I just joined a Traveling and Tour as a Human Resources Officer. From my questions and observations, I discovered the staff have not undergone training or performance appraisal. Kindly advise on how I can introduce this and be successful at implementing it since it's a new idea.
Thank you.
From United Kingdom, London
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3Thank you.
From United Kingdom, London
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Hi,
I feel that you should take the overall responsibility for the training, starting from the "need of training." Get the management to recognize the requirement for training and be convinced of the positive results that will follow. You can follow these steps:
1. Set objectives for the organization.
2. Create a performance appraisal form. The form should include a note indicating rewards for exceeding the threshold or the need for training if performance is below expectations.
3. Involve management in the training process.
Prem Prakash
From India, Mumbai
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I feel that you should take the overall responsibility for the training, starting from the "need of training." Get the management to recognize the requirement for training and be convinced of the positive results that will follow. You can follow these steps:
1. Set objectives for the organization.
2. Create a performance appraisal form. The form should include a note indicating rewards for exceeding the threshold or the need for training if performance is below expectations.
3. Involve management in the training process.
Prem Prakash
From India, Mumbai
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Allocating goals to each individual and tracking achievements of employees periodically will make you shine out as an HR contributor to the organization. However, this can be done only after understanding the business and its objectives. Of course, this will need to be coupled with an appraisal process. The "Training" aspect should focus on two areas specifically: a goals-based appraisal system and how managers can contribute to the success of this initiative.
To understand the full scope of HR's role in an organization, you can read the blog "Talent Junction," which also includes an article on SMART Goals/KRAs.
From India, Delhi
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To understand the full scope of HR's role in an organization, you can read the blog "Talent Junction," which also includes an article on SMART Goals/KRAs.
From India, Delhi
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Hi Seeds,
Good idea.
Training should be an important part of all organizations. This keeps the staff updated on where they stand in the ever-evolving marketplace and among their competitors. In the current scenario, being good does not count, but being better than the rest does.
Take the main points into consideration:
1. Take the top management into confidence as to why it is important to have the training (and development) of the team.
2. First, individual job responsibilities (job descriptions) need to be established. This will outline the specifics of what each individual is expected to do.
3. The job responsibilities should be supported by the SOPs.
After the above steps are completed in consultation with the top management, create a training calendar for each department. Training should be conducted at appropriate times and situations. Avoid stressing training during busy times, low attendance periods, or when the team already has deadlines to meet.
4. Start your training with topics that will be easily understood, which can include:
(a) Grooming standards.
(b) Communications.
(c) Soft skills - very important in the travel and service industry.
Then, move on to more serious training topics.
Additionally, remember to involve the team during the training sessions. Encourage their participation, make the training enjoyable with some humor, and include breaks.
Hope this will help you start your training.
All the very best,
Warm regards,
Richard
Email: richiecj@gmail.com
From India
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Good idea.
Training should be an important part of all organizations. This keeps the staff updated on where they stand in the ever-evolving marketplace and among their competitors. In the current scenario, being good does not count, but being better than the rest does.
Take the main points into consideration:
1. Take the top management into confidence as to why it is important to have the training (and development) of the team.
2. First, individual job responsibilities (job descriptions) need to be established. This will outline the specifics of what each individual is expected to do.
3. The job responsibilities should be supported by the SOPs.
After the above steps are completed in consultation with the top management, create a training calendar for each department. Training should be conducted at appropriate times and situations. Avoid stressing training during busy times, low attendance periods, or when the team already has deadlines to meet.
4. Start your training with topics that will be easily understood, which can include:
(a) Grooming standards.
(b) Communications.
(c) Soft skills - very important in the travel and service industry.
Then, move on to more serious training topics.
Additionally, remember to involve the team during the training sessions. Encourage their participation, make the training enjoyable with some humor, and include breaks.
Hope this will help you start your training.
All the very best,
Warm regards,
Richard
Email: richiecj@gmail.com
From India
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Hi Saeed,
You should start with listing:
- Role
- Purpose of the Role
- Tasks the individual has to perform
- Activities to be done by that individual
- Competencies required to carry out the tasks and activities
- Behavioral indicators
Once you map your staff on the above points, you can build a competency mapping framework and from there, you can identify the training needs.
Good luck!
Regards,
Yogesh Bhat
From India, Bangalore
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You should start with listing:
- Role
- Purpose of the Role
- Tasks the individual has to perform
- Activities to be done by that individual
- Competencies required to carry out the tasks and activities
- Behavioral indicators
Once you map your staff on the above points, you can build a competency mapping framework and from there, you can identify the training needs.
Good luck!
Regards,
Yogesh Bhat
From India, Bangalore
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Hi Seeds,
You need to convince your management why training is required for the employees. This is possible if you can connect the organizational goal with individual goals, conduct competency mapping of employees to identify skill set gaps, and develop a training schedule to bridge these gaps. Make a presentation to the management on the skill set gaps, your proposed solutions to bridge them, and the budget required for implementation.
