I recently got promoted as the training manager of a medium-sized company and have little training experience. The department that I am in is the client relations center.
I do not know where to start; I have a lot of ideas but nothing concrete. I'd like to know how to get the ball rolling, where to start, and what to do. Any advice would be appreciated!
Thanks in advance.
From United Arab Emirates, Dubai
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2I do not know where to start; I have a lot of ideas but nothing concrete. I'd like to know how to get the ball rolling, where to start, and what to do. Any advice would be appreciated!
Thanks in advance.
From United Arab Emirates, Dubai
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You can start by creating a vision for one year vis-a-vis your KRAs. I hope you have been given your KRAs and you are clear about them.
The next step could be to make SOPs for all the processes and set metrics for all the activities.
From India, Delhi
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The next step could be to make SOPs for all the processes and set metrics for all the activities.
From India, Delhi
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I have not been given any. I have started that along with other projects. There is literally no guideline regarding the needs of the company. The company is expanding fast and into different territory, and clear targets have not been set.
Is there anything you could recommend, or anyone here?
From United Arab Emirates, Dubai
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Is there anything you could recommend, or anyone here?
From United Arab Emirates, Dubai
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Hi,
If you have to start from scratch, first adopt a PMS, and then begin the T&D procedures as usual. This is the right time to set up the new systems since your concern is the growing stage.
Regards,
Gayathry Depalley
HRM Consultant & Trainer
Chennai
Ph: 9578453243
From India, Karaikal
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If you have to start from scratch, first adopt a PMS, and then begin the T&D procedures as usual. This is the right time to set up the new systems since your concern is the growing stage.
Regards,
Gayathry Depalley
HRM Consultant & Trainer
Chennai
Ph: 9578453243
From India, Karaikal
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Hi Mr. Anonymous!
Congratulations on your new assignment. I am happy to see your interest in taking things forward.
On a practical note, to start, try speaking with the managers and peers to understand their needs and expectations from the employees. In the initial stage, many meetings with people are required to have a basic understanding.
Regards,
Kavitha
From India, Chennai
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Congratulations on your new assignment. I am happy to see your interest in taking things forward.
On a practical note, to start, try speaking with the managers and peers to understand their needs and expectations from the employees. In the initial stage, many meetings with people are required to have a basic understanding.
Regards,
Kavitha
From India, Chennai
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Hi Gayathry_depalley and Jekavitha,
Thank you for your support and advice. I've done the following:
a. Spoke to the managers to get a clear objective for the TD.
b. Will stop conducting training for training sake.
c. Will start reviewing employees' performance and knowledge.
Is there an important step I am missing?
From United Arab Emirates, Dubai
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Thank you for your support and advice. I've done the following:
a. Spoke to the managers to get a clear objective for the TD.
b. Will stop conducting training for training sake.
c. Will start reviewing employees' performance and knowledge.
Is there an important step I am missing?
From United Arab Emirates, Dubai
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1. Do a TNA, float a questionnaire.
2. Review last year's appraisal.
3. Have discussions with HoDs, take their feedback on programs.
4. Study your organization's competencies, vision, and value statements, and design your program modules.
5. Create a mid-year budget as of now and get it approved by the CEO.
6. Once approved, identify the most suitable internal/external trainers.
From India, Mumbai
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2. Review last year's appraisal.
3. Have discussions with HoDs, take their feedback on programs.
4. Study your organization's competencies, vision, and value statements, and design your program modules.
5. Create a mid-year budget as of now and get it approved by the CEO.
6. Once approved, identify the most suitable internal/external trainers.
From India, Mumbai
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Nm2000_in has replied aptly.
I would add that training and development is very important; however, it is effective only when the RoI is measured. You should incorporate evaluation after training by HoD to observe improvement in working, obtain a training report from attendees upon training completion. In my experience, the most effective method is to have employees conduct internal seminars for other relevant employees on the same subject. This ensures effective utilization of the training budget and spreads knowledge widely. Additionally, the employees' understanding of the training, communication skills, and confidence to speak in front of an audience can also be evaluated.
