Training and Development
In today’s business world, companies looking to improve their profits and increase productivity are constantly looking for ways to boost employee performance and effectiveness. Skills development and training programs help organizations achieve these corporate objectives and enhance their overall corporate culture. “Once training requirements have been identified using needs analyses, training objectives and priorities can be established by a “gap analysis,” which indicates the distance between where an organization is with its employees capabilities and where it needs to be” (Mathis, R. & Jackson, J. 2011, p. 178). A ...view middle of the document...
The recruiting battalion’s training challenge is to optimize and support training in schools, training in colleges, and self-development training to produce a recruiting force capable of mission accomplishment across the spectrum of recruiting operations. Training is defined as the acquisition of knowledge, skills, and competencies as a result of the teaching of vocational or practical skills and knowledge that relate to specific useful competencies. Training has specific goals of improving one's capability, capacity, productivity and performance. A team leader has two major training responsibilities: develop Soldiers/leaders for future responsibilities and prepare the recruiting team to accomplish the assigned mission. Recruiters require frequent evaluation and refresher/sustainment training to maintain their sales skills and to ensure adherence to proven techniques. State Recruiting Commander’s should include refresher subjects in each monthly meeting. They also should schedule periodic training and evaluation through visits by the senior leaders. The Recruiters Soldier’s Manual and Trainer’s Guide will help accomplish these objectives. The job manual will help to determine the frequency of each task summaries provide an evaluation guide for each task. Recruiter evaluations may also show the need for the recruiters to return to the basic qualification course at the Recruiting and Retention School located in Little Rock, AR.
I would develop a program that increases productivity in poor performing recruiters while educating them extensively on education benefits. The duties of the recruiting force require training strategies that are different from what others will encounter in the military. Most recruiters work independently of other recruiters so team leaders must be able to quickly identify training needs, along with determining the best available means to correct deficiencies. “The most common type of training at all levels in an organization is on-the-job training (OJT) because it is flexible and relevant to what employees do” (Mathis, R. & Jackson, J. 2011, p. 268). Depending upon the conclusions drawn from the analysis, supervisors should be able to provide training to correct deficiencies and increase productivity which is enlisting applicants into the Army National Guard. Almost all recruiter training is conducted individually because the geographic distribution of recruiting personnel does not permit frequent or group training without adversely affecting the mission. The training program will consist of five steps: Identifying goals, creating a schedule, mentoring, communicating effectively, and tracking progress.
Identify Goals: It’s hard to be successful without knowing exactly what you’re trying to achieve and every recruiter should know that’s enlistments for the Army National Guard. That’s why performance meetings to determine the organizations needs are important. In this line of work, recruiters...