Remedial Training

Remedial Training

Presented by:

Shubhangee Nath

A1802009283

Training

Training needs can generally be classified as either individual or group needs.

Individual needs may relate to orientation (induction) training

initial (basic) training remedial training (to correct perceived faults - this

situation is an alternative to recruiting new staff) refresher training (such as in company policy, safety, fire

drill) or personal development.

Remedial Training: an organization view

Remedial training is defined as training in the elementary skills that every worker must have in order to achieve basic employability.

Remedial training leads to occupational, on-the-job, or customized training that will equip the participant with specific job skills.

Wherever practical, remedial training should be conducted concurrently with the early parts of occupational training.

Employers provide workforce readiness (remedial) training programs to erase deficiencies among their newly hired entrants in skills they expect them to have when hired.

Many employers provide workforce readiness or remedial training to bring their new entrants to speed up

Yet, the majority of companies find these programs to be “moderately” or “somewhat successful”, at best.

Remedial Methods

Remedial training may involve a variety of training methods including:

skills training exercises at the facility, in a laboratory or a simulator, planned lectures, interviews and discussion sessions, and directed self-study.

The method used and the duration of the remedial training should be dictated both by the extent of training required and individual performance

Remedial training at Ministry of defence Singapore

Remedial Training (RT) aims to help NSmen to improve and train effectively for the respective IPPT (individual Physical Proficiency Test) stations.

It caters to the NSmen’s varied needs through the adoption of a motivational and coaching approach to encourage participation and positive learning experience.

With the exception of NSmen who undergo IPT, all NSmen who failed or defaulted their IPPT by the end of their IPPT window have to undergo RT.

They will have to book their RT within 1 month of their new IPPT window and complete their RT by the end of this window. RT is an 8-week non-residential physical training program.

It is conducted in 2 phases:

Phase 1 - 4-week Conditioning Phase where training is conducted twice a week, once on a weekday and once on weekend.

Phase 2 - 4-week Toughening Phase where training is conducted thrice a week, twice on a weekday and once on weekend.

Remedial training: A survey report

Almost Half of the co. Offer Remedial Training Programs to Erase Deficiencies:

Many employers provide workforce readiness training to compensate for remedial deficiencies among new entrants.

Almost half (46.0 percent) of employer respondents provide training to improve new entrants’ workforce readiness.

Reference: research report on The ILL-Prepared U.S. Workforce

Exploring the Challenges of Employer-Provided Workforce Readiness Training

Participants of the survey

The sample of workforce readiness training providers included four industry groups or clusters: manufacturing; financial services; non-financial services; and education, government, and other nonprofits.

Majority of the 97 respondents who provide workforce readiness training (86.2 percent) are from small to mid market

Firms, with less than $1 billion in revenues. Nearly two thirds (63.1percent) are smaller companies with less than $100 million in revenues.

Board of the survey

An advisory board composed of training development specialists from major corporations and other training experts helped design the questionnaire and interpret the survey results.

During the second quarter of 2009, more than 200 U.S. employers responded to the remedial Training survey, commenting on workforce readiness (remedial) training.

Board view on the survey

The majority of the advisory board members believe companies are not providing workforce readiness training because “employers don’t view it as their responsibility”

A view also offered in the 2009 ready to Work survey which showed employers held the educational system as primarily responsible for workforce readiness.

2 Others on the advisory board mention that workforce readiness training was “not a good use of training resources” or “not proven to be cost-effective

Effectiveness of Remedial Training

Responses from the survey suggest a lukewarm endorsement of workforce readiness programs while specific cases reveal more positive evaluations of such training.

Those offering workforce readiness training programs were asked to rate the success of their programs in two ways,

deficient” to an “adequate” level of skill/expertise “adequate” to an “excellent” level of skill/expertise.

Why and How the program is conducted

Some companies provide workforce readiness training because they feel they have no choice—they need entry-level

workers with core basic skills as preparation for further training to advance to managerial positions.

If those who enter lack core skills, they are simply not promotable.

The results were impressive: 80 percent of graduates remain with the company five years after completing the program, and more than 2,500 graduates are still in the company’s workforce serving in 240 different types of jobs, ranging from nuclear pipe welders to senior executives.

Companies that provide remedial training for their new entrants and are reporting some positive results.

These include: Bank of America’s partnership with Year Up, a non-profit organization; CVS Caremark-TJX Companies joint initiative; Harper Industries; Northrop Grumman’s Apprenticeship School; and YUM! Brands.

In addition, American Express is cited as an example of a major corporate employer that does not provide remedial training but has instead taken an alternate route to ensure its new entrants are ready to work.

Reasons for not providing remedial training by few co.

Co. do not invest in remedial training as they believe: Rather than investing in remedial training, the

company focuses its training dollars on ongoing employee development and career advancement opportunities.

The company’s new hiring profile ensures that every new entrant starts work with proven skills

Entrants’ aptitude for teamwork and communication skills and attitude about work are evaluated by the human resources staff.

Thank you