Dear Mr Bhavesh Upadhyay,
I fully agree with Mr. Dinesh views. It seems that the views are given after a thorough understanding of this problem & experience in solving this issue somewhere in his earlier assignments.
Along with this, I suggest one more important aspect that the awareness about the Trainings, learning expected from that at Company level, Department level & Personal level must be propagated amongst the Trainees. Some time allowance should be given to accept the concept of particular Training Program & its effects at different levels for all Attendees before commencement of Training program & after the awareness Program & Propaganda is done properly. This was done by me for one Long Term Tech. Training Program consisting of different Modules. Literally, many Employees were much eager to attend & really learn through this Program.
This can increase Effectiveness to some extent along with the valuable suggestions given by Mr. Dinesh.
Regards:
V. V. Deshmukh
Ex V. P. -Projects,
Maytas Properties Ltd.
From India, Pune
I fully agree with Mr. Dinesh views. It seems that the views are given after a thorough understanding of this problem & experience in solving this issue somewhere in his earlier assignments.
Along with this, I suggest one more important aspect that the awareness about the Trainings, learning expected from that at Company level, Department level & Personal level must be propagated amongst the Trainees. Some time allowance should be given to accept the concept of particular Training Program & its effects at different levels for all Attendees before commencement of Training program & after the awareness Program & Propaganda is done properly. This was done by me for one Long Term Tech. Training Program consisting of different Modules. Literally, many Employees were much eager to attend & really learn through this Program.
This can increase Effectiveness to some extent along with the valuable suggestions given by Mr. Dinesh.
Regards:
V. V. Deshmukh
Ex V. P. -Projects,
Maytas Properties Ltd.
From India, Pune
Hey Bhavesh,
Recently, our president had been to a HR conference and you guess what, they had a 45 minutes discussion on training methodology being followed by some fortune 500 companies assembled there.
And many had wonderful ideas and programs; but what striked by boss was the response from HR Director from P&G. He mentioned, they do not have and believe in all this training ideas. They have all in the job training. They believe that an employee will learn more and add more value with "on the job training".
Infact he mentioned that these training are actually a waste of time, if the employee cannot use them in his day to day work. he did mention that he has nothing to object to companies that are using it, and if it benefits them, it their baby.
Well, I am sure all training companies will now bomb me with their intellectual thoughts, but if you actually see, even in my past experience, most of the training were just a good day-out for the staff.
After having that discussion with my boss, I see there is a point. If we have on-job training and evaluation, it will really add value to the company and as well as to the employee. Hope I am making sense.
Regards,
Ukmitra
From Saudi Arabia, Riyadh
296Recently, our president had been to a HR conference and you guess what, they had a 45 minutes discussion on training methodology being followed by some fortune 500 companies assembled there.
And many had wonderful ideas and programs; but what striked by boss was the response from HR Director from P&G. He mentioned, they do not have and believe in all this training ideas. They have all in the job training. They believe that an employee will learn more and add more value with "on the job training".
Infact he mentioned that these training are actually a waste of time, if the employee cannot use them in his day to day work. he did mention that he has nothing to object to companies that are using it, and if it benefits them, it their baby.
Well, I am sure all training companies will now bomb me with their intellectual thoughts, but if you actually see, even in my past experience, most of the training were just a good day-out for the staff.
After having that discussion with my boss, I see there is a point. If we have on-job training and evaluation, it will really add value to the company and as well as to the employee. Hope I am making sense.
Regards,
Ukmitra
From Saudi Arabia, Riyadh
Dear Mr UK Mitra,
You can have on job training for lower level. For managerial and above level what on job training you can have? Tell me can you have OJT for the following training programmes:
* Time & Stress Management
* Conflict Handling Skills
* Effective Decision Making Skills
* Assertion Skills
* Team Building Skills
* Behaviour Management or Interpersonal Skills
* Career Development of your Subordinates
* Team Leadership/ Organisational Leadership
* Mentoring - how to share your Wisdom?
