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THE MOST COST-EFFECTIVE METHODS

To Get

MAXIMUM BENEFIT &


HIGH EMPLOYEE
PERFORMANCE
in an
ECONOMIC DOWNTURN

First Of All,
IS TRAINING REALLY
THE SOLUTION ?

Training Will Work if


You want to open their minds and change their
y of thinking
g
way
You want them to learn specific knowledge
You want them to learn specific skills
If you want them to be motivated

Training Will NOT Work if


The problem is not with the people, but with the SYSTEM
There is no system of reward, incentive nor appreciation
for those who do well
The company is recruiting the wrong TYPE
of people
Inferior attitude
Inferior abilities
Wrong motivational profiles
Wrong personality profiles

James Gwee .T.H., MBA

Training Will NOT Work if


The product / services that your company sells REALLY
SUCKS !
Your company is selling something that
nobody needs nor wants
The boss / the owner is actually the
cause of most the problems !

James Gwee .T.H., MBA

TO PREPARE YOUR
5 WAYS
PEOPLE FOR TRAINING

1. Give full information to the candidate about the


training that he/she will be attending :

Topic of Training

Date/ Time Place

As much literature about the training as possible

Information about the Trainer & training organisation

Ideally, give this information as far


in advance as possible
James Gwee .T.H., MBA

TO PREPARE YOUR
5 WAYS
PEOPLE FOR TRAINING
2. Inform the participant why he was chosen :

As a reward for his good performance

To help him to improve further

To correct some existing weaknesses

To sample and evaluate the feasibility of doing a similar prog


for all the other staff

The whole ideas is to make


him/her more positive towards
the training
James Gwee .T.H., MBA

TO PREPARE YOUR
5 WAYS
PEOPLE FOR TRAINING

3. How he shouId behave and conduct himself


during the training :

What particular areas to pay attention to

What aspects to clarify

What questions to ask

What other information to collect

This information will help the participant


to be more purposeful during the
training.
James Gwee .T.H., MBA

TO PREPARE YOUR
5 WAYS
PEOPLE FOR TRAINING
4. What he has to do after the training :

He has to give a report / presentation describing :

The (5) most important lessons he has learnt during


the training

What he is going to implement & starting from when

p
in p
performance/result is expected
p
What improvement
from him/her after the training

He has to conduct a training to his colleagues /


sub-ordinates teaching them all that
he has learnt
James Gwee .T.H., MBA

TO PREPARE YOUR
5 WAYS
PEOPLE FOR TRAINING

4 What he has to do after the training :


4.

He has to submit a proposal :

That describes what changes the company needs to


make to improve / beat the competition / increase
sales / improve customer service / increase efficiency
/ improve employee spirit, etc

This is the part that the company


starts to get the benefit of sending
the employee for training
James Gwee .T.H., MBA

TO PREPARE YOUR
5 WAYS
PEOPLE FOR TRAINING
5. What further recommendations :

Will it also benefit the other colleagues to attend the


training?

Should the training be conducted in-house

How could the training be modified to better suit the


companys situation ?

What follow-up training would he need to strengthen his


knowledge & skills ?

This is very useful information of


the Training & HR Manager

James Gwee .T.H., MBA

IMMEDIATELY AFTER THE TRAINING


This is the time when people are most
alert, most motivated, have the most
ideas
Seize the moment !
Have an Internal Discussion
Get each person to do a personal
ACTION PLAN
What to do
Start Date, End Date
Expected Result
Support Required

James Gwee .T.H., MBA

1-3 DAYS AFTER THE TRAINING


Get the employee to conduct training
Good for the employee who conducts
the training
Good for the others who could not
attend the training
Good for the company others get to
learn
Good opportunity for manager to
gauge the commitment and ability of
the employee in understanding and
explaining his ideas to his colleagues

James Gwee .T.H., MBA

FOLLOW-UP ON ACTION PLAN


What has been implemented ?
What
Wh t results
lt achieved
hi
d?
What difficulties faced ?
What has to be done
next ?

James Gwee .T.H., MBA

CHANGE IN SYSTEM ?

Recruitment
System

Right
Delivery

Reward
System

Procedures

Comm

Authority

Right
Quality

HOW ARE YOU GOING TO


Show your appreciation &
recognition
iti to
t those
th
who
h putt in
i
the effort to change and
achieve improvement in
performance and results ?

Anything that gets


rewarded gets done !

REWARDS, INCENTIVES &


RECOGNITION
What results you get
depends on what
you REWARD
What you reward
depends on
what you

MEASURE

By:
y Dr. Bayu
y Prawira Hie

Dr. Bayu Prawira Hie

Executive Director Intellectual


Business Community
Master Trainer in Strategic Purpose
Training
Strategic Expert Consultant
Trainer and Seminar Speaker
Expert Executives
Lecturer for MM Programs
Host of Smart Business Strategy
@Smart FM radio
Host of CEO Reference Program
@Q-TV
Contributor to business magazines

By:
y Dr. Bayu
y Prawira Hie

10

Dr. Bayu Prawira Hie

Getting Someone Does


Something
Clear
Expectations
& Feedback

Skills and
Knowledge

Recognition,
Motivation

Dr. Bayu Prawira Hie

Tools,
Resources,
Information

Work Flow,
Design

Work
Environment

11

Clear
Expectations
& Feedback

Skills and
Knowledge

Work
Environment
Recognition,
Motivation

TRAINING

Tools
Tools,
Resources,
Information

Work Flow,
Design

NON-TRAINING

Dr. Bayu Prawira Hie

The Ultimate Goal of Training


for the Company
Business Result

Impact

New Behaviour

Transfer

New Skills/Knowledge/Att

Learning
g

Motivated to Learn

Reaction
Dr. Bayu Prawira Hie

12

Impact
Transfer

Ensuring Training Effectiveness

Learning
Reaction

What Should Happen....


Clear Goals,
Performance Requirements,
and Expectations

Resources
and Tools

Coaching and
Reinforcement

Metrics (Reward
and Recognition)

Training

I
m
p
r
o
v
e
m
e
n
t

New Behavior
Results

Time
Dr. Bayu Prawira Hie

Clear Goals,
Performance Requirements,
and Expectations

Resources
and Tools

Coaching and
Reinforcement

Metrics (Reward
and Recognition)

Training

I
m
p
r
o
v
e
m
e
n
t

New Behavior
Results

Time
2 days
classroom

Dr. Bayu Prawira Hie

Reaction

2 weeks
on the job
implementation

1 day
Implementation
review

Learning

developing
training project

Transfer

1 day
Personal Coaching
at Your Company

Impact

13

By:
y Dr. Bayu
y Prawira Hie

THE MOST COST-EFFECTIVE METHODS


To Get

MAXIMUM BENEFIT &


HIGH EMPLOYEE
PERFORMANCE
in an
ECONOMIC DOWNTURN

14

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