Essential Soft Skills at Workplace
Soft skills refer to a combination of some basic qualities which go a long way in differentiating human beings from animals. An individual is expected to behave in a mature way at the workplace, adhere to rules and regulations and also maintain the decorum. A casual approach is not always accepted at workplace and one […]
How Human Resource Managers should Manage Ethical Issues and Ensure Compliance ?
Organizations function according to some norms and values as well as have characteristic organizational culture that is the product of the above elements. Compliance with ethical norms is an integral aspect of every employee’s work and organizations strive to ensure that policies are being followed, no norms are being violated, and above all, employees stick […]
The Role of Feedback in Enhancing Employee Performance and Productivity
The Importance of Feedback in Organizations and the Role of the Managers in the Process Feedback is an integral part of any organizations workplace procedures. Managers are expected to provide regular feedback to their employees who in turn, are expected to incorporate such feedback into enhancing their performance. Moreover, feedback is also a necessity as […]
Evolution of Competency Based Assessment
Competency based assessment owes its genesis to the traditional method of Job analysis where a detailed description explored how a job is done. It was used as a decision tool for a number of HR processes like hiring, promotions etc. Job Analysis however had minimal or no reference to the knowledge, skills and attitudes required […]
Employee Discipline and Features of a Sound Disciplinary System
Discipline means systematically conducting the business by the organizational members who strictly adhere to the essential rules and regulations. These employees/organizational members work together as a team so as to achieve organizational mission as well as vision and they truly understand that the individual and group aims and desires must be matched so as to […]
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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