The first issue that might indicate a need for training in an executive assistant position would be an employee not meeting productivity goals for their clients. A person analysis would show the individuals needs of employees who show performance deficiencies. Another issue that would require an organization analysis would come about from the company receiving customer complaints. This examination explores the environment and strategies that either needs to be changed or further reinforced through training.
Finally, a supervisor observing the need for specific technology-related training is addressed in a task analysis. If need be, a competency assessment will be performed to determine specific training needs. As a training manager I would prioritize the training needs in the following order: b, a, c. Any issue related to customer satisfaction, or the lack there of carries huge importance for training for both the employee and the company. Training on specialized technology will increase employee productivity and competency.
Finally, team efficiency training is important for the organization, but in regards to quarterly pep rallies the focus of that training does not need to be as intensive. Training for this position and all subordinate to it a combination of on-the-job training (OJT) and E-learning will be two effective methods used. With this hands-on approach employees will experience first-hand the ins and out of daily assistant tasks. Feedback and questions will be continually encouraged in this setting.
The technological skills required for an executive assistant can best be taught through E-learning courses. Employees will have the option to complete courses either if time permits during work, or at their own pace from home. This structure will further prepare employees for a heavy-concentrated workload that uses many different types of technology. Near the end of the E-learning coursework there will be a certification exam available for employees who wish to track and document their progress.
The same methods and requirements would be used for a subordinate position, but not for a position above executive assistant. While some of the concentrations for lower positions may be different, it is important to orientate employees to the training they will carry on for most of their career path. On the other hand, a position above an executive assistant would be a managerial position, which would require a higher level of development.
When evaluating the effectiveness of the training program from the organizational objectives standpoint results, or Return on Investment (ROI) is most effective (Bohlander & Snell, 2006). The time and money required for a company to train employees are evaluated through results such as improved performance and increased profits. Limitations of training come from employee readiness and motivation. Effective training programs identify factors that show an employee experience and effort will benefit such an investment from the company.
A new employee training program for an executive assistant position will be equally based on the needs of the organization, the employee, and the required tasks. Through OJT and E-learning the employee will receive a well-balanced knowledge of the active practices of the position. In the end, the effectiveness of the program will be shown from both ROI and employee reactions and behavior changes. Reference Bohlander, J. , & Snell, M. (2007). Managing human resources (14th ed. ). Retrieved from University of Phoenix HRM 240 Human Resource Management Course materials.
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