Employee training is a major responsibility for most human resource departments. These programs provide employees with the tools they need to accomplish their job duties successfully. Developing a good plan begins with clearly identifying what needs to be achieved and then determining which kind of training is most appropriate.
Once the answers to these questions have been identified, firms can ascertain who should conduct the training and how its effectiveness will be measured.
According to Jenny Herman of Lowes Hotels, for a training program to be effective, it should incorporate input from people in the field and be used on a pilot basis to work out any kinks before being rolled out to the entire firm. Various tools, including one-on-one relationships, mentoring programs, interactive training, and computer training, can be used. Training is not a one-time event, but an ongoing process. Companies also should implement management development programs to help employees improve their skills and advance their careers.
Although an annual review can provide employees with some feedback, Martin Buckingham of Hot Jobs says that he prefers ongoing feedback. Herman claims that at her organization, the management development program focuses on the career plans of employees and the steps managers should take to move toward achieving their goals.

Discussion Questions 

1. Which of the different types of training presented in Chapter 3 would be most effective for companies like Lowes Hotels?
2. Why are the keys to effective training presented in Chapter 3 so important to companies like those shown in the video?
3. Explain how 360-degree feedback can be used improve the effectiveness of training in situations like the one at Lowes Hotels.