Choosing
Training Models for Your Training and Hiring Needs.
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There are different training models that you can
use in finding the right employees for your company. It boils down to
determining the right training model to use.
As a result of the many changes in the workplace
brought about by modern technologies and new knowledge in personnel
development, many training methods are continuously being introduced.
Personnel development consulting firms promising solutions to various
employee training issues are becoming popular and training models are
made available, even via the Internet.
Training models differ in terms of method, but all
of them are intended to promote employee and organizational efficiency.
Companies, however, have to be analytical in deciding which model to
apply. On the job training is one of the popular models among companies
looking for competent employees for vacant positions. Another model
involves making candidates undergo test jobs.
Between the two, on the job training is better at
getting accurate assessments of an applicant’s potential to perform
well in the job because it is more comprehensive and covers longer
periods. Usually, close supervision and mentoring are extended as
candidates carry out actual jobs where major mistakes can cost the
company money and time. Companies often offer on the job trainings to
new graduates with possible absorption of trainees who have displayed
competence and are able to mix well with employees.
Test jobs are ordinarily short term and are more
focused on the ability of an applicant or employee to perform specific
tasks. Less mentoring and supervision are provided, as they are just
meant to gauge the trainees’ know-how and potential. The scope of
training can come in the form of either theoretical tests or practical
tests. The materials used in practical tests are mostly simulations of
actual jobs. Examples of test jobs are driving tests, computer
operation tests, and model teaching sessions. The objectives of test
jobs are two-fold: to measure present competence and determine
weaknesses and strengths from which to base decisions for hiring or for
giving additional training inputs.
While training test jobs offer limited inputs, the
process gives candidates a lot of benefits because after the test, jobs
trainers offer tips and recommendations on how to improve performance
next time. For companies needing people for immediate hiring, test jobs
can be very helpful.
Both models have their strong points. But on the
job trainings can offer a lot more benefits to prospective employees as
well as the employers. Since it covers a much longer period than job
test trainings, more inputs are offered, which are immediately put into
practice in an actual work setting. Furthermore, the scope is broader.
Applicants undergoing on the job trainings have the opportunity to
acclimatize or accustom themselves with the atmosphere of the workplace
and learn to adjust to its peculiarities.
Test job trainings are particularly useful for
companies looking for immediate hiring. Combine with other training
tests, it can be very effective in the search for the most qualified
candidate available. It has other uses as well, like equipping a
particular employee with specific skill, which he is expected to apply
in his job. It can be used in assessing the skills of employees on jobs
that could be used in upgrading existing training programs. Companies
can use either model, depending on the objectives they like to
accomplish.
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