Dear friends,
What is the role of a trainer in any organization? Who is eligible to conduct training? Training and development is one of the HR functions. How is it possible for an HR trainer to know all technical subjects required in an organization?
Kindly enlighten.
Jeyashree KS
From India, New Delhi
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What is the role of a trainer in any organization? Who is eligible to conduct training? Training and development is one of the HR functions. How is it possible for an HR trainer to know all technical subjects required in an organization?
Kindly enlighten.
Jeyashree KS
From India, New Delhi
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First of all, a trainer should have a flair for training. It is essential that they are eligible, which can be achieved by completing a course in L&D. Additionally, having an experienced person to guide and run the training programs within the organization is crucial.
Regards,
Nivi
From United States, Springfield
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Regards,
Nivi
From United States, Springfield
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Hi Nivi, I am also working as L & D Coordinator, Joined recently. Request you to suggest some course for L & D and help us in knowing and learning for the same. Many Thanks & Regards Prasanna.
From India
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From India
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COPC (based on Malcolm Baldrige National Quality Award) has several good practices:
Before promoting a good performer as a team lead/manager, ensure that he/she spends a year or so in the intermediary rank of Trainer. This will have several benefits:
Firstly, good performers do not automatically qualify as good managers.
Secondly, it is a method of tapping into knowledge management in the case of good performers.
Thirdly, a good performer may often resort to shortcuts, i.e., quality may take a backseat versus productivity; therefore, this balance will be set right.
Fourthly, set threshold limits for initiating retraining programs for trainers, old-timers, and managers: mostly, these two categories feel they don't require any training.
Fifthly, ask every team lead/manager to prepare and provide 1-hour training materials every week.
An HR person may or may not have in-depth knowledge of all the processes/technologies in an organization, so let the people who do the job handle it. (Don't feel guilty about doing so.)
Let me know if you need further help.
Suryavrat
From India, Delhi
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45Before promoting a good performer as a team lead/manager, ensure that he/she spends a year or so in the intermediary rank of Trainer. This will have several benefits:
Firstly, good performers do not automatically qualify as good managers.
Secondly, it is a method of tapping into knowledge management in the case of good performers.
Thirdly, a good performer may often resort to shortcuts, i.e., quality may take a backseat versus productivity; therefore, this balance will be set right.
Fourthly, set threshold limits for initiating retraining programs for trainers, old-timers, and managers: mostly, these two categories feel they don't require any training.
Fifthly, ask every team lead/manager to prepare and provide 1-hour training materials every week.
An HR person may or may not have in-depth knowledge of all the processes/technologies in an organization, so let the people who do the job handle it. (Don't feel guilty about doing so.)
Let me know if you need further help.
Suryavrat
From India, Delhi
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Hi Jeyashree,
Training and development as an HR function doesn't necessarily mean conducting trainings. It also means facilitating training.
As HR, your role (facilitating training) would be:
- Identifying training needs
- Identifying competent trainers (may be within the organization or outside the organization)
- Making a training calendar
- Ensuring training takes place as per schedule with maximum participation
- Taking feedback on training programs
- Checking the effectiveness of training
Generally, training/learning is part of HR functions, but in large organizations, it is a separate department, e.g., IT companies, BPOs, etc.
For technical trainings, obviously, HR is not the competent trainer (unless you are an expert in that technical subject). You can have someone from the organization, maybe at a senior level who knows the subject well for the technical trainings or have someone competent from outside.
Hope your questions are answered!
Regards,
Richa
From Ireland, Limerick
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Training and development as an HR function doesn't necessarily mean conducting trainings. It also means facilitating training.
As HR, your role (facilitating training) would be:
- Identifying training needs
- Identifying competent trainers (may be within the organization or outside the organization)
- Making a training calendar
- Ensuring training takes place as per schedule with maximum participation
- Taking feedback on training programs
- Checking the effectiveness of training
Generally, training/learning is part of HR functions, but in large organizations, it is a separate department, e.g., IT companies, BPOs, etc.
For technical trainings, obviously, HR is not the competent trainer (unless you are an expert in that technical subject). You can have someone from the organization, maybe at a senior level who knows the subject well for the technical trainings or have someone competent from outside.
Hope your questions are answered!
Regards,
Richa
From Ireland, Limerick
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Hi Richa,
Thank you so much for your lucid reply. All my questions have been answered. I am actually a rehabilitation manager, but since HR managers generally are not aware of this field, I am trying to get the answers and apply them in my work situation.
Warm regards,
Jeyashree
From India, New Delhi
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Thank you so much for your lucid reply. All my questions have been answered. I am actually a rehabilitation manager, but since HR managers generally are not aware of this field, I am trying to get the answers and apply them in my work situation.
Warm regards,
Jeyashree
From India, New Delhi
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Hi, Can anybody tell, How to councell a training seeker or a certification seeker? Arpita.
From India, Baruipur
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From India, Baruipur
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