'n Motiverende benadering tot opleidings- en bekendstellingsprogramme in 'n inligtingstegnologie omgewing

Abstract

A Motivational approach to training- and initiation programmes in an information technology environment Due to increasing worldwide economical pressures, South African organisations need to continuously improve their productivity. It is thus necessary for the management of organisations to ensure that employees contribute optimally to the success of the organisation as a whole. To enhance employees' performance, it is necessary to train new employees to do the specific work for which they were appointed, effectively. Organisations increasingly use formal induction- and training programmes to meet this need. The question is however, how well do these programmes work? To answer this question, an organisation, (referred to as Organisation A), was used in this study to measure the effectiveness of an existing programme (namely the Structured Training Programme). The first part of this study consisted of a literature study, which focused on aspects which can be used to improve the effectiveness of training programmes in organisations. A questionnaire covering these aspects was developed and was completed by a group of people who have recently completed the Structured Training Programme. The questionnaire's information was statistically analysed. The results of this study, together with the literature study, were used to make suggestions to improve the organisation's current training programme. These suggestions cover aspects that should be improved on a corporate level, as well as aspects that can be improved on the level of the training programme itself. These suggestions included the following: On a corporate level: - Strategic goal setting in the organisation. - Improving the interviewing skills of line management. - Creating a motivational climate.

- Creating an awareness of the training programme at all levels of management. On the level of the training programme: - Making the training programme the responsibility of a specific person. - Aligning the training programme with the strategic goals of the organisation. - Managing the expectations of new employees. - Creating opportunities for feedback on the training programme. - Introducing new employees to the organisation culture. - Creating and reinforcing a motivational climate during the training programme. - Mentorship. - Performance management during the training programme. - Shortening of the duration of the training programme. - Career planning during the training programme. These suggestions, if implemented, will probably contribute to the improvement of the current training programme in Organisation A.