From India, Mumbai
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I would add that training and development is very important; however, it is effective only when the RoI is measured. You should incorporate evaluation after training by HoD to observe improvement in working, obtain a training report from attendees upon training completion. In my experience, the most effective method is to have employees conduct internal seminars for other relevant employees on the same subject. This ensures effective utilization of the training budget and spreads knowledge widely. Additionally, the employees' understanding of the training, communication skills, and confidence to speak in front of an audience can also be evaluated.
From India, Mumbai
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All good advice guys in a nut shell
First thing you need to do is a ‘’Training Needs Analysis’’
Carry out an evaluation of the training requirement of your company remembering to use the Training Cycle
1. Identified your training needs
2. Design & Development of the Training Programmes
3. Delivery of Training
4. Evaluation
Use evaluation to Identified your training needs gaps to improve in your training programme.
Then start from the beginning of the Training Cycle > Identified your training needs> Design & Development of the Training Programme> Delivery of Training> Evaluation keep going round and round the Training Cycle .
Your job as training manager is to manage the Training Cycle keep improving and up dating and developing you company and staff.
Use Kirkpatrick Training Evaluation Method Levels 1 to 4 and 5
Level 1 Reaction
Testing the initial reactions of the participants to the programme. It is important that we gain favourable reaction in order that participants are motivated to learn.
Potential ways this could be tested:
• Programme evaluation sheet
• Face to face interviews
• General participant comments throughout the programme
Level 2 Learning
Measures the extent to which participants are learning in line with programme objectives such as increase in skill or knowledge, change of attitude and / or behaviour, early application of new learning.
Potential ways this could be tested:
• Individual pre-and post programme tests for comparisons
• Observations and feedback by tutors, line manager and / or peers
• Assessment of action based learning such as role-plays and work-based projects.
Level 3 Behaviour
Measures the extent to which a change in behaviour has occurred, as a result of the programme.
Potential ways this could be tested:
• Individual pre-and post-programme tests or surveys
• Observations and feedback from others
• Focus groups to gather quick useful information and knowledge sharing
• Face to face interview
Level 4 Results
Measures the final results that have been achieved because of the learning acquired form the programme. Includes final evaluation of the programme objectives. Potential indicators:
Tangible Results
• Reduced Costs: More Level 5 ROI
• Increased Sales: More Level 5 ROI
• Increased Profitability: More Level 5 ROI
• Reduction in employee turnover over a set period
In-Tangible Results
• Positive Change in management style
• Increase in engagement levels of direct reports
• Positive Change in general behaviour
• Favourable feedback from peers, subordinates, customers.
Level 5 ROI Return on Investment
Tangible Results
Example One Health & Safety
Reduced Costs
Example Two having properly employees
Increased Sales
Increased Profitability
Reduced Costs
Level 5 ROI Return on Investment
Example One Health & Safety
Health & Safety has come a longways in the past 40 year proper trained work force helps the Return on Investment by reducing the cost of: (From UK Health and Safety Executive)
• Pain, suffering and distress to the victim and family
• Distress to colleagues
• Loss of output
• Cost of damage to plant, materials etc
• Cleaning up after the accident
• Extra overtime
• Recruiting/hiring a replacement worker
• Investigating cause and preventing repeats
• Changes in insurance premiums
• Legal costs/fines
• Loss of goodwill from work force and customers
Level 5 ROI: A corporation that has a bad safety record, and / or untrained staff will have to pay more costs i.e. insurance premiums, legal costs, finds, wages etc. Money and costing is a big issue within most industries, training must show effeteness!
Level 5 ROI Return on Investment
Example Two having properly trained employees / Management will lead to In-Tangible Results i.e.
• Positive Change in management style
• Increase in engagement levels of direct reports
• Positive Change in general behaviour
• Favourable feedback from peers, subordinates, customers.
