Train- Not Drain Them!

HR department in XYZ ltd had a separate Training Division to cater to the needs of the training and development of such a large work force. Under the supervision of their HR Director, the Sr. Manager Training started doing the Training need identification for all the managers, as at that point they just wanted to cover the Manager level only, which itself had more than 60 managers for a 2500 workforce.

The Sr. Manager who was working with the organization for the past 7 years once asked the Director HR that, what was the need of TNA, they could just go through the appraisal forms of the previous year and plan the training calendar accordingly, which was not such a bad idea but while going through the forms they all realized that it was a waste of time, the better option was to get the questionnaire filled from the Managers and their seniors for TNA.

That is how all the steps were followed properly to organize the training for the managers for that particular year.

During the process, the newly appointed Director HR faced a lot of problems and aversions from many people, including the training division. And the reason was, that the trainings will be planned and delivered, but the requirement need not matter…

This is the situation in many organization now, training for them is just a status function, which means that if a competitor is providing training, so even we should do it and more so from the same vendor… amusing, isn’t it?

And if this is not enough, most organizations have nothing to do with calculating ROI on training and finding out how effective the training had been for their employees. It is just a way to utilize the budget not really investing.

And if you speak to the employees in such organizations, most of them like to attend trainings as it saves them from day to day work, some attend to pass their time and for the food they get, some don’t attend at all and take leaves, some make excuses that training is just a formality, their work is more important. But have you guys as an HR professional ever thought why people think like that for trainings?

Reason lies in the paragraphs narrated above, yes; we actually do not train them but Drain them to never come back again.

Training being such an important function needs to be taken very seriously, it is one function which if methodically done can bring lot of benefits not only in productivity/performance but also in a person’s outlook and attitude. What can be done to make training more effective and employee friendly? read on….

Training can be effectively measured and the ROI can be calculated with just a little bit more time by the HR department and the line managers in coordination.

Evaluating training can make it more fruitful and yes you can design better programs in future for the employees, once you know how much they have benefited from such programs already.

# Obtain a feedback session after at least 3 weeks from the date of finishing the training program. Bring them back, ask questions, evaluate their performance and always tell their Line Managers to send their pre training performance ratings and post training. No, no, my dear friends, the results will not show so early but the symptoms will. :)

# Give them a clear cut action plan while in training so that they all can learn about their own shortcomings and how to overcome them after returning to their jobs. The action plan will showcase to them their future course of action which can be discussed with their immediate superiors and who can help them in initiating the changes and make the training worth.

# May be for the next 6 months to one year depending upon what kind of training is being provided, the review meetings at regular intervals need to be organized with the Immediate Senior, Trainer and the Department Head to achieve the desired results accompanied by the supervisor’s observation.

# Compare the findings of training need analysis and identification and the effectiveness, and this actually works as a factual report not just for the candidate who attended the training but also for the trainer, who can boast of his/her achievements in the next program.

Training is such vast topic that it may need many more articles to complete the entire procedure, process and methodology and of course the effectiveness…but for starters or for people finding difficulty in evaluating training, this write up can help.


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