Training is a tool used to improve the performance of an employee when he or she joins a company or starts working in a separate project. It is also imparted when an employee does not perform well enough for the company’s profits.
Most companies realize the need to train their employees, but there are few companies that realize that each and every employee has separate training requirements according to their varying developmental needs. This article will tell you the importance of individual training on the basis of different developmental needs to attain successful team management and team development.
Need to understand developmental areas
In a team, there are different types of people catering to diverse demands of a project. The training of an individual employee should be arranged according to his developmental areas. Individual training helps in improving the performance of each and every team member. The company also saves money, time, and resources in the process. Right training for the right person leads to enhanced team performance.
Well trained team members, feel more confident and more empowered. As a team member, every employee has personal objectives to improve his performance. Understanding developmental areas of an individual team member helps in attaining the goals and thus, increasing employee morale.
Training Needs Analysis:
Training needs analysis is an assessment that identifies the team member who needs developmental training and the kind of training to be imparted. Training a team member unnecessarily or giving him or her wrong training hampers smooth workflow of the team. It involves factors like, reason to train, learning styles of each team member, existing skills, job profile, adherence of training to job requirements, determination of the need to train and the return-on-investment behind the training of employees.
Understanding development areas of team members
The following are the steps that can help to identify the development areas in an employee.
# Review the job description of the team and each team member
The team’s strategies and goals should be decided. After this, qualities of every team member need to be assessed. According to that, the task of each team member should be decided upon.
# Correspond with team members
A team leader should directly correspond with his team members and try to assess their developmental areas. The team leader should be a good listener and an efficient questioner to convey his or her message without hurting sentiments of team members.
Team members can be asked the following questions.
- What areas of your job do you wish to learn more about?
- What is the most disappointing part of your task?
The team leader can also ask them, the objectives they want to attain after they get the training. To get better results from the training, he or she can also ask each member to align his or her objectives with the goals of the team and the company.
# See how the team members are working
It is important that a team leader keeps an eye on the performance of team members. This can be done by tracking the speed and punctuality of delivering work. If the supervisor sees that the team members demonstrate slow work progress or delay in executing a given task, it is an indication that they need training on that particular subject.
However, the leader must ensure that the team members are not aware of his secret examination of their work. This said and done, the superior can assign jobs he or she feels they like doing. This gives the members an opportunity to prove their skills and the manager also becomes confirmed about their expertise.
# Get hold of more information
A superior can learn more about a team member’s performance and personality by referring to feedback of his past employers, present peers and clients. He or she can also refer to former appraisals of the team member. However, when making queries, the supervisor has to remember the following things
- He or she should not accept any kind of generic feedback without examples
- The superior should not use negative comments in order to learn more about a team member from his or her peers.
# Create a plan and decide the actions that need to be taken
After a team leader gathers all data, he or she needs to find out which team member is lacking in which skill. According to that, he or she needs to decide on the training options for each team member.
Training led by an instructor
This is more like a class where an instructor or experienced employee trains the team members. This is helpful because the instructor corresponds to each member and learns about his or her skills and drawbacks.
On job training
This is a process in which team members work under the tutelage of more experienced employees. It helps in learning a job well. In many companies, separate mentors are assigned to handle individual team members.
Active learning involves role playing and playing games. It helps the superior to understand the skills of individual team members.
These learning options can be best used if they can be modified to the learning skills of individual members. Given the fact that every person adapts to a different learning style, tailored instructions should be provided to them. If the learning option is such that each member learns maximum from it, the team and eventually, the company has nothing to lose. In other words, it is a cost-effective training process. Giving training on the same subject and following similar training process for all team members is futile for the development and growth of a company and its employees. Members in a team will never grow if they are not trained in the specific field they need to be mentored.
After the training session is over, the instructor or trainer needs to see if the team members have understood properly whatever they have been taught. This can be done by assessing their performance after the training gets over.
Identifying developmental needs of a team member helps in determining the kind of task he can be assigned with. When the developmental needs are detected during recruitment, an employee is trained before he or she starts handling projects. When the needs are comprehended in the process of handling a project, identification helps to understand the exact fields he or she can handle.