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Trainee pilot's maiden voyage ends in disaster! Here's how to ensure your company's training efforts don't crash and burn

by , 08 July 2013
Breaking news has revealed that the pilot of the San Francisco plane crash over the weekend was still in training. This accident highlights just how dire the consequences of getting your company's training wrong can be. Here's how to spot and avoid the most common training mistakes...

The Huffington Post has revealed that a trainee was piloting the plane during Saturday's San Francisco plane crash. Though Pilot Lee Kang-Kook had plenty of flying experience, he had logged less than fifty hours on the Boeing 777.

During his maiden voyage to San Francisco on Saturday, Lee crashed the plane and instantly became the poster-boy for bad training.

Don't join him!

The Practical Guide to Human Resources Management suggests plugging these common holes in your company's training structure…

The most common training mistakes and how to fix them
Training mistake #1: Training only those employees who ask for it, and leaving the rest behind
How to fix it: Bring up training during appraisals and discuss every single employee's training needs with them. Not everyone is keen to get more training, so it's up to you as a manager to explain the benefits your employee will gain from further training.
Training mistake #2: There's no way to measure how effective the training was
How to fix it: Use a formal test or informal indicator to judge whether the training has improved performance. This was likely the training pitfall that contributed to the San Francisco plane crash – just because employees go through training, doesn't mean the training is effective. Always measure the returns of any training you give your employees.
Training mistake #3: You train up an employee who leaves the company soon afterwards
How to fix it: Make a work-back contract with employees who go on costly or extensive training. These contracts usually entail that the employee must stay at the company for a set period of time after training. If the employee must move on before the work-back period is over, he's responsible for paying back a portion (or the full cost) of the training costs to your company.

If you avoid these common training pitfalls, you can keep your training efforts flying high while keeping costs low.

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