There are two types of training: functional skills and soft skills/behavioral skills. It is easier to obtain budget approval from management for training on functional skills.
For the Travel and Tourism sector, I believe training in marketing skills for sales personnel and training in tax and regulations for the Accounts team are crucial areas where budget approval can be obtained easily. Subsequently, decide whether to engage internal or external faculty for the training.
Regards,
Quicker Knowledge Solutions Pvt Ltd.
919820231958
From India, Mumbai
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You need to convince your management why training is required for the employees. This is possible if you can connect the organizational goal with individual goals, conduct competency mapping of employees to identify skill set gaps, and develop a training schedule to bridge these gaps. Make a presentation to the management on the skill set gaps, your proposed solutions to bridge them, and the budget required for implementation.
There are two types of training: functional skills and soft skills/behavioral skills. It is easier to obtain budget approval from management for training on functional skills.
For the Travel and Tourism sector, I believe training in marketing skills for sales personnel and training in tax and regulations for the Accounts team are crucial areas where budget approval can be obtained easily. Subsequently, decide whether to engage internal or external faculty for the training.
Regards,
Quicker Knowledge Solutions Pvt Ltd.
919820231958
From India, Mumbai
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Competency mapping and Performance Appraisal of all the employees in your organization are the starting points to know the training needs of these employees. You have to study the roles/positions of each of the employees and the key parameters for the positions before you proceed to assess their competencies. If the employees are found deficient on a particular scale, say 1 to 10, you can decide on the training modules that have to be imparted. At the end of a period, say one year, or half a year, you can fill out the appraisal forms designed for the purpose of performance appraisal and accordingly decide on their further training.
Thank you.
From India, Bokaro
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Thank you.
From India, Bokaro
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@Mmsmnk, Thank you very much. I have all the JDs with me and I have started liaising with each head of department on the expectations for each employee. I think some staff need training in communication, especially on how to interact with other subordinates as well as how to send emails. Do you have any documents on this?
From United Kingdom, London
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From United Kingdom, London
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Dear Mr. Seed,
Nice to see so many replies to your query. But I feel that a systematic approach is essential to the problem.
1. Can you spell out why you feel the staff is not trained and needs training?
2. What has been their performance in turnover and profit before you joined?
3. What is the span of service of your staff in terms of years?
4. Where have been the failures and why? Who is the member of staff who has not performed well?
5. What type of jobs is each one performing, and what standards are required to be achieved and delivered?
6. Have you carried out staff interactions and identified what they need to learn from their side?
Once you identify the area and the staff members, please group them into three or four groups based on training requirements:
A. IT Training
B. Marketing Training
C. Personality Development Training
D. English Spoken and Written Training
E. Strategic Thinking Development Training
F. Decision-making Training
G. Research Training
Performance appraisal is connected with your conducting of training for professional improvement and goal achievement.
You may please contact me at rhinoramanan@gmail.com for free service and help.
Blessings,
Dr. Ram
From India, Indore
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Nice to see so many replies to your query. But I feel that a systematic approach is essential to the problem.
1. Can you spell out why you feel the staff is not trained and needs training?
2. What has been their performance in turnover and profit before you joined?
3. What is the span of service of your staff in terms of years?
4. Where have been the failures and why? Who is the member of staff who has not performed well?
5. What type of jobs is each one performing, and what standards are required to be achieved and delivered?
6. Have you carried out staff interactions and identified what they need to learn from their side?
Once you identify the area and the staff members, please group them into three or four groups based on training requirements:
A. IT Training
B. Marketing Training
C. Personality Development Training
D. English Spoken and Written Training
E. Strategic Thinking Development Training
F. Decision-making Training
G. Research Training
Performance appraisal is connected with your conducting of training for professional improvement and goal achievement.
You may please contact me at rhinoramanan@gmail.com for free service and help.
Blessings,
Dr. Ram
From India, Indore
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@Seeds27,
In response to your query, I am enclosing certain formats for competency assessment. You have to identify the quality positions each employee occupies and get the quality parameters for each position. Each employee needs to be assessed by his/her reporting officer on a scale of 1 to 10. Employees scoring less than 6 on each parameter are to be trained on these parameters. After completion of training, the employees are to be re-assessed and may be trained again if found deficient.
Thank you.
mmsmnk.
From India, Bokaro
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In response to your query, I am enclosing certain formats for competency assessment. You have to identify the quality positions each employee occupies and get the quality parameters for each position. Each employee needs to be assessed by his/her reporting officer on a scale of 1 to 10. Employees scoring less than 6 on each parameter are to be trained on these parameters. After completion of training, the employees are to be re-assessed and may be trained again if found deficient.
Thank you.
mmsmnk.
From India, Bokaro
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