How Should HR Managers Deal with Occupational Hazards at the Workplace?
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Managing Downsizing in Organizations
What is Downsizing ? Downsizing or layoffs is the term used to refer to the practice of firing employees for various reasons in organizations. These reasons can range from poor performance by the employees, the poor performance of the organizations in economic downturns that necessitates laying off employees to save costs, and for disciplinary reasons. […]
Format of a Payslip: All You Need to Know
Introduction All of us work for monetary and non-monetary benefits and there is no denying the fact that the former is more important for many (if not all) than the latter. Therefore, employees in organizations need to understand the components of the Payslip as this determines how much they are earning (gross and net) as […]
The Truth About Pyramid Schemes
Entrepreneurship has become fashionable. A lot of people want to become entrepreneurs and are in need of ideas and resources which they can use to create the business of their dreams. This tendency has been exploited by many firms in the past century. A new type of scam called the “pyramid schemes” has come into […]
Self Improvement: Investing in Oneself is a Continuous Process
Tough Times Need Tough People When the going gets tough, the tough get going. This is the simple message that has resonated across generations in response to the cyclical processes of life where victories are counterbalanced by setbacks and the future cannot be predicted with certainty. In other words, when the times are challenging as […]
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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