Implementing Effective Employee Development Plan
Employee development plans are designed to help employees grow both professionally as well as personally. Employee development Plans help employees in their career development. It is essential for employees to enhance their skills and upgrade their existing knowledge with time to survive the changes in the workplace. Implementing Employee Development Plan Effectively Once an employee […]
Career Management – Meaning and Important Concepts
Career management is conscious planning of one’s activities and engagements in the jobs one undertakes in the course of his life for better fulfilment, growth and financial stability. It is a sequential process that starts from an understanding of oneself and encompasses occupational awareness. An individual’s career is the sole source of one’s natural expression […]
Role of Management in Preparing Employees for the Future
Management plays an important role in helping employees to prepare for the future. You need to motivate your employees not only to think about their present but also future. Make your employees realize the importance of taking future seriously. Organize various training programs and seminars which would help them upgrade their knowledge and sharpen their […]
Employee Rewards and Recognition
Ask yourself the importance of a chocolate or a muffin to motivate your child to finish his homework or clean his room. Same way, the rewards and recognition can prove to be extremely beneficial to keep your employees motivated to perform extraordinary, achieve the targets and stick to the organization. The power of employee recognition […]
Entrepreneurs and Hot Money Flows and Investments
The Symbiotic Relationship between Financiers and Entrepreneurs Entrepreneurs need funding and venture capitalists and financiers need emerging businesses with great potential for investments. Therefore, there is a symbiotic relationship with entrepreneurs and the financiers wherein each need the other for mutual gain. While the entrepreneurs would use the capital invested by the financiers to grow […]
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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