I recently got promoted as the training manager of a medium-sized company and have little training experience. The department that I am in is the client relations center.
I do not know where to start; I have a lot of ideas but nothing concrete. I'd like to know how to get the ball rolling, where to start, and what to do. Any advice would be appreciated!
Thanks in advance.
From United Arab Emirates, Dubai
2I do not know where to start; I have a lot of ideas but nothing concrete. I'd like to know how to get the ball rolling, where to start, and what to do. Any advice would be appreciated!
Thanks in advance.
From United Arab Emirates, Dubai
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You can start by creating a vision for one year vis-a-vis your KRAs. I hope you have been given your KRAs and you are clear about them.
The next step could be to make SOPs for all the processes and set metrics for all the activities.
From India, Delhi
The next step could be to make SOPs for all the processes and set metrics for all the activities.
From India, Delhi
I have not been given any. I have started that along with other projects. There is literally no guideline regarding the needs of the company. The company is expanding fast and into different territory, and clear targets have not been set.
Is there anything you could recommend, or anyone here?
From United Arab Emirates, Dubai
Is there anything you could recommend, or anyone here?
From United Arab Emirates, Dubai
Hi,
If you have to start from scratch, first adopt a PMS, and then begin the T&D procedures as usual. This is the right time to set up the new systems since your concern is the growing stage.
Regards,
Gayathry Depalley
HRM Consultant & Trainer
Chennai
Ph: 9578453243
From India, Karaikal
If you have to start from scratch, first adopt a PMS, and then begin the T&D procedures as usual. This is the right time to set up the new systems since your concern is the growing stage.
Regards,
Gayathry Depalley
HRM Consultant & Trainer
Chennai
Ph: 9578453243
From India, Karaikal
Hi Mr. Anonymous!
Congratulations on your new assignment. I am happy to see your interest in taking things forward.
On a practical note, to start, try speaking with the managers and peers to understand their needs and expectations from the employees. In the initial stage, many meetings with people are required to have a basic understanding.
Regards,
Kavitha
From India, Chennai
Congratulations on your new assignment. I am happy to see your interest in taking things forward.
On a practical note, to start, try speaking with the managers and peers to understand their needs and expectations from the employees. In the initial stage, many meetings with people are required to have a basic understanding.
Regards,
Kavitha
From India, Chennai
Hi Gayathry_depalley and Jekavitha,
Thank you for your support and advice. I've done the following:
a. Spoke to the managers to get a clear objective for the TD.
b. Will stop conducting training for training sake.
c. Will start reviewing employees' performance and knowledge.
Is there an important step I am missing?
From United Arab Emirates, Dubai
Thank you for your support and advice. I've done the following:
a. Spoke to the managers to get a clear objective for the TD.
b. Will stop conducting training for training sake.
c. Will start reviewing employees' performance and knowledge.
Is there an important step I am missing?
From United Arab Emirates, Dubai
1. Do a TNA, float a questionnaire.
2. Review last year's appraisal.
3. Have discussions with HoDs, take their feedback on programs.
4. Study your organization's competencies, vision, and value statements, and design your program modules.
5. Create a mid-year budget as of now and get it approved by the CEO.
6. Once approved, identify the most suitable internal/external trainers.
From India, Mumbai
2. Review last year's appraisal.
3. Have discussions with HoDs, take their feedback on programs.
4. Study your organization's competencies, vision, and value statements, and design your program modules.
5. Create a mid-year budget as of now and get it approved by the CEO.
6. Once approved, identify the most suitable internal/external trainers.
From India, Mumbai
Nm2000_in has replied aptly.
I would add that training and development is very important; however, it is effective only when the RoI is measured. You should incorporate evaluation after training by HoD to observe improvement in working, obtain a training report from attendees upon training completion. In my experience, the most effective method is to have employees conduct internal seminars for other relevant employees on the same subject. This ensures effective utilization of the training budget and spreads knowledge widely. Additionally, the employees' understanding of the training, communication skills, and confidence to speak in front of an audience can also be evaluated.
