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¦Definition of what needs to be trained.

¦Off the job training

¦Selecting NVQ units or designing around the required skills.

¦On return to the workplace use log books to record activities carried out

¦Refresher training

¦Review of training programme for adequacy.


  



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¦ensuring that individuals carry out the tasks which they are
trained to perform.

¦ensuring that supervisors and first line managers are fully aware of the new
skills acquired by the workforce and make sure that staff use them.


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 supervisory management attending


training courses .
 being aware of what was taught.
 enabled supervisory management to
have an understanding of the skills and
competency of their team, and to more
effectively allocate work according to
skills and abilities.
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¦0ork force is more flexible.

¦Employees become more aware of the workflow.

¦Employees are better prepared to anticipate problems or


requirements of other areas.

¦Employees can assume other tasks when there is absenteeism.

¦Employees can be moved into other positions at peak times of the operation.

¦A new employee at a job may have new ideas to fine-tune that job.

¦Employees overcome feelings of having a dead-end job.

¦Jobs remain interesting and challenging.

¦Tedious tasks can be spread around, decreasing turnover.

¦Boredom in the workplace is reduced. Cohesiveness is enhanced.


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  ,  

¦6ossible reduction in productivity during the training period.

¦Increased supervisory time is required until the employee is up to


speed.
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