by Ron Kurtus
Readers have sent in a total of 35 comments and questions on Training issues. They are listed according to date.
You can read them to further your understanding of the subject.
|Nothing stated about soft skills||Difference with Education||USA|
|Some ice breakers||General||Australia|
|Having trouble getting hired without training||Train Workers||USA|
|Assessing the effectiveness of training||Determine ROI||PHILIPPINES|
|Why is it important?||Difference with Education||USA|
|What do trainers to evalute for ROI?||Determine ROI||UaE|
|Where does research fit in the picture?||Difference with Education||PRC|
|Difference between education and training||Difference with Education||Kenya|
|How to calculate ROI for IT company?||Determine ROI||India|
|Calculating ROI of soft training||Determine ROI||UAE - Dubai|
|ROI on manager training||Determine ROI||India|
|Looking for ROI resources||General||Brazil|
|Wants video on training methods||Train Workers|
|Developing goals and outcomes for internship||Goals|
|Dealing with different ethnic groups||ROI Workers|
Nothing stated about soft skills
August 8, 2006
One of the questions in your Education v Training segment deals with soft skills. And yet nothing in the text explains what a soft skill is. You need to include some knowledge about soft skills before you can include a test question about it. The questions should only deal with information included in this segment, correct, not a separate section that someone may not have taken.
- USA (11666)
That is a good point We have been planning on adding material on soft skills and hard skills in the training area.
Hard skills are when a person is trained to do some task, like training a mechanic to fix a car. Soft skills concern dealing with people and getting along with them. A sales person needs to learn the hard skill techniques of selling but also needs to know how to relate effectively with the customers.
Some ice breakers
August 16, 2005
i would kile to know what the best ice breakers are.
col - Australia (7801)
One type of ice breaker is to get the audience relaxed and ready for the speaker. Often a humorous remark that everyone can relate to is a good way to start off. Talking about the weather or some problem everyone has is good.
Another type of ice breaker is in training sessions, where you want to loosen up the people and get them ready to participate in the session. The most simple is go around the room and have everyone state their name. Another is to get everyone up to do a stretching exercise. Or you could have everyone say hello to the people on each side. This takes the seriousness out of the presentation.
Having trouble getting hired without training
July 20, 2005
I agree this is a huge problem for american companies. First of all as a recent college grad I see how difficult it is to get a job that I know I'm qualified for I just don't have 5-10 years work experience. That sucks for both parties cause for the company they are wasting time and money. How? Well, first of all companies have to stop assuming that every person takes the same amount of time to learn something. For example, it may take someone 5 years to do a job well when I can learn in 2 months and be a lot more productive. If I ran a company common sense would tell me that the only sure way to know if your workers are doing things your way is to take the time to train them specificly to your needs! For me it is a lose lose situation because how can I get the experience they value if no one will hire me because I don't have any experience. I believe this is why america is falling behind in the labor force because too many bright and potentious people like me are screened out and never get an opportunity to make a real difference!
Lastly, I wonder what employers are thinking these days because you can hire and fire all year round and achieve absolutely nothing. But if you hire one good worker and spend your time training him or her now you've got a high quality dependable worker and you have made a good investment in the future of your company.
Travis - USA (7593)
The adage is that: "It is more difficult to get a job than it is to do a job."
With the obstacles you have been having, you will have to do a better job in selling yourself and convincing the company you are the best person for the job, even without the experience.
Before you apply for a job, do a little research on the company and what they need. You can point to jobs you have had or college projects that relate to the type of work. This can imply experience and skills needed. Customize each resume for the specific job and company.
Sell the fact that you are a quick learner and can readily pick up specific skills. Emphasize that you are a high quality, dependable worker.
Note that companies receive piles of useless resumes for a job opening. It is difficult to have yours stand out from the crowd. If you find someone who works at a company of interest, you can often go in through the back door and get better consideration.
Don't worry about poor company attitudes or policies. Your goal is to get a good job for yourself.
I hope these ideas help. Best wishes with your job search, and let me know how things turn out.
Assessing the effectiveness of training
April 11, 2005
Our company is under the power generation (power plant). How can we check our technical courses were effective or not? To date we have the Pre & Post Assessment wherein in the Pre - we specify the expectations of the traineed. On the other hand in the Post - we linked it to the job describtion of the trainee - how his learning is applied in the workplace. However, the Post usually is 6months after the training. Can you give us a better way of assessing the effectiveness of training. We are ISO certified & maintaing our KPA (Key Result Areas)is so hard. I would greatly appreciate if you give this query your preferential action.
joy c. ordoño
JOY - PHILIPPINES (6622)
The very first thing is to ask yourself: what is the training is supposed to achieve? Ideally, it is to teach or improve the skill of he worker in some specific tasks.
Job description usually entails several skills. It would be good to give specific tests on how well the worker can perform certain tasks on his job before and after the training.
Note that the time it takes the person to do the work and the frequency of errors or mistakes are critical in the costs to the company. Improvement in time and reduction of errors results in greater profits, when can be compared to the cost of training the worker.
I hope that helps.
Why is it important?
March 23, 2005
Your information is helpful. I have two more questions though. How do you define learning as different from education and training, and why is it important for managers/leaders and educators to know the difference between learning, education and training. Thank you.
Jan - USA (6426)
Training is usually how to perform a task and it often hands-on. With education, you teach the facts, concepts and theory.
For example, I can teach or educate you about the rules of the road and procedure to drive. But I will put you in the driver's seat of the car to train you to drive.
The outcome of training is a skill. the outcome of education is knowledge.
What do trainers to evalute for ROI?
March 12, 2005
what do we need to look at as trainers to evalute or ROI with regarding to training? would you please list some ratios, percentages, factors that should be considered. I'm looking for numbers to use.
