You havegot lot of suggestions. Please use , But along with that,
1. Forget that you are new to this role...
2. Go by your guts as to what will work in your organization, what wont work and what may work
All the best
J.Srinivasan
DGM- Training
S&N Hayakawa Enterprises
9445636855/9940520654
From India, Bangalore
141. Forget that you are new to this role...
2. Go by your guts as to what will work in your organization, what wont work and what may work
All the best
J.Srinivasan
DGM- Training
S&N Hayakawa Enterprises
9445636855/9940520654
From India, Bangalore
Dear Friend
"Learning & Development" is a science. There are principles, theories and processes. Its knowledge domain falls in Psychology. Human development, Sociology, Organizational Behaviour, Business Administration and Human Resource Management.
It’s not an activity, it’s a strategic intervention.
There is a challenge for you to "drink dip" -acquire the knowledge and then make efforts to build the skills required for an L&D professional.
May pl. read my article which was published in one magazine few years back.
Regards
Shailesh Parikh
Vadodara, Gujarat
99 98 97 10 65
From India, Mumbai
"Learning & Development" is a science. There are principles, theories and processes. Its knowledge domain falls in Psychology. Human development, Sociology, Organizational Behaviour, Business Administration and Human Resource Management.
It’s not an activity, it’s a strategic intervention.
There is a challenge for you to "drink dip" -acquire the knowledge and then make efforts to build the skills required for an L&D professional.
May pl. read my article which was published in one magazine few years back.
Regards
Shailesh Parikh
Vadodara, Gujarat
99 98 97 10 65
From India, Mumbai
Dear Anonymous
Lot of ideas are being shared. Few methods also. The important thing I found the posting was Training need analysis and Training content development. Dont worry that you are not from a training department. But you need to develop a creative thinking if you have less of that. The best way I feel to analyse the training need is to ask the employees what are the difficulties they face. Some may say it some may not. Then you may even ask them how you handle an irrate customer,since you are in customer relationship center. Training on soft skills, may be a first priority. You need real tools in the form of training contents. Once you identify it even this site has many interesting presentations. You can also get it from Google. since you are experienced from other departments you can help them to draw the parallals and trigger their thinking. If you would like to be an outstanding trainer dont try to teach, but help them learn, by ensuring their participation. For that during training ask their view about the theme on the slides without showing them.Just anchor the session and the summory of that discussion should be the slide you are going to show them. do this for all the slides. Most of the other procedures and clues are there in the postings by others before me.
All the best
From India, Mumbai
Lot of ideas are being shared. Few methods also. The important thing I found the posting was Training need analysis and Training content development. Dont worry that you are not from a training department. But you need to develop a creative thinking if you have less of that. The best way I feel to analyse the training need is to ask the employees what are the difficulties they face. Some may say it some may not. Then you may even ask them how you handle an irrate customer,since you are in customer relationship center. Training on soft skills, may be a first priority. You need real tools in the form of training contents. Once you identify it even this site has many interesting presentations. You can also get it from Google. since you are experienced from other departments you can help them to draw the parallals and trigger their thinking. If you would like to be an outstanding trainer dont try to teach, but help them learn, by ensuring their participation. For that during training ask their view about the theme on the slides without showing them.Just anchor the session and the summory of that discussion should be the slide you are going to show them. do this for all the slides. Most of the other procedures and clues are there in the postings by others before me.
All the best
From India, Mumbai
Don't Worry!!!
Meet your HR Head/Business Head/CEO - CFO/Key Managers of business Teams... Understand the real meaning of Vision/Mission of your company.
See how well the current business strategy is aligned to the overall Vision/Mission and how the present HR efforts are focused on building the Human Capital to equip human asset with Knowledge/Skill/Attitude to reach the organisational goals set as short term and long term.
If Training is a recent function added to the HR efforts, you will need to spend some time, energy and efforts to build the learning culture at your workplace.
If training is already an established function, continue the best practices as on date and invest time in innovating the way training happens in your organisation.
Address your role scientifically using all good inputs provided to you by the learned members in this forum.
Ask one question to yourself... Am I ready to take responsibility of increasing the book value of my company's asset - Human Capital? If your sincere answer is Yes, you are at the right place. All the Best!!!
Siddheshwar
From India, Mumbai
Meet your HR Head/Business Head/CEO - CFO/Key Managers of business Teams... Understand the real meaning of Vision/Mission of your company.
