I would be interested to know few suggestion on training needs in the pharma industry.
From India, Thane
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From India, Thane
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Collect individual training needs from filled appraisal forms, observations from their immediate seniors, and findings at critical times of their respective roles. Ready-made training programs do not provide much help to the organization and the individual skills gap.
Please let me know if you need further assistance.
From India, undefined
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95Please let me know if you need further assistance.
From India, undefined
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Dear Sheeba,
The subject has been discussed in this forum over and over. Earlier, I had given an exhaustive reply to a similar query. Please check the following link to refer to it: https://www.citehr.com/523786-traini...ml#post2222367
About Pharma Companies: Each industry has its own idiosyncrasy and takes a lopsided view of employee training. Your industry is no different. All that matters in your industry is to train the medical representatives, and beyond that, nothing else. Instead of focusing on individual needs, you may focus on the organization's needs. Therefore, concentrate on the following:
1. Reduction in Inventory in Days (or Inventory Carrying Cost) because of the training.
2. Reduction in credit cycle because of the training. Instead of this ratio, you may measure the reduction in Cash to Cash Cycle (C to C) Ratio as well.
3. Reduction in Distribution Cost because of the training.
4. Reduction in sales cost because of the training.
Training Needs Analysis: Taking the above costs as the base, identify the skills needed among the employees and train them. On completion of the training, measure whether the cost was reduced or not. If not, find out what went wrong and the corrective measures. What I have proposed here is off the beaten track. Hardly any HR professional does this. However, if you do this, you will be able to measure the training effectiveness and establish your credibility.
For Mr. RK Singh: The approach that you have suggested is dated. Because of this approach, it becomes difficult to measure the training effectiveness. If individual employees were that intelligent to understand their deficiencies or shortcomings, they would have overcome these through self-learning, and no training would be required. However, that does not happen. Because of the focus on individuals instead of the organization, today we have a situation where hardly any HR or Training Manager is in a position to provide evidence of training effectiveness.
Thanks,
Dinesh Divekar
From India, Bangalore
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The subject has been discussed in this forum over and over. Earlier, I had given an exhaustive reply to a similar query. Please check the following link to refer to it: https://www.citehr.com/523786-traini...ml#post2222367
About Pharma Companies: Each industry has its own idiosyncrasy and takes a lopsided view of employee training. Your industry is no different. All that matters in your industry is to train the medical representatives, and beyond that, nothing else. Instead of focusing on individual needs, you may focus on the organization's needs. Therefore, concentrate on the following:
1. Reduction in Inventory in Days (or Inventory Carrying Cost) because of the training.
2. Reduction in credit cycle because of the training. Instead of this ratio, you may measure the reduction in Cash to Cash Cycle (C to C) Ratio as well.
3. Reduction in Distribution Cost because of the training.
4. Reduction in sales cost because of the training.
Training Needs Analysis: Taking the above costs as the base, identify the skills needed among the employees and train them. On completion of the training, measure whether the cost was reduced or not. If not, find out what went wrong and the corrective measures. What I have proposed here is off the beaten track. Hardly any HR professional does this. However, if you do this, you will be able to measure the training effectiveness and establish your credibility.
For Mr. RK Singh: The approach that you have suggested is dated. Because of this approach, it becomes difficult to measure the training effectiveness. If individual employees were that intelligent to understand their deficiencies or shortcomings, they would have overcome these through self-learning, and no training would be required. However, that does not happen. Because of the focus on individuals instead of the organization, today we have a situation where hardly any HR or Training Manager is in a position to provide evidence of training effectiveness.
Thanks,
Dinesh Divekar
From India, Bangalore
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Copy of TRAINING NEED IDENTIFICATION FORMAT.doc
Training Needs Identification Form.xls