HRM Strategies for an Increasingly Complex, Uncertain, and Volatile World
Need for HRM Strategies to Change with the Times Given the volatility and uncertainty that characterize the present day world which is also increasingly becoming more complex, the HRM or the Human Resource Management strategies need to change with the times. For instance, conventional recruitment and training strategies are heavily oriented towards hiring science and […]
Hiring Strategies followed by Organizations
People are the lifeblood of any organization. Whether the organization is in the traditional sectors like manufacturing or it is a “new economy” based one like IT and ITES, it needs to be staffed with people of caliber and mettle. Hence, the kind of people that an organization hires is critical to the success of […]
Work Life Balance: Different Perceptions
Before we try to understand the reasons of work & life imbalance, we need to understand what perceptions do various people have about the work-life balance priorities and how they strive for attaining a harmonious balance between their personal life and work life. The causes of work-life balance could be many such as tedious and […]
Role of Personal Development in Career Growth
Who do you think is a valuable employee? An individual becomes a burden on his/her organization when he fails to perform additional tasks beyond his/her regular key responsibility areas. Multitalented employees definitely have an edge over those who restrict themselves only to a particular task and fail to contribute in other departments and areas. Organizations […]
How HR Managers Can Help Employees Avoid Burnout and Manage Stress
In the increasingly fast-paced and uber-competitive business landscape, stress and burnout are inevitable consequences for employees in organizations that have to adapt and respond to the external pressures through internal excellence. This means that the pursuit of profit-driven excellence creates a high-pressure working environment where burnout and stress often take a toll on the employees. […]
Many organizations have extensive training programs that cover all aspects of technical and soft skills. These trainings are conducted in such a way that employees get a mandatory number of hours of training every quarter or year. This is done to ensure that employees are enabled to perform their job duties to their potential. However, an aspect that needs elaboration is that more often than not, the training programs need to be implemented according to a rational consideration of training needs and moreover these training programs need to be evaluated for assessing their effectiveness.
The point here is that training programs are conducted often without a clear articulation of training needs as well as not being implemented according to a set pattern.
So, there are two aspects to training programs and they are to do with clear plan for implementation as well as potential evaluation of their effectiveness. To take the first aspect, training programs need to be implemented according to a careful consideration of training needs and the right training partners and the vendors have to be selected. This means that training programs are to be based according to the needs of the organization and not simply because there is a need for training to fill the mandatory number of hours.
Apart from this, training programs need to be implemented based on a calendar that is drawn up taking into account the availability of participants. It is often the case that training programs are implemented without securing approvals from all the departments and divisions which mean that many potential participants would be unable to attend because they are busy with their work.
The second aspect that needs to be considered is the evaluation of the effectiveness of the training programs that needs to be done based on how well the participants absorb the lessons and improve their skills. This can be done by conducting exit tests and other forms of assessment like presentation of case studies. These would help the trainers as well as the HRD department understand how well the training program succeeded in imparting knowledge and enhancing the skills of the participants.
This is one way of ensuring that the training is pointed and focused and something which the participants would take seriously as well. There are many instances of training programs where the participants idle away their time and this has to be avoided and curbed as far as possible.
Finally, training programs need to be conducted in organizations with a clear focus on linking them to organizational goals, selecting the right vendors, choosing a time that is convenient to all participants or at least a majority of them, publishing the training calendar in advance and most importantly, evaluating the effectiveness of the training programs by conducting exit tests and presentations to ensure that the lessons have been well received.
In conclusion, it is not enough for HRD personnel to announce training programs and leave the rest to the trainers and participants. Instead, they need to play a proactive role in ensuring the success of the training programs by following these points that have been discussed here.
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