Moh'd - UaE (6309)
You need to start with a way to measure the performance of the person being trained. That is the most difficult, because often the value of the person to the company is not well defined. If a person is able to increase his or her units of work after training, then it is something you can measure.
Giving a test or getting an appraisal from a supervisor are some starting point of measurement. Then another test or appraisal is given after the training, and a monetary estimation must be made. This is the return from the training.
The cost of training the person, including lost time on the job and wages of trainers is the investment.
From those two numbers, you can determine return on investment (ROI) percentage for the company.
Where does research fit in the picture?
February 23, 2005
I am a postgraduate studying biology in the People's Republic of China. I am studying for my master's degree. How can I view my research life here? Does it belong to training or education?
You might simply think that my question is too simple, and reply me with a simple answer that it is EDUCATION, because I am still in a college.
But , I found that most of courses what I take can teach me very little, even it does teach me something, it can't go to the nature of learning.
What really matters to my performance or matters on my graduation is simply training. I did the same work day after day. The more I repeated , the easier I will get my degree.
I don't know where the problem comes out!
Maybe, Because, to a Master Degree Pursuer, it is just training. And I can't touch the nature of EDUCATION without a higher pursuit of Doctor Degree.
Do you think that I am true?
liangliang - PRC (6100)
Education in college often provides information and teaches theory and concepts. In biology, you should have some labs where you can apply the concepts and knowledge in real experiments, just as you would do in a job as a biologist.
Research is the application of theory. But there is training needed in the methods of research and experiments. The more experiments you do in your research, the better your skills are in the methodolgy. You are no longer learning theory but applying it.
I hope that helps you. Best wishes in getting your advanced degrees and in a wonderful career.
Difference between education and training
February 22, 2005
philosophical difference between education, training and schooling
kibet - Kenya (6068)
Education relates to learning facts, concepts and theories. Schooling is the same as education. Training mainly concerns learning skills and hands-on applications.
How to calculate ROI for IT company?
August 6, 2004
I am working in an Indian IT company. I need to know in exact details how to calculate ROI of training a resource on a particular technology?
Sankalan - India (3943)
With an IT company, the training is probably a measurable skill, like programming. With that, you can estimate the profits the company will make for the improvement in performance of the worker. Then you compare the extra profits with the cost of the training.
The amount of return or money made from improved performance varies from company to company and must be done on an individual basis.
Calculating ROI of soft training
June 14, 2004
Can you provide me with various standard - acknowledged -formullas that can help me in calculating ROI of training :especially soft training.
Mohd - UAE - Dubai (3549)
The big problem with determining ROI from soft training is to measure the results. With skill-based training, you can measure productivity before and after, but with training where something like attitudes are improved, it is very difficult to measure the results.
I thoroughly disagree with some that measure vague areas as employee happiness as part of ROI. The return must be in revenue and profits for the company.If the training would result in less employee turnover, and the cost to hire and train a new employee is taking into account, then a ROI could be calculated. The manager must look at many possible results of soft training and see how they impact the company profits to truly find the ROI.
ROI on manager training
May 26, 2004
I am doing a project on training evaluation.I have to determine the ROI of the training programs done in the year 2003.I face difficulties in measuring the benefits.Could you please suggest me what kind of benefits be considerd for managerial training programs and how can they converted to monetary values.
Pritpal Kaur - India (3397)
Often the purpose of training programs are not well defined, especially in management training.
If the purpose of the training was to improve such things as attitude, communication or worker satisfaction, the benefits to the company are not direct but can be measured. Such things as the rate of absent workers, the number of discipline actions and worker turnover rate can be measured and related to company profits or loss. Comparison of the output of a manager's work area before and after training can be measured to see what effect the training had.
Ideally, productivity and profits for a department should be made before and after manager training to verify the ROI of the training. If the company does not keep track of the profits made by specific groups, then it is difficult to determine any ROI.
I hope this helps. Let me know how your study works out.
Looking for ROI resources
March 26, 2004
I would like to know from Mr. Ron Kurtus if is there any thesis or book about return of investment (ROI) in training on how to measure the ROI in training?
Julio - Brazil (2831)
We have the following lessons:
The last one has some references.
You can also check:
They should all help. Best wishes in your effort.
Wants video on training methods
February 28, 2004
May I get some literature or any type of demo for our workers training so we can able to understand your methods of training and reach to the point to purchase your videos or training programs.We are a Textile Group of industreis in Yarn Manufacturing.
Please reply as soon as possible.
Aijaz - (2541)
We do not have any training videos or such. We only provide the lessons that are shown in this web site.
A good way to develop training for your company is to take a senior worker to explain how he does his job. You can write down what he says and then put it in a form so that others can learn from his knowledge.
Developing goals and outcomes for internship
February 7, 2004
please can you help me with this. I'm going for an internship and I 'm required to develop the goals and outcomes for the internship experience in a professional format. I'm an educator, how do go about this?
michael - (2291)
Write down what you expect to get out of the internship: job experience, knowledge, connections, etc. Then think of what the company's goals or purposes in hiring people for intern positions. Then list your goals as a combination that satisfies the needs of both.
But also, the goals should be measurable to a degree. Like, how do you determine that you have gained job experience? This is similar to the measureable objectives and outcomes you may have for a class you teach. Like, "the students will have a working knowledge of xxx and be able to perform yyy tasks."
I hope those ideas help. Best wishes in your internship.
Dealing with different ethnic groups
February 6, 2004
How you deal with different ethnic groups in using the language?
zenel - (2271)
Care must be taken in dealing with different ethnic groups, because it is easy for misunderstandings to occur. A trainer must be familiar with some of the customs of the group and their idioms. Although the people are expected to soon learn the language and customs of the area in which they work, anyone communcating with them must make sure the information is clearly understood.
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