I recently got promoted as the training manager of a medium sized company. And have little training experience. The department that I am in is the client relations center.
I do not know where to start, I have a lot of idea, but nothing concrete. I'd like to know how to get the ball rolling, where to start and what to do. Any advice would be appreciated!
Thanks in advance.
From United Arab Emirates, Dubai
2I do not know where to start, I have a lot of idea, but nothing concrete. I'd like to know how to get the ball rolling, where to start and what to do. Any advice would be appreciated!
Thanks in advance.
From United Arab Emirates, Dubai
You can start by creating a vision for one year viz-a-viz your KRAs. I hope you have been given your KRAs and you are clear about them.
The next step could be to make SOPs for all the processes and set metrics for all the activities.
From India, Delhi
The next step could be to make SOPs for all the processes and set metrics for all the activities.
From India, Delhi
I have not been given any.
I have started that along with other projects. There is literally no guideline regarding the needs of the company. The company is expanding fast and into different territory and clear targets has not been set.
Is there anything you could recommend. Or anyone here?
From United Arab Emirates, Dubai
I have started that along with other projects. There is literally no guideline regarding the needs of the company. The company is expanding fast and into different territory and clear targets has not been set.
Is there anything you could recommend. Or anyone here?
From United Arab Emirates, Dubai
hi,
Then you have to start from the scratch, first you adopt a PMS and then you start the T & D procedures as usual. This is the right time to set up the new systems since your concern is the growing stage.
Regards,
Gayathry Depalley
HRM Consultant & Trainer
Chennai
Ph : 9578453243
From India, Karaikal
Then you have to start from the scratch, first you adopt a PMS and then you start the T & D procedures as usual. This is the right time to set up the new systems since your concern is the growing stage.
Regards,
Gayathry Depalley
HRM Consultant & Trainer
Chennai
Ph : 9578453243
From India, Karaikal
Hi Mr.Anonymous!
congratulate on your new assignment, am happy to see your intersted in taking things forward..
On a practical way to start.. try speaking with the managers, peers to understand what is their need and what are they expecting from the employees.. at inital stage a lot of meetings with the people is required to have an basic understanding..
Regards,
Kavitha
From India, Chennai
congratulate on your new assignment, am happy to see your intersted in taking things forward..
On a practical way to start.. try speaking with the managers, peers to understand what is their need and what are they expecting from the employees.. at inital stage a lot of meetings with the people is required to have an basic understanding..
Regards,
Kavitha
From India, Chennai
Hi Gayathry_depalley and Jekavitha,
Thank you for your support and advice.
I've done the following:
a. Spoke to the managers to get a clear objective for the TD.
b. Will stop conducting training for training sake.
c. Will start reviewing employees performance and knowledge.
Is there an important step I am missing?
From United Arab Emirates, Dubai
Thank you for your support and advice.
I've done the following:
a. Spoke to the managers to get a clear objective for the TD.
b. Will stop conducting training for training sake.
c. Will start reviewing employees performance and knowledge.
Is there an important step I am missing?
From United Arab Emirates, Dubai
1. Do a TNA, float a questinnaire
2. review last years appraisal
3. Have discussions with HoDs, take their feedback on programs
4. Study your Orgn Competencies, Vision n Value statements and design your program modules
5. Create a mid year budget, as of now and get it approved by CEO
6. Once approved, identify most suitable internal / external trainers
From India, Mumbai
2. review last years appraisal
3. Have discussions with HoDs, take their feedback on programs
4. Study your Orgn Competencies, Vision n Value statements and design your program modules
5. Create a mid year budget, as of now and get it approved by CEO
6. Once approved, identify most suitable internal / external trainers
From India, Mumbai
Nm2000_in has replied aptly.
I would add that training & Development is very important however it is effective only when the RoI is measured. You should incorporate evaluation after training by HoD as to improvemnt observed in working, obtain training report from attendee upon training completion and most effective as per my experience is to make the employee conduct internal seminars to other relevant employees on the same subject - this ensures effective utilisation of training budget as also wide spreads the knowledge. Also, employee's understanding of the training, communication skills and confidence to speak in front of audience can also be evaluated.
