METHODS OF EMPLOYEE TRAINING AND MOTIVATION

Core Training Methods

The below 13 training methods were findings from an integrative literature review (Callahan, 2010; Torraco, 2005) of training methods.

Training method	Definition
Case study	Provides the participants an opportunity to develop skills by presenting a problem, without a solution, for them to solve, or with a solution, as an exemplar of how to solve it.
Games-based training	Trainees compete in a series of decision-making tasks which allows them to explore a variety of strategic alternatives and experience the   consequences which affect the other players, but with without risk to the individuals or the organization.
Internship	Involves supervised, practical training while on the job where the trainee is permitted to work in the position for which they are training, but with some restrictions and with substantially less pay or no pay.
Job rotation	Involves training for a job by working in the job for a limited duration, while still maintaining the original job.
Job shadowing	Involves a trainee closely observing someone perform a specific job in the natural job environment for the purpose of witnessing first-hand the details of the job.
Lecture	Involves the dissemination of training material by a trainer to a group of trainees, by means of verbal instruction.
Mentoring and apprenticeship	Involves a one-on-one partnership between a novice employee with a senior employee. Mentorship aims to provide support and guidance to less experienced employees whereas apprenticeship is for the development of job skills.
Programmed instruction	Involves the delivery of training through instruction that is delivered by a program via some electronic device without the presence of an instructor; the electronic device can be a computer, DVD player, CD player, etc.
Role-modeling	Involves the live presentation of skill(s) to an audience of trainees.
Role play	Requires trainees to assume a character and act out the role in a make-believe scenario or series of scenarios; learning comes by way of reflection on the play.
Simulation	Involves the use of a simulator where specific skills are developed through repeated practice with a multisensory experience of imitated conditions. A special form of simulation training is Virtual Reality Training which entails total sensory immersion.
Stimulus-based training	Using some type of stimulus (i.e., music, works of art, narratives, etc.) to motivate the learner to learn. The training induces a state of being (e.g., relaxation or awareness) in the participants to achieve learning.
Team-training	Intended exclusively for groups of individuals that behave interactively, to either improve mutual knowledge within a team or to train the team on a team-specific skill.

As explained in the above table, organizations can identify the most suitable training method(s) which are appropriate for the employees.

Motivation methods

The rewards system of an organization play an important role in maintaining and building the commitment among employees that assure a high standard of performance and workforce retention (Wang, 2004; Young et al., 1998). While Catanzaro (2001) described the effects of rewards over employee motivation, he stated that reward has a deep effect over employee motivation.

The rewards included a blend of extrinsic (like performance pay) and intrinsic (like praise) rewards. (International Journal of Human Resource Studies, 2012)

Extrinsic Rewards:

According to Mottaz (1988) extrinsic rewards are those that result from extrinsic, non-job-related factors. Social rewards (helpful, friendly and supportive co-workers and considerate supervisors) are those that are derived from interaction with others on the job; while organizational rewards (working conditions, pay satisfaction, benefits, and promotional opportunities) are those that are provided by the organization and are aimed at motivating performance and maintaining membership.

Intrinsic Rewards:

Intrinsic rewards more focus on certainty and feeling of fairness in addition to other non-compensatory rewards system. Employees have a sense of achievement when performing a task that is recognized by others to be a contribution to the goals or mission of the organization (Lawler, 1986).

According to the above diagram, (Aamir et.al, 2012)

1. Motivation of employees are directly associated with rewards.
2. Higher Extrinsic rewards lead to higher employee’s motivation.
3. Higher Intrinsic rewards lead to higher employee’s motivation.

Training and Motivation methods’ in an organization:

I worked in a leading international advertising agency in Colombo and one of the organizations HRM key pillar’s was Employee training and motivation. Following are few methods the agency followed,

Training:

1. For each business unit an annual training calendar was put in place and based on that team training was done thought the year (internally and externally).
2. By identifying employee individual skills and development in the assigned job role, person specific training and coaching sessions were done (internally and externally- eg: sponsoring an academy level education in a reputed education institute).
3. Foreign training opportunities were offered (eg: employees got an opportunity to attend global advertising forums, regional offices workshops).
4. Internship opportunities with pay allowance (eg: conducting master class sessions for school levers – 3 months course/internship programme and based on performance opportunities to work in the agency).

Motivation:

1. Instant reward schemes for employees (eg: after a client pitch the team who worked on it gets a paid leave, if the pitch is won the team gets a cash incentive).
2. Employee promotions and increments (eg: based on performance twice a year promotions and increments are offered - if an employee get promoted with increment in the beginning of the year, again he/she gets an increment mid-year as well along with the appraisal/evaluation score).
3. Employee work anniversary rewards (eg: for each year an employee complete a customized merchandise is gifted and after the 10th year once in 5 years a gold coin is gifted).
4. Monthly Employee birthday celebrations (eg: once a month the monthly birthday employee have high team with the Managing Director and gifts are give my him, also a TGIF is organized by HR and the months birthdays are celebrated at office with all employees).
5. Bonuses (festival bonuses are given twice a year).
6. ‘Thank you’ Acknowledgment all staff email from the MD (on a monthly basis an email is circulated by the company MD recognizing all employees who had extremely performed during the month).

A nature as such in an organization leads to high employee motivation.

 

Reference List: 

Aamir, JK, AR, OMM 2012, ‘Compensation Methods and Employees’ Motivation’, International Journal of Human Resource Studies, Vol. 2, No. 3, pp.226-228. 

Callahan, J. L. (2010). Constructing a manuscript: Distinguishing integrative literature reviews and conceptual and theory articles. Human Resource Development Review, 9, 300-304.

Catanzaro, TE (2001). 'Compensation & Motivation'. Journal of Veterinary Emergency and Critical Care, 11, 62-65.

Mottaz, C.J. 1988 „Determinants of Organizational Commitment‟, Human Relations, 41(6): 467–482.

Torraco, R. J. (2005). Writing integrative literature reviews: Guidelines and examples. Human Resource Development Review, 4, 356-367.

Wang, Y. (2004) Observations on the Organizational Commitment of Chinese Employees: Comparative Studies of State-Owned Enterprises and Foreign-Invested Enterprises‟,The International Journal of Human Resource Management, 15(4/5): 649–64.