You have got a lot of suggestions. Please use, but along with that:
1. Forget that you are new to this role.
2. Go by your gut as to what will work in your organization, what won't work, and what may work.
All the best,
J. Srinivasan
DGM- Training
S&N Hayakawa Enterprises
9445636855 / 9940520654
From India, Bangalore
Acknowledge(0)
Amend(0)
141. Forget that you are new to this role.
2. Go by your gut as to what will work in your organization, what won't work, and what may work.
All the best,
J. Srinivasan
DGM- Training
S&N Hayakawa Enterprises
9445636855 / 9940520654
From India, Bangalore
Acknowledge(0)Amend(0)
Dear Friend
"Learning & Development" is a science. There are principles, theories and processes. Its knowledge domain falls in Psychology. Human development, Sociology, Organizational Behaviour, Business Administration and Human Resource Management.
It’s not an activity, it’s a strategic intervention.
There is a challenge for you to "drink dip" -acquire the knowledge and then make efforts to build the skills required for an L&D professional.
May pl. read my article which was published in one magazine few years back.
Regards
Shailesh Parikh
Vadodara, Gujarat
99 98 97 10 65
From India, Mumbai
Acknowledge(0)Amend(0)
"Learning & Development" is a science. There are principles, theories and processes. Its knowledge domain falls in Psychology. Human development, Sociology, Organizational Behaviour, Business Administration and Human Resource Management.
It’s not an activity, it’s a strategic intervention.
There is a challenge for you to "drink dip" -acquire the knowledge and then make efforts to build the skills required for an L&D professional.
May pl. read my article which was published in one magazine few years back.
Regards
Shailesh Parikh
Vadodara, Gujarat
99 98 97 10 65
From India, Mumbai
Acknowledge(0)Amend(0)
Dear Anonymous,
A lot of ideas are being shared, along with a few methods. The important aspects I found in the post were Training Needs Analysis and Training Content Development. Don't worry if you are not from the training department; however, you need to develop creative thinking if that is lacking. In my opinion, the best way to analyze training needs is to ask employees about the difficulties they face. Some may express it, while others may not. You could also inquire how they handle an irate customer, considering you work in a customer relationship center. Training on soft skills might be a top priority. You require practical tools in the form of training content. Once identified, this site offers many interesting presentations, or you can search on Google. Drawing parallels from your experience in other departments, you can assist them and stimulate their thinking. If you aim to be an outstanding trainer, focus on helping them learn rather than just teaching, by ensuring their active participation. During training, ask for their views on the theme of the slides without revealing them. Guide the session and summarize the discussion, which should then be displayed on the slide. Repeat this process for all slides. Additional procedures and tips can be found in previous posts.
All the best.
From India, Mumbai
Acknowledge(0)Amend(0)
A lot of ideas are being shared, along with a few methods. The important aspects I found in the post were Training Needs Analysis and Training Content Development. Don't worry if you are not from the training department; however, you need to develop creative thinking if that is lacking. In my opinion, the best way to analyze training needs is to ask employees about the difficulties they face. Some may express it, while others may not. You could also inquire how they handle an irate customer, considering you work in a customer relationship center. Training on soft skills might be a top priority. You require practical tools in the form of training content. Once identified, this site offers many interesting presentations, or you can search on Google. Drawing parallels from your experience in other departments, you can assist them and stimulate their thinking. If you aim to be an outstanding trainer, focus on helping them learn rather than just teaching, by ensuring their active participation. During training, ask for their views on the theme of the slides without revealing them. Guide the session and summarize the discussion, which should then be displayed on the slide. Repeat this process for all slides. Additional procedures and tips can be found in previous posts.
All the best.
From India, Mumbai
Acknowledge(0)Amend(0)
Don't Worry!!!
Meet your HR Head/Business Head/CEO - CFO/Key Managers of business Teams and understand the real meaning of Vision/Mission of your company. See how well the current business strategy is aligned with the overall Vision/Mission and how the present HR efforts are focused on building the Human Capital to equip human assets with Knowledge/Skills/Attitudes to reach the organizational goals set for both the short term and long term.
If Training is a recent function added to the HR efforts, you will need to spend some time, energy, and effort to build the learning culture at your workplace. If training is already an established function, continue the best practices as of the current date and invest time in innovating the way training happens in your organization.
Address your role scientifically using all the good inputs provided to you by the learned members in this forum.
Ask yourself one question: Am I ready to take responsibility for increasing the book value of my company's asset - Human Capital? If your sincere answer is Yes, you are at the right place. All the Best!!!
Siddheshwar
From India, Mumbai
Acknowledge(0)Amend(0)
Meet your HR Head/Business Head/CEO - CFO/Key Managers of business Teams and understand the real meaning of Vision/Mission of your company. See how well the current business strategy is aligned with the overall Vision/Mission and how the present HR efforts are focused on building the Human Capital to equip human assets with Knowledge/Skills/Attitudes to reach the organizational goals set for both the short term and long term.