From India, Mumbai
I would add that training and development is very important; however, it is effective only when the RoI is measured. You should incorporate evaluation after training by HoD to observe improvement in working, obtain a training report from attendees upon training completion. In my experience, the most effective method is to have employees conduct internal seminars for other relevant employees on the same subject. This ensures effective utilization of the training budget and spreads knowledge widely. Additionally, the employees' understanding of the training, communication skills, and confidence to speak in front of an audience can also be evaluated.
From India, Mumbai
All good advice guys in a nut shell
First thing you need to do is a ‘’Training Needs Analysis’’
Carry out an evaluation of the training requirement of your company remembering to use the Training Cycle
1. Identified your training needs
2. Design & Development of the Training Programmes
3. Delivery of Training
4. Evaluation
Use evaluation to Identified your training needs gaps to improve in your training programme.
Then start from the beginning of the Training Cycle > Identified your training needs> Design & Development of the Training Programme> Delivery of Training> Evaluation keep going round and round the Training Cycle .
Your job as training manager is to manage the Training Cycle keep improving and up dating and developing you company and staff.
Use Kirkpatrick Training Evaluation Method Levels 1 to 4 and 5
Level 1 Reaction
Testing the initial reactions of the participants to the programme. It is important that we gain favourable reaction in order that participants are motivated to learn.
Potential ways this could be tested:
• Programme evaluation sheet
• Face to face interviews
• General participant comments throughout the programme
Level 2 Learning
Measures the extent to which participants are learning in line with programme objectives such as increase in skill or knowledge, change of attitude and / or behaviour, early application of new learning.
Potential ways this could be tested:
• Individual pre-and post programme tests for comparisons
• Observations and feedback by tutors, line manager and / or peers
• Assessment of action based learning such as role-plays and work-based projects.
Level 3 Behaviour
Measures the extent to which a change in behaviour has occurred, as a result of the programme.
Potential ways this could be tested:
• Individual pre-and post-programme tests or surveys
• Observations and feedback from others
• Focus groups to gather quick useful information and knowledge sharing
• Face to face interview
Level 4 Results
Measures the final results that have been achieved because of the learning acquired form the programme. Includes final evaluation of the programme objectives. Potential indicators:
Tangible Results
• Reduced Costs: More Level 5 ROI
• Increased Sales: More Level 5 ROI
• Increased Profitability: More Level 5 ROI
• Reduction in employee turnover over a set period
In-Tangible Results
• Positive Change in management style
• Increase in engagement levels of direct reports
• Positive Change in general behaviour
• Favourable feedback from peers, subordinates, customers.
Level 5 ROI Return on Investment
Tangible Results
Example One Health & Safety
Reduced Costs
Example Two having properly employees
Increased Sales
Increased Profitability
Reduced Costs
Level 5 ROI Return on Investment
Example One Health & Safety
Health & Safety has come a longways in the past 40 year proper trained work force helps the Return on Investment by reducing the cost of: (From UK Health and Safety Executive)
• Pain, suffering and distress to the victim and family
• Distress to colleagues
• Loss of output
• Cost of damage to plant, materials etc
• Cleaning up after the accident
• Extra overtime
• Recruiting/hiring a replacement worker
• Investigating cause and preventing repeats
• Changes in insurance premiums
• Legal costs/fines
• Loss of goodwill from work force and customers
Level 5 ROI: A corporation that has a bad safety record, and / or untrained staff will have to pay more costs i.e. insurance premiums, legal costs, finds, wages etc. Money and costing is a big issue within most industries, training must show effeteness!
Level 5 ROI Return on Investment
Example Two having properly trained employees / Management will lead to In-Tangible Results i.e.
• Positive Change in management style
• Increase in engagement levels of direct reports
• Positive Change in general behaviour
• Favourable feedback from peers, subordinates, customers.
• Good in-tangible results will lead to following benefits:
• More efficient working procedures leading to reduced costs
• Increased customer satisfaction
• Increased repeat and referral customer traffic
• Increased revenues
• Increased profits
Vary Basic I know but it will get you started
Hope this help !
Stay Safe
From Singapore
First thing you need to do is a ‘’Training Needs Analysis’’
Carry out an evaluation of the training requirement of your company remembering to use the Training Cycle
1. Identified your training needs
2. Design & Development of the Training Programmes
3. Delivery of Training
4. Evaluation
Use evaluation to Identified your training needs gaps to improve in your training programme.
