Skills Through Training

Improving People Skills through Training Kovach once stated: "Managing people is an entirely different ballgame than managing processes or managing the manufacturing of a product…People have emotions, and people have issues. Being able to manage that and manage it effectively requires another skill set than the technical piece of the job. That 's specifically important for new managers."
According to McGroy-Dixon, managers are employees who contain higher skills and knowledge, being able to be the leader and representative of a team. Having skills and knowledge is not the only aspects needed to supervise. To be in charge and supervise is not as easy as one may think; it takes levels of handling more than one thing at a time, making decisions, …show more content…
After an employee is hired, managers should go through training, covering all topics, including sensitive or topics that are common sense such as discrimination and sexual harassment, just to fully know policy and regulations. (McGrory-Dixon). To ensure training programs are effective, Mangona first focuses on employees and their satisfaction with their manager. In doing this process, Mangona believes the HR department should partake to accept the training and evaluate the employees that apply the training. Effective training can be useful in as well as outside of the work area. Working together and communicating at work can help team building and group projects outside of work. Good communication is necessary in many cases. Mangona has been put in a situation of not really knowing a fellow employee and which resulted in a work shift being uncomfortable. Once she attended a meeting with a social event after, she was able to feel more comfortable speaking and have conversation with that employee to familiarize and get to know them …show more content…
When these instances are found, they are carefully and objectively analyzed, seeking hard and corroborated evidence to irrefutably document the application and result of the training. Further, there must be adequate evidence that it was the application of the training that led to a valued outcome. If this cannot be verified, it does not qualify as a successful case." Based on what Brinkerhoff has stated, often times, companies lack because they lack training level needed to perform the job. Brinkerhoff suggests the use of Success Case Method to measure the effectiveness that a training program has on their employees, and to see the outcome return of the company through the training program. Beginning his argument in a way, "In today 's globally competitive changing market and constant technological advancement, training is a given." With full agreement, training is not a choice, but a must. Without a training program, managers are left with unproductive employees unknowledgeable of the company tasks, goals, visions, or