• Good in-tangible results will lead to following benefits:
• More efficient working procedures leading to reduced costs
• Increased customer satisfaction
• Increased repeat and referral customer traffic
• Increased revenues
• Increased profits
Vary Basic I know but it will get you started
Hope this help !
Stay Safe
From Singapore
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First thing you need to do is a ‘’Training Needs Analysis’’
Carry out an evaluation of the training requirement of your company remembering to use the Training Cycle
1. Identified your training needs
2. Design & Development of the Training Programmes
3. Delivery of Training
4. Evaluation
Use evaluation to Identified your training needs gaps to improve in your training programme.
Then start from the beginning of the Training Cycle > Identified your training needs> Design & Development of the Training Programme> Delivery of Training> Evaluation keep going round and round the Training Cycle .
Your job as training manager is to manage the Training Cycle keep improving and up dating and developing you company and staff.
Use Kirkpatrick Training Evaluation Method Levels 1 to 4 and 5
Level 1 Reaction
Testing the initial reactions of the participants to the programme. It is important that we gain favourable reaction in order that participants are motivated to learn.
Potential ways this could be tested:
• Programme evaluation sheet
• Face to face interviews
• General participant comments throughout the programme
Level 2 Learning
Measures the extent to which participants are learning in line with programme objectives such as increase in skill or knowledge, change of attitude and / or behaviour, early application of new learning.
Potential ways this could be tested:
• Individual pre-and post programme tests for comparisons
• Observations and feedback by tutors, line manager and / or peers
• Assessment of action based learning such as role-plays and work-based projects.
Level 3 Behaviour
Measures the extent to which a change in behaviour has occurred, as a result of the programme.
Potential ways this could be tested:
• Individual pre-and post-programme tests or surveys
• Observations and feedback from others
• Focus groups to gather quick useful information and knowledge sharing
• Face to face interview
Level 4 Results
Measures the final results that have been achieved because of the learning acquired form the programme. Includes final evaluation of the programme objectives. Potential indicators:
Tangible Results
• Reduced Costs: More Level 5 ROI
• Increased Sales: More Level 5 ROI
• Increased Profitability: More Level 5 ROI
• Reduction in employee turnover over a set period
In-Tangible Results
• Positive Change in management style
• Increase in engagement levels of direct reports
• Positive Change in general behaviour
• Favourable feedback from peers, subordinates, customers.
Level 5 ROI Return on Investment
Tangible Results
Example One Health & Safety
Reduced Costs
Example Two having properly employees
Increased Sales
Increased Profitability
Reduced Costs
Level 5 ROI Return on Investment
Example One Health & Safety
Health & Safety has come a longways in the past 40 year proper trained work force helps the Return on Investment by reducing the cost of: (From UK Health and Safety Executive)
• Pain, suffering and distress to the victim and family
• Distress to colleagues
• Loss of output
• Cost of damage to plant, materials etc
• Cleaning up after the accident
• Extra overtime
• Recruiting/hiring a replacement worker
• Investigating cause and preventing repeats
• Changes in insurance premiums
• Legal costs/fines
• Loss of goodwill from work force and customers
Level 5 ROI: A corporation that has a bad safety record, and / or untrained staff will have to pay more costs i.e. insurance premiums, legal costs, finds, wages etc. Money and costing is a big issue within most industries, training must show effeteness!
Level 5 ROI Return on Investment
Example Two having properly trained employees / Management will lead to In-Tangible Results i.e.
• Positive Change in management style
• Increase in engagement levels of direct reports
• Positive Change in general behaviour
• Favourable feedback from peers, subordinates, customers.
• Good in-tangible results will lead to following benefits:
• More efficient working procedures leading to reduced costs
• Increased customer satisfaction
• Increased repeat and referral customer traffic
• Increased revenues
• Increased profits
Vary Basic I know but it will get you started
Hope this help !