* Behavioural Interviewing Skills
* Presentation Skills
* Transaction Analysis
* Negotiating Skills
* Effective Selling Skills
* How to Build Organisational Culture
* Employee Empowerment
* Creative Thinking and Problem Solving Skills
* Critical thinking skills
* Creative Thinking Skills
* Effective Purchase Management
* How to Generate Market Intelligence
* Product pricing and Strategy
* Business Planning
* Entrepreneurship
* Strategic Thinking
and so on.
Just because what HR Director of some company told at some seminar, we cannot take their saying at its face value. Possibly that HR Director's boss may have these views and he could be towing the line of his boss.
In my every single training programme, I give insight to my participants how revenue leakage takes place because of their skill/knowledge. The real success of training lies in:
a) when it is linked to the revenue
b) when follow up mechanism is developed.
If that HR Director is so confident of OJT only, has he shared case studies on Kirk Patrick Model? If yes, can anyone enlighten members of this forum on these case studies?
Thanks,
Dinesh V Divekar
From India, Bangalore
You can have on job training for lower level. For managerial and above level what on job training you can have? Tell me can you have OJT for the following training programmes:
* Time & Stress Management
* Conflict Handling Skills
* Effective Decision Making Skills
* Assertion Skills
* Team Building Skills
* Behaviour Management or Interpersonal Skills
* Career Development of your Subordinates
* Team Leadership/ Organisational Leadership
* Mentoring - how to share your Wisdom?
* Behavioural Interviewing Skills
* Presentation Skills
* Transaction Analysis
* Negotiating Skills
* Effective Selling Skills
* How to Build Organisational Culture
* Employee Empowerment
* Creative Thinking and Problem Solving Skills
* Critical thinking skills
* Creative Thinking Skills
* Effective Purchase Management
* How to Generate Market Intelligence
* Product pricing and Strategy
* Business Planning
* Entrepreneurship
* Strategic Thinking
and so on.
Just because what HR Director of some company told at some seminar, we cannot take their saying at its face value. Possibly that HR Director's boss may have these views and he could be towing the line of his boss.
In my every single training programme, I give insight to my participants how revenue leakage takes place because of their skill/knowledge. The real success of training lies in:
a) when it is linked to the revenue
b) when follow up mechanism is developed.
If that HR Director is so confident of OJT only, has he shared case studies on Kirk Patrick Model? If yes, can anyone enlighten members of this forum on these case studies?
Thanks,
Dinesh V Divekar
From India, Bangalore
I’ll go with Nandan’s advice , search for Kritpatrick’s four step model and tailor make the tools you wish to use for efficacy mapping of you own programs (any programs)
From India, Gurgaon
From India, Gurgaon
Hi, The ppt attachment of Kirk Patrik’s Model would be helpful to you. Regards, Ankita Joshi
From India, Pune
From India, Pune
Hi,
Trust these days training evaluation is not done properly and that is why these reactions are coming.
More freelance trainers have the efficacy to deliver better these models but sustainabilty comes with only the institutions.
There are evalutions for all types of training and this is cost based.
Todays need is to understand that a day spent on training is worth only with effective dollowup.
Trainers to keep that in mind while making this initiative.
Centum learning has specialised pesons equipped with these skills and are doing it in a bigway.
From India, Madras
Trust these days training evaluation is not done properly and that is why these reactions are coming.
More freelance trainers have the efficacy to deliver better these models but sustainabilty comes with only the institutions.
There are evalutions for all types of training and this is cost based.
Todays need is to understand that a day spent on training is worth only with effective dollowup.
Trainers to keep that in mind while making this initiative.
Centum learning has specialised pesons equipped with these skills and are doing it in a bigway.
From India, Madras
Also one effective method is use M-learning and M-Training methodologies. It helps in concept testing where in you could push small small learning snippets and tests across to all. Employees can take the training and tests at their convinent time. on top Tracking and performance can be analysed in effective manner.