If Training is a recent function added to the HR efforts, you will need to spend some time, energy, and effort to build the learning culture at your workplace. If training is already an established function, continue the best practices as of the current date and invest time in innovating the way training happens in your organization.
Address your role scientifically using all the good inputs provided to you by the learned members in this forum.
Ask yourself one question: Am I ready to take responsibility for increasing the book value of my company's asset - Human Capital? If your sincere answer is Yes, you are at the right place. All the Best!!!
Siddheshwar
From India, Mumbai
Acknowledge(0)Amend(0)
Hi,
As a beginner starting the process, it would be critical to either conduct a skill matrix and gap analysis, competency mapping, or a training needs analysis exercise as the foundation to ascertain the training needs of the organization.
Regards,
Bhushan
From India, Mumbai
Acknowledge(0)Amend(0)
As a beginner starting the process, it would be critical to either conduct a skill matrix and gap analysis, competency mapping, or a training needs analysis exercise as the foundation to ascertain the training needs of the organization.
Regards,
Bhushan
From India, Mumbai
Acknowledge(0)Amend(0)
Hello,
Analyze the situation first. Prepare a training calendar. Be clear on how, when, and where the training will be conducted. Get approval and suggestions from the management and proceed. You will get a clear idea of how to proceed in the future.
All the best,
Praveen
From India, Bangalore
Acknowledge(0)Amend(0)
Analyze the situation first. Prepare a training calendar. Be clear on how, when, and where the training will be conducted. Get approval and suggestions from the management and proceed. You will get a clear idea of how to proceed in the future.
All the best,
Praveen
From India, Bangalore
Acknowledge(0)Amend(0)
Dear Anonymous,
I was in the same boat long back but became a very successful Trainer. Remember J. Srinivasan's advice as your first step, it helps. One good thing you did was joining citeHR. See how much good advice you got. It shows HR professionals have a large heart to share. Follow them. Thanks to Sidhartha Roy, the Founder CEO for starting this wonderful site.
My Best Wishes to You,
S.K. Murthy
9371065583
Core Trainer of IIMM & ITC, Geneva based at Pune.
From India, Mumbai
Acknowledge(0)Amend(0)
I was in the same boat long back but became a very successful Trainer. Remember J. Srinivasan's advice as your first step, it helps. One good thing you did was joining citeHR. See how much good advice you got. It shows HR professionals have a large heart to share. Follow them. Thanks to Sidhartha Roy, the Founder CEO for starting this wonderful site.
My Best Wishes to You,
S.K. Murthy
9371065583
Core Trainer of IIMM & ITC, Geneva based at Pune.
From India, Mumbai
Acknowledge(0)Amend(0)
Thank you for all the comments; I didn't expect to get this much support! I really appreciate it.
What I would like to mention is that the setup in our company is very different from many others. I am in no way associated with the HR department. Our company has 4 different divisions, and I am the only person associated with training in the whole company. It is very difficult to do this.
But now, I have a few fundamentals to start with.
From United Arab Emirates, Dubai
Acknowledge(0)Amend(0)
What I would like to mention is that the setup in our company is very different from many others. I am in no way associated with the HR department. Our company has 4 different divisions, and I am the only person associated with training in the whole company. It is very difficult to do this.
But now, I have a few fundamentals to start with.
From United Arab Emirates, Dubai
Acknowledge(0)Amend(0)
I am somewhat at a loss to understand how you achieved the position of Training Manager when you have little or no knowledge of training. My advice to you is that you undertake study in Training as soon as possible. Without proper knowledge, you will be doing your company and fellow employees a disservice.
I would suggest that you bring qualified trainers in to train the staff until such time as you can get up to speed.
From Australia, Melbourne
Acknowledge(0)Amend(0)
I would suggest that you bring qualified trainers in to train the staff until such time as you can get up to speed.
From Australia, Melbourne
Acknowledge(0)Amend(0)
John,
Thank you for taking the time to write. I do have experience in training, two years to be exact. The reason why they have promoted me as a training manager is for these two reasons. 1. They prefer to promote internally. 2. I have a broad knowledge of the department, the process, and product. But, yes, you are right. I need to know more about this field. ;)
From United Arab Emirates, Dubai
Acknowledge(0)Amend(0)
Thank you for taking the time to write. I do have experience in training, two years to be exact. The reason why they have promoted me as a training manager is for these two reasons. 1. They prefer to promote internally. 2. I have a broad knowledge of the department, the process, and product. But, yes, you are right. I need to know more about this field. ;)
From United Arab Emirates, Dubai
Acknowledge(0)Amend(0)Engage with peers to discuss and resolve work and business challenges collaboratively - share and document your knowledge. Our AI-powered platform, features real-time fact-checking, peer reviews, and an extensive historical knowledge base. - Join & Be Part Of Our Community.
KRA for Asst Training Manager.pdf
Manager training program.ppt
TRAINING MANAGER.doc