While discussing business leadership the distinction between good management and good leadership is often made. An organization that has effective leaders within it always way ahead of its competition because they provide the necessary on ground information that helps the organization strategies its way forward. It is very important to nurture managerial capabilities across all levels and enable better customer satisfaction – thereby enabling them to meet the challenges of globalization and growth, in turn achieving an organization’s long term goals.
In today’s times, it is imperative for organizations to develop leadership making mechanisms within the organizations. Major shifts in human resources during the past decades have transformed the function into independent components that is in integration and alignment with the overall corporate strategy. Strong aligned individual’s leadership development is essential for business success. The skills and abilities of effective leaders can be developed through many avenues such as coaching mentoring skill building stretch assignments and opportunities to practice. These skills and abilities are just as important as individual qualities such as emotional intelligence self motivation and being results oriented.
Capable and committed leaders at each level of the organization ensure current and future success. Becoming a business thought leaders, however, is often a learned skill that most leaders must develop over a period of time. The sustained growth an organization depends on its effective leadership team. A leader is interpreted as someone who sets a clear direction (read: goal) and influences people to follow that direction. How they chalk out that direction for their employees and influence them, depend on various parameters.
For training initiatives to yield results HR managers need to be in sync with their contextual business needs.
There is a dearth of skilled employees in the current job market say experts. Even those labeled as skilled are often inadequately skilled. Under such circumstances, HR managers, trainers and organizational heads must devise unique training programs that help derive quantitative and qualitative results.
Take the case of the retail sector where the manpower gaps are huge. Recently Bharti Wal-Mart a joint venture between Bharti Enterprises and Wal-Mart along with Centum Learning took up the challenges and embarked up [on a unique training initiative to try and bridge this gap. They used an employability training model, as a result of which over 1000 students have been placed in 20 months. Once numbers are attached to a training program, it not only becomes measurable but also credible. Today, India is facing a huge gap in terms of skilled workers; only 4.3 million skilled people are available against a demand of 13 million. Hence, we need a sustainable employability model.
While training is definitely add on to the company’s reputation and ability to attract employees, the ultimate purposes of training is to drive results. Most of the organizations would agree that the purpose of training is to achieve results. Results could be either to allow them to achieve higher retention or it could be directly linked to sales and so on. Companies are using training as a tool to achieve what is important for them. Training has become so critical that in many organization, it is directly reported to the top management Training is structured to achieve results. Another way to focus on results is through training led analysis. Designing of the training program is based on performance management feedback; hence there is a direct correlation with results.
With changing times, the focus on training has become more sophisticated wit soft skills forming almost 70 percent of the training programs. How does in impact results? In recent time’s leadership development to fuel growth has been one of the most prominent objectives of training initiatives for training initiatives to yield results. HR managers need to be in sync with their contextual business needs.
An essential component of any program is the post programs analysis and its effectiveness in achieving goals. The same holds true for training programs.
Evaluation training is not just about whether new skills have been learnt or performance has improved; it is more that. To get meaningful information, you need to measure what has improved and in what ways. For measurability, set specific learning objectives right in the beginning. Decide ways to measure the objective. Quantifiable learning objectives are easy to measure. Learning objectives w.r.t quality or behavior is more difficult to gauge. For example, if you wanted to measure one’s negotiating skills, you might discuss case scenarios by asking targeted questions and observing one’s work in context. Use feedback from trainees’ colleagues and managers to get data for qualitative assessment. For correct post training analysis ensure that learning objectives are achievable.