Then start from the beginning of the Training Cycle > Identified your training needs> Design & Development of the Training Programme> Delivery of Training> Evaluation keep going round and round the Training Cycle .
Your job as training manager is to manage the Training Cycle keep improving and up dating and developing you company and staff.
Use Kirkpatrick Training Evaluation Method Levels 1 to 4 and 5
Level 1 Reaction
Testing the initial reactions of the participants to the programme. It is important that we gain favourable reaction in order that participants are motivated to learn.
Potential ways this could be tested:
• Programme evaluation sheet
• Face to face interviews
• General participant comments throughout the programme
Level 2 Learning
Measures the extent to which participants are learning in line with programme objectives such as increase in skill or knowledge, change of attitude and / or behaviour, early application of new learning.
Potential ways this could be tested:
• Individual pre-and post programme tests for comparisons
• Observations and feedback by tutors, line manager and / or peers
• Assessment of action based learning such as role-plays and work-based projects.
Level 3 Behaviour
Measures the extent to which a change in behaviour has occurred, as a result of the programme.
Potential ways this could be tested:
• Individual pre-and post-programme tests or surveys
• Observations and feedback from others
• Focus groups to gather quick useful information and knowledge sharing
• Face to face interview
Level 4 Results
Measures the final results that have been achieved because of the learning acquired form the programme. Includes final evaluation of the programme objectives. Potential indicators:
Tangible Results
• Reduced Costs: More Level 5 ROI
• Increased Sales: More Level 5 ROI
• Increased Profitability: More Level 5 ROI
• Reduction in employee turnover over a set period
In-Tangible Results
• Positive Change in management style
• Increase in engagement levels of direct reports
• Positive Change in general behaviour
• Favourable feedback from peers, subordinates, customers.
Level 5 ROI Return on Investment
Tangible Results
Example One Health & Safety
Reduced Costs
Example Two having properly employees
Increased Sales
Increased Profitability
Reduced Costs
Level 5 ROI Return on Investment
Example One Health & Safety
Health & Safety has come a longways in the past 40 year proper trained work force helps the Return on Investment by reducing the cost of: (From UK Health and Safety Executive)
• Pain, suffering and distress to the victim and family
• Distress to colleagues
• Loss of output
• Cost of damage to plant, materials etc
• Cleaning up after the accident
• Extra overtime
• Recruiting/hiring a replacement worker
• Investigating cause and preventing repeats
• Changes in insurance premiums
• Legal costs/fines
• Loss of goodwill from work force and customers
Level 5 ROI: A corporation that has a bad safety record, and / or untrained staff will have to pay more costs i.e. insurance premiums, legal costs, finds, wages etc. Money and costing is a big issue within most industries, training must show effeteness!
Level 5 ROI Return on Investment
Example Two having properly trained employees / Management will lead to In-Tangible Results i.e.
• Positive Change in management style
• Increase in engagement levels of direct reports
• Positive Change in general behaviour
• Favourable feedback from peers, subordinates, customers.
• Good in-tangible results will lead to following benefits:
• More efficient working procedures leading to reduced costs
• Increased customer satisfaction
• Increased repeat and referral customer traffic
• Increased revenues
• Increased profits
Vary Basic I know but it will get you started
Hope this help !
Stay Safe
From Singapore
Kirkpatrick Training Evaluation Method
Probably the most well known framework for classifying areas of evaluation is the tried and tested four-level model developed by Donald Kirkpatrick and is arguably the most widely used approach in the training evaluation arena today.
Kirkpatrick’s model provides a conceptual framework to assist to assist in determining what data should be collected for the evaluation purposes. This data collection and evaluation process must be planned as part of the design and development segment of lesson preparation. Otherwise, it is possible to miss an opportunity to collect data which is needed for evaluation process.
From Singapore
Probably the most well known framework for classifying areas of evaluation is the tried and tested four-level model developed by Donald Kirkpatrick and is arguably the most widely used approach in the training evaluation arena today.
Kirkpatrick’s model provides a conceptual framework to assist to assist in determining what data should be collected for the evaluation purposes. This data collection and evaluation process must be planned as part of the design and development segment of lesson preparation. Otherwise, it is possible to miss an opportunity to collect data which is needed for evaluation process.
From Singapore
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