completed to achieve these goals?
III.What behaviour is necessary for each job incumbent to complete his/her assigned tasks? IV.What deficiencies do incumbents have in the skills, knowledge or attitude required to perform the necessary tasks?

These questions demonstrate the close links between human resource planning and determination of training needs. Based on our determination of the organizational needs, the type of work that is to be done, and the type of skills necessary to complete this work, our training program can be implemented effortlessly.

The following steps will be implemented to identify the training needs,

1.Organizational Analysis - is used to identify company factors that can negatively or positively impact the effectiveness of a training program. These factors include such things as money available for training programs and company resources available for training purposes. 2.Departmental Analysis - Rate of Absenteeism, turnover rate, production level, customer compliance and defects rates to be analyse. 3.Task Analysis – A task analysis is a process of identifying what skills and activities need to be taught. You can conduct a job analysis to generate a list of skills that employees need to learn. A job analysis is basically just an examination of a job and a listing of the "minimum" duties and skills that are required to successfully perform...
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