From India, Mumbai
I would add that training & Development is very important however it is effective only when the RoI is measured. You should incorporate evaluation after training by HoD as to improvemnt observed in working, obtain training report from attendee upon training completion and most effective as per my experience is to make the employee conduct internal seminars to other relevant employees on the same subject - this ensures effective utilisation of training budget as also wide spreads the knowledge. Also, employee's understanding of the training, communication skills and confidence to speak in front of audience can also be evaluated.
From India, Mumbai
All good advice guys in a nut shell
First thing you need to do is a Training Needs Analysis
Carry out an evaluation of the training requirement of your company remembering to use the Training Cycle
1. Identified your training needs
2. Design & Development of the Training Programmes
3. Delivery of Training
4. Evaluation
Use evaluation to Identified your training needs gaps to improve in your training programme.
Then start from the beginning of the Training Cycle > Identified your training needs> Design & Development of the Training Programme> Delivery of Training> Evaluation keep going round and round the Training Cycle .
Your job as training manager is to manage the Training Cycle keep improving and up dating and developing you company and staff.
Use Kirkpatrick Training Evaluation Method Levels 1 to 4 and 5
Level 1 Reaction
Testing the initial reactions of the participants to the programme. It is important that we gain favourable reaction in order that participants are motivated to learn.
Potential ways this could be tested:
Programme evaluation sheet
Face to face interviews
General participant comments throughout the programme
Level 2 Learning
Measures the extent to which participants are learning in line with programme objectives such as increase in skill or knowledge, change of attitude and / or behaviour, early application of new learning.
Potential ways this could be tested:
Individual pre-and post programme tests for comparisons
Observations and feedback by tutors, line manager and / or peers
Assessment of action based learning such as role-plays and work-based projects.
Level 3 Behaviour
Measures the extent to which a change in behaviour has occurred, as a result of the programme.
Potential ways this could be tested:
Individual pre-and post-programme tests or surveys
Observations and feedback from others
Focus groups to gather quick useful information and knowledge sharing
Face to face interview
Level 4 Results
Measures the final results that have been achieved because of the learning acquired form the programme. Includes final evaluation of the programme objectives. Potential indicators:
Tangible Results
Reduced Costs: More Level 5 ROI
Increased Sales: More Level 5 ROI
Increased Profitability: More Level 5 ROI
Reduction in employee turnover over a set period
In-Tangible Results
Positive Change in management style
Increase in engagement levels of direct reports
Positive Change in general behaviour
Favourable feedback from peers, subordinates, customers.
Level 5 ROI Return on Investment
Tangible Results
Example One Health & Safety
Reduced Costs
Example Two having properly employees
Increased Sales
Increased Profitability
Reduced Costs
Level 5 ROI Return on Investment
Example One Health & Safety
Health & Safety has come a longways in the past 40 year proper trained work force helps the Return on Investment by reducing the cost of: (From UK Health and Safety Executive)
Pain, suffering and distress to the victim and family
Distress to colleagues
Loss of output
Cost of damage to plant, materials etc
Cleaning up after the accident
Extra overtime
Recruiting/hiring a replacement worker
Investigating cause and preventing repeats
Changes in insurance premiums
Legal costs/fines
Loss of goodwill from work force and customers
Level 5 ROI: A corporation that has a bad safety record, and / or untrained staff will have to pay more costs i.e. insurance premiums, legal costs, finds, wages etc. Money and costing is a big issue within most industries, training must show effeteness!
Level 5 ROI Return on Investment
Example Two having properly trained employees / Management will lead to In-Tangible Results i.e.
Positive Change in management style
Increase in engagement levels of direct reports
Positive Change in general behaviour
Favourable feedback from peers, subordinates, customers.
Good in-tangible results will lead to following benefits:
More efficient working procedures leading to reduced costs
Increased customer satisfaction
Increased repeat and referral customer traffic
Increased revenues
Increased profits
Vary Basic I know but it will get you started
Hope this help !
Stay Safe
From Singapore
First thing you need to do is a Training Needs Analysis
Carry out an evaluation of the training requirement of your company remembering to use the Training Cycle
1. Identified your training needs
2. Design & Development of the Training Programmes
3. Delivery of Training
4. Evaluation
Use evaluation to Identified your training needs gaps to improve in your training programme.
