Hi,
I am looking for some ideas that how to make the T&D department more fun learning and valuable department in an organisation.
As i my company the online website for training is available but I want to create the environment where face to face training are more acknowledged as well as training should be a fun way of learning instead of formal way of completing the yearly task to attend the training.
Looking forward valuable suggestions.
Thanks
From India, Gurgaon
I am looking for some ideas that how to make the T&D department more fun learning and valuable department in an organisation.
As i my company the online website for training is available but I want to create the environment where face to face training are more acknowledged as well as training should be a fun way of learning instead of formal way of completing the yearly task to attend the training.
Looking forward valuable suggestions.
Thanks
From India, Gurgaon
Dear Shraddha,
With more than one and half decade into the training field, with experience of conducting training in the various training verticals, I strongly recommend you changing your goalpost. Not innovative methods, but end result of the employee training should be its ROI. As long as this objective is achieved, innovative or traditional training methods do not matter.
The trouble with the training professionals is that their sole focus is on delivery of the trainer or games conducted in the training programme. The second focus which anyway you have mentioned is completion of the training calendar. Nevertheless, because of this misplaced focus, they miss out measurement of ROI which is quintessence of the training. Their lack of business orientation does not give them parity with the other functionaries from finance, marketing etc.
In view of this, you may revise the heading of your post as "Innovation Training Methods to Measure ROI". You will be able to earn lot of respect from CEO, if you are able to create a business case on ROI on training.
Thanks,
Dinesh Divekar
From India, Bangalore
7736With more than one and half decade into the training field, with experience of conducting training in the various training verticals, I strongly recommend you changing your goalpost. Not innovative methods, but end result of the employee training should be its ROI. As long as this objective is achieved, innovative or traditional training methods do not matter.
The trouble with the training professionals is that their sole focus is on delivery of the trainer or games conducted in the training programme. The second focus which anyway you have mentioned is completion of the training calendar. Nevertheless, because of this misplaced focus, they miss out measurement of ROI which is quintessence of the training. Their lack of business orientation does not give them parity with the other functionaries from finance, marketing etc.
In view of this, you may revise the heading of your post as "Innovation Training Methods to Measure ROI". You will be able to earn lot of respect from CEO, if you are able to create a business case on ROI on training.
Thanks,
Dinesh Divekar
From India, Bangalore
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