January 5th, 2011 
jvremec
Importance of Ongoing Management and Staff Training
Author: Michael Wolf
When you talk about the people in an organization, it refers to everyone at every level from the Chief Executive Officer to the mail room worker. It is the people who accomplish the tasks necessary to fulfil the mission of the organization. Unfortunately, it is also the people who can become the barriers to progress unless they buy into the mission of the organization and understand their roles in achieving success.
This is true for the top, middle and line managers and for the staff doing the day to day customer work. When you read about the principles of project management, you discover that one of the first principles that must be addressed is the matter of governance and control. But how do you teach these important principles?
It all comes down to leadership training. The CEO must learn to lead the entire organization and be prepared to handle conflict along the way. The middle managers must be prepared to supervise the front line staff in a way that supports the mission of the organisation. The staff that have the most contact with customers need to understand how their jobs support the organization and how their treatment of customers is one of the most important factors determining overall profitability.
Unifying Themes
You see people draw organisational charts that show who answers to who by position within different functional areas. It begins with the CEO and the arrows normally flow downward through the levels. Instead of drawing a traditional organisational flow chart, you can draw a training flow chart. On this chart, the mission of the company would be at the top, and the arrows would flow through the various levels such as management training, sales team training, customer service training, and business training.
On the training flow chart though, the arrows would flow in a circle from top to bottom and back up to the top again in a circle. Training people to become business leaders within the organisation is an ongoing process which relies on constant feedback. This constant feedback takes the form of effective communication within the organization, communication between the organization and its customers, and a flow of training information that keeps people attuned to the organizational mission and how their jobs fit within the big picture.
Never Working Alone
One of the most important principles the people within a company must learn is that they are never working alone even if they work alone. This may sound odd at first, but an organization has to operate as a whole. Even the customer service representative working alone in an office answering customer complaints must always operate with a business mindset that he or she must do the job in a particular manner in order to help the entire company to succeed.
Management and staff training is an important and critical function if a company hopes to become and remain profitable. Without proper training and leadership development, people tend to create mini-kingdoms within the workplace and then rule to their own advantage which may or may not be to the advantage of the business. Teaching people to be leaders within their own company roles is how you can build a strong and well developed organisation that is able to flourish through all economic times.
Article Source: http://www.articlesbase.com/online-education-articles/importance-of-ongoing-management-and-staff-training-1082645.html
About the Author
academy is a Registered Training Organisation, accredited to deliver nationally recognized corporate and traineeship training to a range of high profile and blue chip corporate clients. For more information, visit Training Courses.
Posted in 
Tags: 
Who is responsible for staff training and career development within a veterinary surgery?
Hi, I’m studying an animal care course at college and in one of my assignments it asks a question “Who is responsible for staff training and career development?” Would anyone happen to know?
It depends on each individual practice.
If it’s a small practice, often times it’s the owner (usually a veterinarian). Even in larger practices, the owner is probably going to be the one in charge of the other vets at the very least.
In larger practices there is usually someone called a practice manager who may or may not be a veterinarian. This person is usually in charge of the entire practice and managing everyone.
Additionally, there may be departmental supervisors. Someone seperate who is in charge of the receptionists. Someone else in charge of the technicians and someone else who is in charge of the kennel employees. Those people would be responsible for training people in their respective departments
At the clinic I worked in…
The owners were in charge of the other vets directly and they were directly in charge of the technicians. But the office manager was directly in charge of the front office staff and one of the associate veterinarians was in charge of the kennel staff.
Hope this helped.
Method of training and staff development (HumanResourceManagement). Anyone know about this??
Can you give some method(s)?
I have a presentation of this topic at tuesday.
Sorry I saw it just now! Writing some methods I know……may be it helps
Classroom lectures
On Job training
Vestibule training
Presentations
Increasing numbers of women with young children what to do for staffing,training and development?
Start by giving them developmental education leading to a job.
what to put in a training and development report?
I manage a spreadsheet with the company’s data on all the courses we send our staff to, how much they cost etc, I now have been asked to provide ‘better training MI’ and need to list things that I can extract from my report that will help the board make business decisions, can anyone help? things I assume they’d want to see are:
how much we spend on training in a period
which departments are having the most training
how many days are spent
any other ideas? thanks!
I suggest you need some more meaningful data. For example, a big department may have have “more training” but that is useless without a cost per head, and time/days per head.
Also break it down into whatever types makes sense in your business, for example:-
* Mandatory training, maybe for legal reasons
* Technical training (IT, systems, machinery, driving, etc.)
* Management (supervision, leadership, motivation)
* Personal (coaching, influencing, voice training, handling press and TV)
Most of all, what benefits are supposed to accrue to the company? More sales, better motivation or retention, better customer feedback? You need to assess whether these benefits are being realised. It’s called ROI = return on investment (in training).
Can you track the career progression of those who get the most training?
Good luck.
What is the relationship of Training and Development to other HR functions?
For example, how are Training and Development and Staffing related?
Training and development focus on enabling the employees to perform their duties better. HR functions focus on the day to day operations of the company, such as payroll, disability, and employee and management conflicts or issues. HR protects employees and the company by following the correct and legal guidelines for resolutions.