Such complete solution is provided by Deltecs InfoTech. Checkout their product DRONA at Deltecs, DRONA, Mobile Learning, Learning solutions on Blackberry ,Handheld Learning 2009, Award
From India, Pune
Such complete solution is provided by Deltecs InfoTech. Checkout their product DRONA at Deltecs, DRONA, Mobile Learning, Learning solutions on Blackberry ,Handheld Learning 2009, Award
From India, Pune
Hey Dinesh,
With due respect, No offence intended, please on my comments.
The programs that you mention are really "informative and helpful" not only for so called management team, but equally important for down level employees.
The On-Job training, I feel is a different thought process and one needs to really ponder on these. It does not say that the programs that you mentioned are not required. The fact that you are still in business tells millions on what most companies are looking for and practicing. :)
With my past experience on some of these programs that we had conducted, my feedback was that the impact of these training does remain in staff and management staff, for few months and as days goes on and they are busy in their day-to-day challenges and pressure, we have seen them actually throwing back on us these theory and ideas. May be we were not effective enough to tackle them. J. I guess this is an on going process and one class or lecture is not enough.
However, we have seen that the on-job training and guidance to employees by immediate supervisor or fellow colleagues in office had really helped staff on their performance and build their confidence not only junior staff but also Sr. Management staff. All good practices were shared and copied by others and overall performance was something all cherished. Sharing the knowledge within group is something very challenging, as we had few characters who kept to themselves. L Ha ha…
Anyways, I know I am digressing from the actual question asked by the concerned, but wanted to highlight and touch upon the thought process, that we really need to ponder on the training we impart to staff and its effectiveness in actual business growth and self development, and that such training does not just remains on printed course papers, books and ppt.
Hope I am making sense.....ukmitra
From Saudi Arabia, Riyadh
With due respect, No offence intended, please on my comments.
The programs that you mention are really "informative and helpful" not only for so called management team, but equally important for down level employees.
The On-Job training, I feel is a different thought process and one needs to really ponder on these. It does not say that the programs that you mentioned are not required. The fact that you are still in business tells millions on what most companies are looking for and practicing. :)
With my past experience on some of these programs that we had conducted, my feedback was that the impact of these training does remain in staff and management staff, for few months and as days goes on and they are busy in their day-to-day challenges and pressure, we have seen them actually throwing back on us these theory and ideas. May be we were not effective enough to tackle them. J. I guess this is an on going process and one class or lecture is not enough.
However, we have seen that the on-job training and guidance to employees by immediate supervisor or fellow colleagues in office had really helped staff on their performance and build their confidence not only junior staff but also Sr. Management staff. All good practices were shared and copied by others and overall performance was something all cherished. Sharing the knowledge within group is something very challenging, as we had few characters who kept to themselves. L Ha ha…
Anyways, I know I am digressing from the actual question asked by the concerned, but wanted to highlight and touch upon the thought process, that we really need to ponder on the training we impart to staff and its effectiveness in actual business growth and self development, and that such training does not just remains on printed course papers, books and ppt.
Hope I am making sense.....ukmitra
From Saudi Arabia, Riyadh
Dear Dinesh,
With reference to the topics mentioned by you, how can we measure effectiveness for training programmes like Negotiation skills and Effective Decision making skills? Please let me know how to quantify the effectiveness of such trainings?
Regards,
Nandita
From India, Pune
With reference to the topics mentioned by you, how can we measure effectiveness for training programmes like Negotiation skills and Effective Decision making skills? Please let me know how to quantify the effectiveness of such trainings?
Regards,
Nandita
From India, Pune
Dear,
Before jump into any tailor made methodology, u must first understand ur business requrirement and accordingly design ur evaluation process. Yes, always seek cost benefit analysis from each & every trg prg. Also anticiapte maximum extent tangible outcome of training.
Mehul
From India, Ahmadabad
Before jump into any tailor made methodology, u must first understand ur business requrirement and accordingly design ur evaluation process. Yes, always seek cost benefit analysis from each & every trg prg. Also anticiapte maximum extent tangible outcome of training.
Mehul
From India, Ahmadabad
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Measuring ROI of Training.zip
Measuring ROI of Training.ppt