In today's business scenario, is it possible to completely outsource training & development function ? Will it make a business sense? Also how do you think can training & development department assist the business requirements under this recession period?
From United Arab Emirates, Dubai
5From United Arab Emirates, Dubai
This is just the right time to train/ develop people in the organization. When the business goes full throttle, many a times the focus shifts from people development to business development.
However, training outsourcing decision depends on lot of factors - starting with the size of the organization, size of target audience, organization culture and philosophies, organizational readiness, etc.
Considering Taj Group of hotels, you would need to do an anlaysis on WHY you want to outsource function like training? What is the driving factor - cost, development, measurement of effectiveness or IDP? Also which elemnt of training do you wish to outsource - content, trainer, assessment or the process itself?
During recession, Training & Development would help you in engaging people in productive work, prepare for the upturn, manage employee morale, competency expansion, etc.
All of the above may seem simple english - each one of them is a well thought of long drawn process that needs deep brainstorming.
We can continue to have such ideas posted here. I don't want to put in copied text from internet and hope no one else does it. Lets hear it from people around and see what they can share from their experiences.
Right dude?
From India, Delhi
However, training outsourcing decision depends on lot of factors - starting with the size of the organization, size of target audience, organization culture and philosophies, organizational readiness, etc.
Considering Taj Group of hotels, you would need to do an anlaysis on WHY you want to outsource function like training? What is the driving factor - cost, development, measurement of effectiveness or IDP? Also which elemnt of training do you wish to outsource - content, trainer, assessment or the process itself?
During recession, Training & Development would help you in engaging people in productive work, prepare for the upturn, manage employee morale, competency expansion, etc.
All of the above may seem simple english - each one of them is a well thought of long drawn process that needs deep brainstorming.
We can continue to have such ideas posted here. I don't want to put in copied text from internet and hope no one else does it. Lets hear it from people around and see what they can share from their experiences.
Right dude?
From India, Delhi
Outsourcing or conducting the training programmes in-house not an issue. A training manager is responsible for maintaining and upgrading the skills inventory of the employees. Now this upgrading is a major challenge whether you do the training programmes in-house or out-house.
If you conduct the training programme in-house, you conduct it because you have no option than using the services of the person available at hand. What is the criteria on which you certify that trainer? Your success depends on the yardstick of your measurement. On the flip side, in-house trainers often take quite blinkered view because of the limited exposure to various industries.
Secondly, your industry is famous for giving lop-sided importance to "Verbal Communication Skills". Few trainers are smart enough to camouflage their deficiency by using their good communication skills and there is every possibility for average hospitality manager to fall prey to his/her game.
Following are the excerpts of the interview of Dr Srinivas Kandula published in "Business Line" on 06 Oct 2008:
What is your view on communication as a tool?
Communication has been the most misused and misunderstood mechanism or system within an organisation. Most of our organisations are biased towards those who are supposed to have good communication. Good communication does not mean good performance. Often, the so-called good communication results in dysfunctional implications for organisation. A person with good communication will very quickly be able to create within the company an image of what he is not. Some of the organisations have gone to the extent of equating performance with communication capabilities.
You can click here to read the complete interview. Really it is very good.
If you outsource the training programme, the training company should understand your business needs well. The needs should be translated into the actual training. But most of the training companies if not all, in turn outsource training programme freelance trainers. This forces needy business organisation to deal with third-party but the credit is grabbed by the training company.
Whether you conduct the training programme in-house or out-house, you should be absolutely clear about the change that you wanted bring out. Failure is on the either side. Success of training depends on:
a) Your management
b) Your Superior Managers
c) Your Organisation Culture
d) Participants and
e) The person who trains
I had written article in Deccan Herald "Why Employee Training Fails?". You can <link outdated-removed> to read the article.
From India, Bangalore
If you conduct the training programme in-house, you conduct it because you have no option than using the services of the person available at hand. What is the criteria on which you certify that trainer? Your success depends on the yardstick of your measurement. On the flip side, in-house trainers often take quite blinkered view because of the limited exposure to various industries.
Secondly, your industry is famous for giving lop-sided importance to "Verbal Communication Skills". Few trainers are smart enough to camouflage their deficiency by using their good communication skills and there is every possibility for average hospitality manager to fall prey to his/her game.
Following are the excerpts of the interview of Dr Srinivas Kandula published in "Business Line" on 06 Oct 2008:
What is your view on communication as a tool?
Communication has been the most misused and misunderstood mechanism or system within an organisation. Most of our organisations are biased towards those who are supposed to have good communication. Good communication does not mean good performance. Often, the so-called good communication results in dysfunctional implications for organisation. A person with good communication will very quickly be able to create within the company an image of what he is not. Some of the organisations have gone to the extent of equating performance with communication capabilities.
You can click here to read the complete interview. Really it is very good.
If you outsource the training programme, the training company should understand your business needs well. The needs should be translated into the actual training. But most of the training companies if not all, in turn outsource training programme freelance trainers. This forces needy business organisation to deal with third-party but the credit is grabbed by the training company.
Whether you conduct the training programme in-house or out-house, you should be absolutely clear about the change that you wanted bring out. Failure is on the either side. Success of training depends on:
a) Your management
b) Your Superior Managers
c) Your Organisation Culture
d) Participants and
e) The person who trains
I had written article in Deccan Herald "Why Employee Training Fails?". You can <link outdated-removed> to read the article.
From India, Bangalore
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