Training of parts leads to training of the whole

Once upon a time, a company wanted to train its
employees with respect to a new job function. Company
training usually consists of several aspects. Most companies
start with presentations, moving on to classroom training
and finally, a short course of on-site training. Thereafter, the
trained employees are put into the actual roles that they were
trained for.

A CEO of a company found that in spite of all this, the
employees were not sufficiently trained to perform their
roles effectively. The trainers suggested that it was due to
lack of experience and with more experience, the employees
would function better. However, the CEO was not satisfied
and the consultancy of a consultant was sought.

The consultant focused only on on-site training. He
segregated the job function into small tasks and trained each
employee with one specific task only. Then after few days,
he switched their tasks and the employees learned new tasks
on-the-go. Again, after few days, he switched the tasks. This
switching of tasks went on until all the employees,
performed all the tasks, of the entire job function.

As the training was on-site, the employees learned by
handling real situations and had thereby, gained real
experience in all the tasks. In about two months, all the
employees were fully trained, to handle any task pertaining to
their job function.

Excerpt from the book “Once Upon A Time: 100 Management Stories” by Rajen Jani


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