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Ambitious Organisations Must Recognise The Importance Of Training To Grow

Tell me one organisation that does not want to grow! I have met various owners of businesses as well as CEOs / Managing Directors who are extremely passionate about enhancing
26 Jan 2019 10:00
Ambitious Organisations Must Recognise The Importance Of Training To Grow
Growth

Tell me one organisation that does not want to grow! I have met various owners of businesses as well as CEOs / Managing Directors who are extremely passionate about enhancing their topline as well as their bottom line.

 

Investment for organisations

Major investments are made in acquiring new technologies and modernised machines to help create better products and services.

Having said all this an important question arises.

How much are these ambitious organisations investing in people’s skills & attitude development?

In the present world of business we cannot and must not ignore the role of people who drive the technologies and the machines.

I have encountered a lot of large organisations who have complained about attrition or employees leaving their organisations.

There are also instances where excellent engineers have been seen to be incompetent as managers or team leaders due to the lack of practical knowledge related to these specific subjects.

At this point I wish to share a real life example to highlight the benefit and importance of training as well as the negative effects due to its absence.

 

Navin’s story

Navin was a topper in his engineering college and in his last year one of the top motor manufacturing companies selected him from the campus to join them as a Graduate Trainee Engineer or GTE.

Within just a few weeks of joining the organisation Navin began wonderfully shining at his work and had impressed all his seniors.

A year had passed by and it was decided by the general manager to give Navin an opportunity to work in the sales and marketing department and that too with a higher salary.

It was a sort of promotion for Navin and he was extremely happy and excited at this opportunity, except for one important challenge.

Navin did not know a lot about the activities related to sales and marketing.

“Don’t worry Navin, you will be working under Mr Gary who is excellent in sales and marketing and will surely help you learn the tricks of the trade” The words of his Human Resource Manager, although very encouraging, did not really yield positive results.

Gary had practically no time to invest in helping and guiding Navin in learning about his new responsibilities.

Within just three months Navin had lost all his motivation to work in the sales and marketing department.

He was excellent in product knowledge but was not aware of the right and effective techniques of making a ‘sales – pitch’.

He would accompany some of his senior colleagues and try to learn by observing them and yet he seemed unhappy.

“I really wish I had some training or expert advice on the subject of sales” he would tell his father almost every alternate day.

After another three months when the half yearly review was done Navin’s performance and productivity was seen to be extremely low.

“We are not at all happy with this Navin.

You should have learned on the job and especially from Gary, who remains the best sales guy in our organisation” the general manager, Mr Rob exclaimed in a firm or rather a stern voice.

A brilliant Navin was feeling very depressed and demotivated for not having performed and that too for no absolute fault of his.

He was an excellent engineer but was completely unaware about the function of sales and marketing.

He required formal and structured training on these subjects without which he would have continued to under-perform.

As time passed Navin slowly started improving at his sales and marketing activities but the speed of his progress was very slow.

The pressure to achieve his target or budget was increasing steadily and he was finding it hard to match the expectations of his general manager.

Navin was frustrated at everything that was happening to him and finally decided to resign.

An ambitious organisation had seen a brilliant engineer leave just because he did not perform at his job.

But the truth was that they lost an excellent employee because they never provided him the necessary training and skills.

There could be many ‘Navins’ who may be unable to cope with new responsibilities just due to the lack of training and development initiatives for them in their respective organisations.

 

Regular Training a must

Organisations must understand that apart from sales and marketing there are other subjects namely managerial skills, interpersonal relationship management, effective communication skills, business presentation techniques, team building, self-excellence, customer relationship management skills, personality development and many others on which training sessions must be regularly organised and executed.

There could be different ways of imparting and organising training and development initiatives.

This through different methodologies but then what is most fundamental is the attitude of the organisation as a whole towards creating such opportunities for their employees.

They must remember that such training sessions not only provide pertinent knowledge about skills and techniques to the employees.

But it also act as highly effective ‘MOTIVATORS’ and MORALE –BOOSTERS thereby helping them in enhancing their performance and productivity!

Feedback:  maraia.vula@fijisun.com.fj

 

 

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