EPISODE B5.009 CreatiNG Internal Training Programs

RESULTS RADIO..."Let's Grow Together"

Introduction
As of Monday morning we had Mozambique join the audience making it our 117th country, not bad for just our Second Season on the air. We currently have entrepreneurs and owners in 60% of the global business community tuning in daily - thank you and we are just getting started!
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We have three more weeks of shows left - 009 through 012 before Season 3 starts and everyone is excited about our hard launch on October 5th from the Kilo Market (Australia, New Zealand, Singapore, Philippines, Taiwan, Hong Kong, and surrounding areas). 

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Show Objectives - The Why
Stage V, what a great time. You are working on Optimizing Profitability so this might seem an unnecessary cost - and it is if you are selling the business. However, if you are going to reinvent, this is a great time to build competence for Stage VI and beyond.

Key Issues - Owner/Manager Perspective:

1. Training is a business core competence.
2. The owner, managers, supervisors, and employees should be involved in training depending on topics.
3. External resources are an option, just use them intelligently.

What You Need to Know - The What​

• The difference between training and education;
  • Training - to do
  • Education - to know
• Work backwards, start with what they need to do, then decide on what they need to know;
• Make the classroom experience as close as possible to the job;
• Have as much of the courses trained by people inside the company;
  • Technical Skills - internal unless it is specific to  function, then use a manufacturers representative
  • Human Skills - unlike technical, these are generic and bringing external resources are an option.
  • Business Skills - mixed, have management teach the higher order courses/topics and external for basics - example basic accounting.

What You Need to Do​​ - The How

1. Review each Position Description for knowledge and skill requirements.
2. Based on prior experience, where were the gaps for each position between the Position Description and the performance of new employees?
3. Based on #2, what level can you assume most new hires can perform vs what the job requires?
4. Design courses to close the gaps between new hire performance full position competence:
   1. Technical Skills
   2. Human Skills
   3. Business Skills
5. Decide what to train internally and what to outsource.

Shows

• Previous: EPISODE B5.008 BENCHMARK CURRENT PROCESSES - CREATE WORLD CLASS
• Next: EPISODE B5.010 Improving the Company's Core Competencies