No, training alone is not enough. This is because training alone is not enough to create lasting change without vital link towards a person in a real situation. That vital link is a strong coaching program (Villegas, 2006) [3].Besides that, training does not address mindset in handling some particular skills that is needed. Training is quite different from real life situation that is crucial for a person to understand things that should be done in the real world. Instead, real life situation or hands on should be provided so that in the future adaptation to the real life situation would be better. Training is more to guidance to solve a problem; just like a guidebook or a manual. Training is usually straight to the point and does not necessary cover all the scopes or all the situations that might happen. In this case, the trainees will not know whether what they have learned in training can be used when a real problem occur. Although training does provide the trainees with basic what to do and what not to do, it does not provide lasting impression and lesson learnt to them. For example, training can be thought as a lecture class. Student that excels in their lessons does not necessarily can adapt well in real life situation. Although the student understands what the lesson is about and everything about it, they cannot follow what they have learned blindly in the book. Instead, they need to adapt to the organization culture by instilling creative problem solving through experiences they have had before this. In this example, co-operative placement can be thought as a platform for them to apply what they have learned and know the correct thing to do in different situations. In my opinion, coaching can be another option because it is a process of interacting with people in a way that teach them to produce good results. Observation or workshop can also be done to expose the situation to them. Besides of all the reasons, training alone does not provide enough self empowerment. Usually, they need to be delegated to get things done and this will usually slow down the processes because in every step of the work they are assigned to, they are afraid to make any decision and need to consult their superior in small little things. Training does provide knowledge but the knowledge that cannot be found anywhere is the self experience itself.
4. The ‘Biomass Information Service and Awareness Enhancement Program’ consists of a number ‘sub-projects’ (i.e. Biomass Energy Technologies, Technologies Applications Database, Training Courses, Technology Information Exchange Services, etc.). If you were the Project Manager, how would you develop the work breakdown structure? Explain in details, whether it would be organized by product or phase with supporting diagram.
Workbreak down structure organized in phases diagram :
A work breakdown structure is a results-oriented family tree that captures all the work of a project in an organized way(Chapman.J,2004) [1]. It is often portrayed graphically or in a hierarchical tree. If I was the Project Manager, I would link the activities to the outputs. It would be organized by phases because the activities which are the sub-projects to the outputs are the process involved. The work breakdown structure is phase oriented consisting of the tasks and activities element in it. When a project involves a series of processes or tasks, a phase oriented work breakdown structure is more appropriate because it involves completion of major tasks in sequence as the project evolves over time (Venkataraman.R, n.d.) [2]. Besides that, in this project the tasks can be outlined to the lowest level, which are the work activities that are to be scheduled and resourced (Venkataraman.R, n.d.) [2]. This project defines the phases or processes that need to be completed in order to deliver the outputs. The WBS developed can help the project manager to know the cost, time, scope, and even recognize the risks that might occur as a WBS is the foundation or project planning.
References :
[1] Chapman.J(2004) Work breakdown structure(WBS). Retrieved July 26 from World Wide
Web: http://www.hyperthot.com/pm_wbs.htm
[2] Venkataraman.R (n.d.) Cost and value management. Retrieved July 26,2009 from World
Wide Web : http://books.google.com.my/books?id=_Rd40wu9YvoC
&lpg=PA34&pg=PA34
[3] Villegas.R & Villegas.J (2006) Training is not enough. Retrieved July 25,2009 from World
Wide Web : http://www.saipantribune.com/newsstory.aspx?newsID=62172&cat=3
No comments:
Post a Comment