Then start from the beginning of the Training Cycle > Identified your training needs> Design & Development of the Training Programme> Delivery of Training> Evaluation keep going round and round the Training Cycle .
Your job as training manager is to manage the Training Cycle keep improving and up dating and developing you company and staff.
Use Kirkpatrick Training Evaluation Method Levels 1 to 4 and 5
Level 1 Reaction
Testing the initial reactions of the participants to the programme. It is important that we gain favourable reaction in order that participants are motivated to learn.
Potential ways this could be tested:
Programme evaluation sheet
Face to face interviews
General participant comments throughout the programme
Level 2 Learning
Measures the extent to which participants are learning in line with programme objectives such as increase in skill or knowledge, change of attitude and / or behaviour, early application of new learning.
Potential ways this could be tested:
Individual pre-and post programme tests for comparisons
Observations and feedback by tutors, line manager and / or peers
Assessment of action based learning such as role-plays and work-based projects.
Level 3 Behaviour
Measures the extent to which a change in behaviour has occurred, as a result of the programme.
Potential ways this could be tested:
Individual pre-and post-programme tests or surveys
Observations and feedback from others
Focus groups to gather quick useful information and knowledge sharing
Face to face interview
Level 4 Results
Measures the final results that have been achieved because of the learning acquired form the programme. Includes final evaluation of the programme objectives. Potential indicators:
Tangible Results
Reduced Costs: More Level 5 ROI
Increased Sales: More Level 5 ROI
Increased Profitability: More Level 5 ROI
Reduction in employee turnover over a set period
In-Tangible Results
Positive Change in management style
Increase in engagement levels of direct reports
Positive Change in general behaviour
Favourable feedback from peers, subordinates, customers.
Level 5 ROI Return on Investment
Tangible Results
Example One Health & Safety
Reduced Costs
Example Two having properly employees
Increased Sales
Increased Profitability
Reduced Costs
Level 5 ROI Return on Investment
Example One Health & Safety
Health & Safety has come a longways in the past 40 year proper trained work force helps the Return on Investment by reducing the cost of: (From UK Health and Safety Executive)
Pain, suffering and distress to the victim and family
Distress to colleagues
Loss of output
Cost of damage to plant, materials etc
Cleaning up after the accident
Extra overtime
Recruiting/hiring a replacement worker
Investigating cause and preventing repeats
Changes in insurance premiums
Legal costs/fines
Loss of goodwill from work force and customers
Level 5 ROI: A corporation that has a bad safety record, and / or untrained staff will have to pay more costs i.e. insurance premiums, legal costs, finds, wages etc. Money and costing is a big issue within most industries, training must show effeteness!
Level 5 ROI Return on Investment
Example Two having properly trained employees / Management will lead to In-Tangible Results i.e.
Positive Change in management style
Increase in engagement levels of direct reports
Positive Change in general behaviour
Favourable feedback from peers, subordinates, customers.
Good in-tangible results will lead to following benefits:
More efficient working procedures leading to reduced costs
Increased customer satisfaction
Increased repeat and referral customer traffic
Increased revenues
Increased profits
Vary Basic I know but it will get you started
Hope this help !
Stay Safe
From Singapore
Kirkpatrick Training Evaluation Method
Probably the most well known framework for classifying areas of evaluation is the tried and tested four-level model developed by Donald Kirkpatrick and is arguably the most widely used approach in the training evaluation arena today.
Kirkpatricks model provides a conceptual framework to assist to assist in determining what data should be collected for the evaluation purposes. This data collection and evaluation process must be planned as part of the design and development segment of lesson preparation. Otherwise, it is possible to miss an opportunity to collect data which is needed for evaluation process.
From Singapore
Probably the most well known framework for classifying areas of evaluation is the tried and tested four-level model developed by Donald Kirkpatrick and is arguably the most widely used approach in the training evaluation arena today.
Kirkpatricks model provides a conceptual framework to assist to assist in determining what data should be collected for the evaluation purposes. This data collection and evaluation process must be planned as part of the design and development segment of lesson preparation. Otherwise, it is possible to miss an opportunity to collect data which is needed for evaluation process.
From Singapore
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KRA for Asst Training Manager.pdf
Manager training program.ppt
TRAINING MANAGER.doc