See how well the current business strategy is aligned to the overall Vision/Mission and how the present HR efforts are focused on building the Human Capital to equip human asset with Knowledge/Skill/Attitude to reach the organisational goals set as short term and long term.
If Training is a recent function added to the HR efforts, you will need to spend some time, energy and efforts to build the learning culture at your workplace.
If training is already an established function, continue the best practices as on date and invest time in innovating the way training happens in your organisation.
Address your role scientifically using all good inputs provided to you by the learned members in this forum.
Ask one question to yourself... Am I ready to take responsibility of increasing the book value of my company's asset - Human Capital? If your sincere answer is Yes, you are at the right place. All the Best!!!
Siddheshwar
From India, Mumbai
Hi,
As a beginner starting the process it would be critical to either take skill matrix and gap analysis or competency maps or Training need analysis exercise as the foundation to ascertain the training needs of the organization.
Regards,
Bhushan
From India, Mumbai
As a beginner starting the process it would be critical to either take skill matrix and gap analysis or competency maps or Training need analysis exercise as the foundation to ascertain the training needs of the organization.
Regards,
Bhushan
From India, Mumbai
hello..
Analyze the situation first.. Prepare a training calendar..
Be clear How When and Where the training to be conducted... get approval and suggestions from the management and proceed..
You will get a clear idea how to proceed in future..
All the best
Praveen
From India, Bangalore
Analyze the situation first.. Prepare a training calendar..
Be clear How When and Where the training to be conducted... get approval and suggestions from the management and proceed..
You will get a clear idea how to proceed in future..
All the best
Praveen
From India, Bangalore
Dear Anonymous,
I was in the same boat long back but became a very successful Trainer.Remember J.Srinivasan\'s advice as ur first step, it helps.
One good thing you did, joining citeHR. See how many good advices you got.Shows HR professionals have a large heart to share.Follow them. Thanks to Sidhartha Roy, the Founder CEO for starting this wonderful site.
My Best Wishes to You,
S.K.Murthy
9371065583
Core Trainer of IIMM & ITC, Geneva based at Pune.
From India, Mumbai
I was in the same boat long back but became a very successful Trainer.Remember J.Srinivasan\'s advice as ur first step, it helps.
One good thing you did, joining citeHR. See how many good advices you got.Shows HR professionals have a large heart to share.Follow them. Thanks to Sidhartha Roy, the Founder CEO for starting this wonderful site.
My Best Wishes to You,
S.K.Murthy
9371065583
Core Trainer of IIMM & ITC, Geneva based at Pune.
From India, Mumbai
Thank for all the comments, I didn't expect to get this much support! I really appreciate it.
What I would like to mention is the setup in our company is very different to much. I am in no way associated with the HR department. Our company has 4 different division, and I am the only person associated with training in the whole company. It is very difficult do to this.
But, now I have a little fundamentals to start by.
From United Arab Emirates, Dubai
What I would like to mention is the setup in our company is very different to much. I am in no way associated with the HR department. Our company has 4 different division, and I am the only person associated with training in the whole company. It is very difficult do to this.
But, now I have a little fundamentals to start by.
From United Arab Emirates, Dubai
I am somewhat at a loss to understand how you achieved the position of Training Manager when you have little or no knowledge of training.
My advice to you is that you undertake study in Training as soon as possible.
Without proper knowledge you will be doing your company and fellow employees a disservice.
I would suggest that you bring qualified trainers in to train the staff until such time as you can get up to speed.
From Australia, Melbourne
My advice to you is that you undertake study in Training as soon as possible.
Without proper knowledge you will be doing your company and fellow employees a disservice.
I would suggest that you bring qualified trainers in to train the staff until such time as you can get up to speed.
From Australia, Melbourne
John,
Thank you for taking the time to write.
I do experience in training, two years to be exact. The reason why they have promoted me as training manager are for these two reasons.
1. They prefer to promote internally.
2. I have a broad knowledge of the department, the process and product.
But, yes you are right. I need to know more about this field.
;)
From United Arab Emirates, Dubai
Thank you for taking the time to write.
I do experience in training, two years to be exact. The reason why they have promoted me as training manager are for these two reasons.
1. They prefer to promote internally.
2. I have a broad knowledge of the department, the process and product.
But, yes you are right. I need to know more about this field.
;)
From United Arab Emirates, Dubai
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