Other key variables essential to effective training are:
A well-prepared instructor who demonstrates both a command of the subject and the ability to structure the training in a way that engages the students and enables them to learn.
The use of informal learning methods such as online study programs or traditional workbooks to accompany formal training,
The proper ratio of instructor to student. In large companies, it is believed that individuals serving in the role of Human Resources Development (HRD) or training should be employed at a ratio of 1 HRD staff member per 100 employees.
The integration of multi-sensory learning tools which engage more than one of the five senses in training programs through which information is better learned and remembered.
For more information on training, visit ATD at www.td.org.
Jointly Achieving Successful Business
To succeed, businesses must develop their most precious resource – their people. Often, that means being open to their ideas. Here’s how one business leveraged this practice.
The Managing Partner of a medium-sized law firm of 20 attorneys and 50 employees recognized the importance of empowering staff members. He saw opening up the lines of communications as the first step. He interviewed five of the firm’s leading employees, asking each of them, “If you were in charge of the firm, what would be some of your suggestions?”. He thanked them for their input and then presented the suggestions to his executive team (two other senior attorneys). They were unanimous in their selection of what suggestion should be implemented at the firm. The “winning” suggestion was to hold a contest among employees to determine who could refer the most business to the firm in a six-month period. The individual who made this suggestion was rewarded with a $250 gift certificate to his favorite restaurant or store. The other four staff members who provided suggestions were recognized in the firm’s quarterly in-house electronic newsletter and pictured along with the winner. As far as the suggestion’s implementation, the firm asked for a volunteer to track the results of the contest. This individual was recognized in a firm email message as well as in the next company newsletter. As a result of this initiative, the motivation level among employees increased significantly along with their productivity which increased by more than 18%. Considering that there was no incentive for increased productivity, this was an added benefit of the referral suggestion contest. As for new business, the referral contest generated 23 new clients who were expected to yield over $250,000 in annual revenues; a high ROI considering the minimal out-of-pocket costs and the high return of 1,000%. If you factor in the productivity gains, the return was even higher. Total time for the meetings to generate this was less than 20 hours.
With the completion of their first suggestion referral contest in the allotted six months, the second best idea was put into action. In turn, a culture of continuous improvement was created and integrated into the firm’s mission. Today, the firm continues to enjoy steady growth and enhanced performance. The take-away here is that empowerment promotes maximum involvement, commitment and productivity. In addition to benefitting all parties, an organization gains recognition as a great place to work; an employee-centered environment which attracts high caliber, high achievers.
JASB in the News
- JASB Management Inc. President Profiled as Executive of the Month in New York Real Estate Journal http://nyrej.com/55179
- Newsday’s Small Business Columnist Jamie Herzlich’s column on “Small Business: Soliciting Employee Feedback” featured advice from JASB President Jerry S. Siegel. http://www.newsday.com/columnists/jamie-herzlich/small-business-soliciting-employee-feedback-1.3618785?qr=1
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