November 2010 - Central Florida Chapter Associated Builders and ...

Moving to the High Five
Training, Education, and Management (TEAM) Awards
Who is responsible for
training at your company?
Let’s continue to uncover treasures of successful
companies for the purpose of helping
your company improve your training
program. Categories A and B were discussed
in September and October issues of Building
Central Florida.
C. RESPONSIBILITY FOR
TRAINING DEFINED
Scoring:
0 points – Responsibility for training has not
been defined within the company
2 points – Training Coordinator has full
responsibility for results of the training program.
Supervisors look to training coordinator
to perform training activities.
4 points – Responsibility for training defined
for all levels of company, however, it is not
in writing. Operating supervisors have key
responsibilities.
6 points – Responsibility for training is defined
for all levels of company and is in writing
and part of training/Human Resources
manual. Operating supervisors have key
responsibilities.
Take a look at this! The average score for
this category was 5.21 points. 33 companies
scored themselves with all six points and
here’s the breakdown:
• 401 plus employees – 6 companies
• 201 to 400 employees – 6 companies
• 101 to 200 employees – 6 companies
• Up to 100 employees – 15 companies
An opportunity to demonstrate your company’s
commitment to training! Before deciding
there’s just no way for your company to
designate someone responsible for training,
let’s dissect this, consider some options, and
make an educated decision.
20 BUILDING CENTRAL FLORIDA NOVEMBER 2010
Benefits of defining responsibility
for training
1. Training will be aligned with company goals.
2. Learning can be applied to the job to
make a positive difference in individual,
group, and company business results.
3. Track that employees are in a continuous
learning mode.
4. Define what the employee needs to
learn achieving both personal and professional
results, ROI (return on investment).
5. Engage employees in company goals and
how those larger goals are affected by
the department and by the work of individual
employees.
Let’s explore what the High-Five TEAM Award
winning companies do:
• All employees are required to annually
complete a specific number of training
hours and this is tracked by a dedicated
person.
• Intranet courses are available to all
employees and the software tracks progress.
• Training Coordinator is responsible for
locating and tracking training with input
from managers.
• Training Committee is responsible for determining
company training goals, working
on curriculum, instructors, sources,
and budget.
• Learning plan defined by job title and
aligned with performance reviews and
may be tracked through an LMS (learning
management system). Learning plan
developed by upper management and/
or Board of Directors.
• Supervisors are responsible for training
employees assigned to them and are
evaluated in their performance review
for their effectiveness in coaching, training,
and mentoring these employees.
Here are some options for assigning responsibility
for training at your company:
If your company does not have spare resources
(people or time):
Have supervisors define training goals for
individual employees. Develop an Excel
spreadsheet for all employees to access and
individual employees log their own training
achievements as they occur. Supervisors use
this information during performance reviews.
Distribute the responsibility among multiple
employees:
Divide training into categories and among
multiple knowledgeable employees: safety,
CEUs, soft skills, computer skills, leadership,
estimating, marketing, business skills, financial,
continuing education, etc. Each category
includes options for training providers and
specific topics. Track all training in one common
file or software. Supervisors define what
training their employees need to accomplish
in a defined period of time and record accomplishments.
Progress is reviewed and communicated
monthly, quarterly, etc. as part of
performance reviews.
Develop a Committee
The committee’s objective is to develop, implement,
and continuously improve training
procedures, programs, policies and practices.
All goals should be aligned with company
goals and clearly communicated to employees.
Include upper management, supervisors,
and employees and define an annual
meeting schedule. Managers and supervisors
work from what the committee establishes
and training is tracked in one common file or
software.
Training Mentors or Coaches
Employees in your company have mastered
skills in various areas. Effectively use these
skills by engaging them to help others learn