Stay Safe
From Singapore
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Kirkpatrick Training Evaluation Method
Probably the most well known framework for classifying areas of evaluation is the tried and tested four-level model developed by Donald Kirkpatrick and is arguably the most widely used approach in the training evaluation arena today.
Kirkpatrick’s model provides a conceptual framework to assist to assist in determining what data should be collected for the evaluation purposes. This data collection and evaluation process must be planned as part of the design and development segment of lesson preparation. Otherwise, it is possible to miss an opportunity to collect data which is needed for evaluation process.
From Singapore
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Probably the most well known framework for classifying areas of evaluation is the tried and tested four-level model developed by Donald Kirkpatrick and is arguably the most widely used approach in the training evaluation arena today.
Kirkpatrick’s model provides a conceptual framework to assist to assist in determining what data should be collected for the evaluation purposes. This data collection and evaluation process must be planned as part of the design and development segment of lesson preparation. Otherwise, it is possible to miss an opportunity to collect data which is needed for evaluation process.
From Singapore
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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
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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
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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
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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
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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
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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
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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
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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
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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
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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
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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
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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
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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
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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
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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
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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
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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
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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
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OK, now I understand. Thank you for clarifying that for me. I hope you can work with the management team so that they can see the value of giving you the training and resources you need to fulfill this role.
From Australia, Melbourne
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From Australia, Melbourne
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Hi,
I will write down a simple training cycle which I would have done if I were in your place.
1. Acquire the introduction about the company - vision, mission, and motto.
2. Acquire the department and functions.
3. Acquire the department hierarchy.
4. Consult the HR Manager for job profiles at different levels in the hierarchy.
5. After knowing the job profiles of members to train, conduct a process audit.
6. Plan and develop a training plan, including a calendar based on your organization's standards and other related training materials.
7. Decide on the training method required for execution.
8. Develop the training aids and materials.
9. Train them according to the plan.
10. Involve department managers in training the associates by providing a weekly/monthly training calendar.
11. Measure the training effectiveness using guest comments and company profits.
These are the broad guidelines I can think of for now; further research is required by you.
Thank you.
From India, New Delhi
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I will write down a simple training cycle which I would have done if I were in your place.
1. Acquire the introduction about the company - vision, mission, and motto.
2. Acquire the department and functions.
3. Acquire the department hierarchy.
4. Consult the HR Manager for job profiles at different levels in the hierarchy.
5. After knowing the job profiles of members to train, conduct a process audit.
6. Plan and develop a training plan, including a calendar based on your organization's standards and other related training materials.
7. Decide on the training method required for execution.
8. Develop the training aids and materials.
9. Train them according to the plan.
10. Involve department managers in training the associates by providing a weekly/monthly training calendar.
11. Measure the training effectiveness using guest comments and company profits.
These are the broad guidelines I can think of for now; further research is required by you.
Thank you.
From India, New Delhi
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First, I would like to congratulate you on obtaining the position of Training Manager. This role provides you with the opportunity to assist individuals in acquiring the necessary skills to achieve their goals through training.
I suggest starting from the beginning by identifying training needs. You can gather this information from your Performance Management System (PMS) or utilize a Skill Matrix. You will need to collaborate with functional heads during this process and consistently highlight that their involvement is instrumental in helping individuals shape both their professional and personal lives. By using the Skill Matrix, you can determine training topics, select participants for specific training sessions, identify trainers, and even organize external training programs.
Although these steps are fundamental, they are effective. Best of luck.
Manish
From India, Gurgaon
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I suggest starting from the beginning by identifying training needs. You can gather this information from your Performance Management System (PMS) or utilize a Skill Matrix. You will need to collaborate with functional heads during this process and consistently highlight that their involvement is instrumental in helping individuals shape both their professional and personal lives. By using the Skill Matrix, you can determine training topics, select participants for specific training sessions, identify trainers, and even organize external training programs.
Although these steps are fundamental, they are effective. Best of luck.
Manish
From India, Gurgaon
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Intro to Employee Training & Development - PPT.ppt
Training and Development.doc