Why train?

Previously, I wrote about how to maximize training gains. Now that I think about it, it seemed like I was putting the cart before the horse, because first of all, I should have written this article first!

Before one is able to maximize what he/she gets from training, one must first of all appreciate why training and other development programs are conducted in the first place.

According to Wikipedia, "Training refers to acquisition of knowledge, skills and competencies as a result of teaching vocational or practical skills and knowledge that relate to specific useful competencies." Training thus always aims to add to what someone already knows or is capable of doing. When one undergoes training, the horizon of his intellect and personality expands. 


But training does so much more than expanding knowledge skills and competencies!

• Training taps an organization's human resources so that organizational goals can be achieved. In our agency, this is the number one reason for coming up with development programs such as technical training.
• Training is an opportunity to develop an employee's behavioral skills. It is personally interesting to observe human behavior during trainings – through his interaction with others as well as display of attitude before, during and after the training.
• Training increases the productivity of an employee and the quality of his work. That is one actual goal of skills enhancement. When you are trained, it is expected that you will henceforth be able to deliver more results, with better quality.
• Training promotes cooperation. This is displayed during group workshops, where every participant is expected to be enthusiastic in working with a team.
• Training helps build a positive perception about the organization, as participants are exposed to their peers, subordinates and leaders. Interaction among the participants, especially if they are composed of our own employees and "outsiders," promotes a healthy relationship among all stakeholders of the environment.
• Training boosts the morale of the workforce. It sends a signal that management is willing to invest in employees by enhancing their skills. Additionally, this creates a better corporate image.
• Training helps develop leadership skills, motivation, loyalty, better attitudes and other aspects that successful workers and managers usually display.

Most of all, training helps develop the organization. Employees – whatever rank they may be – who are trained develop their decision-making and problem-solving skills in carrying out the policies of the organization they belong to.

It is thus disappointing to hear some employees' negative reactions when they are included in training programs. Some have a "been there, done that" attitude, while others think that, experts that they are, they no longer need training.

It is always a constant challenge for HR practitioners to pick the right training, trainer and trainees every time! It has been an uphill battle for the HRD Sections of the different offices under our agency to meet the needs of employees without training people for the sake of it, to meet quotas for accomplishment reports, or to spend budgets that we seem scared of losing.

On the other hand, it is also disappointing to know of some employees who seem over-eager to attend training, yet do not share their learnings to their colleagues nor utilize their skills in their designated tasks. This defeats the purpose of training in developing the organization. 

There is a saying that, "The more we learn, the more we know that there is so much more to learn." Let us all remember that training is necessary to maintain the relevance of our skills, to help us come up with better approaches to or delivery in services. Let us never stop learning!

Get the most out of training!

(This article was one I'd written for our newsletter in 2008.)

Human interventions such as training aim to increase an employee's knowledge, augment his skills, and influence a change in attitude, thereby improving efficiency in the workplace. Unfortunately, it is a sad fact that many employees have a lukewarm attitude towards training.

Now what's wrong with the following mindsets?

• "Boss na ako. I'm supposed to be good at what I do so I don't need that training."
• "Ano pa'ng silbi nyang training? That's all theoretical, while I have been practically doing it for years."
• "I've already attended similar training X years ago."
• "Attending that training is a waste of time. Busy ako. / May kliyente pa ako."
• "Mas magaling pa ako / ikaw sa trainer na yan eh!"
• "I'll attend this training because the certificates will add to my credentials / it will add to the 'Trainings Attended' list in my PDS."

Admit it, at one point in our lives, we have said or thought one or all of these lines!

As Ray LeBlond, a corporate communications director, said: "You learn something everyday if you pay attention." No matter what we think, there is always room for improvement. In fact, we may not be aware that on our own, we look for ways to improve ourselves. Simply reading the newspaper means we want to learn about the issues of the day. That's knowledge. Encoding a memo gives us the chance to be more familiar with the commands of MS-Word. That's skill. And stopping by that church on our way home even just for a short prayer says a lot about wanting to deepen our religious relationship with our God. That's attitude.

Training courses are an investment for both employer and employee. Sadly, many of us view training as a waste of our time, not considering the investment in time, money and effort that the office puts into organizing such training. We forget that training offers the best opportunity for self-improvement because of the timely and relevant information that lets us assess how we are doing in our jobs.

In the article Maximize your Gains from Training Courses (Philippine Star, April 6, 2008), Lee Jin Hwui offers seven keys to get the most out of the training courses we attend:

Key 1: Listen with an open mind. Listen to understand rather than criticize. The biologist Thomas Huxley said, "Sit down before fact as a little child…or you will learn nothing." Focus on the "aha's" and not on the "I know's." Do not be content that you already have those knowledge and skills, but evaluate yourself to see if you have been applying them.

Key 2: Participate 100%. Find ways for everyone to benefit: abide by house rules, ask intelligent questions at the appropriate moment, and be generous with sharing experiences, ideas and comments. Be enthusiastic! A participative class provides positive, on-the-spot feedback for the trainer and encourages him to be a better one.

Key 3: Take notes and record them. Write down key points and examples shared during the course, and make sure they can be retrieved easily. Afterwards, review your notes regularly to ensure maximum retention and thus be guided in your work.

Key 4: Network with others. If possible, sit beside people who are not from the same office you came with. Get to know others, make new friends, and widen your network of contacts. Also, sitting with other people has a psychological edge of keeping you mentally alert, making you more attentive to the discussion. Sitting with your friends gives temptation to chat, divides your attention, and distracts others as well.

Key 5: Adapt to your circumstances. While principles of knowledge and skills shared may be the same, applying them may be on what we call a "case to case basis". Adapt what you have learned to suit your own personality, style and circumstances, based on your own goals and strategies.

Key 6: Apply your new knowledge and skills. Yes, you have previously attended similar training, but how effectively have you applied and shared what you have learned? Confucius said: "I hear and I forget. I see and I remember. I do and I understand." Learning is useless without application; find ways to apply what you have learned. Whether you succeed or not in your goals, you can always revise your strategies based on lessons learned along the way.

Key 7: Share your new knowledge and skills. Do not be selfish with what you have learned, because the best way in ensuring success in your goals is to share your strategies, experiences, knowledge and skills with your friends and colleagues. Remember that not everyone has the opportunity to attend the training like you.

Finally, remember to objectively answer survey questionnaires handed out after the training. Unless asked for, do not let your judgment be clouded because the venue was too far or too small, ballpens were not provided, or the trainer was too jologs in his attire or had a provincial accent. Be constructive in your comments and suggestions as this helps the training organizers and facilitators in future activities. Who knows, someday one of the trainers could be you!

"There is nothing training cannot do. Nothing is above its reach. It can turn bad morals to good; it can destroy bad principles and recreate good ones; it can lift men to angelship." (Mark Twain)