Special Report

3 Questions

Donna E. Ledgerwood is an associate professor of human resources management at the College of Business at the University of North Texas. She has expertise in all areas of human resource management, including affirmative action, the Americans with Disabilities Act, equal employment opportunity laws and preventing discrimination lawsuits. Ledgerwood is the former president of the Southern Management Association and Southwest Academy of Management.

Q. What type of continuing education should companies focus on in today’s economy?

Education should be organization- and job-related. Technology is changing so quickly that companies could have a full-time employee just discovering the various technologies and interactive applications. Companies should also listen to what the employees say they need. This practice has been one epitomized by Southwest Airlines. When an employer is responsive to what employees identify as important to them personally and professionally, the employees increase their commitment and loyalty.

Q. How can a company determine effective training techniques to maximize education dollars?

Job-relatedness is the key. Learning theory is fine for researchers and academics. However, businesses are having a difficult time surviving. Many films are available from governmental agencies like Occupational Safety and Health Administration for free. You can also find a lot of training materials through online sources or professional organizations like the American Society for Training and Development.

Q. How can a business form a successful training regimen?

There are four components to a successful training regimen. Support from the CEO is critical. If the most influential leaders command the need for training to solve organizational problems, those down the pecking order will pay more serious attention and will be likely to have greater support for the training and development efforts. Without this support, the impetus could wane. Next, a good trainer is essential. Some people know their stuff and are experts in their field or on the topic. However, lots of good knowledge does not necessarily mean a great training session. Third, trainees need motivation to learn. While academics talk a lot about pedagogy, andragogy (learning structured for adults) is important, too. Finally, the material to be learned can’t be dry.