Hi everyone,
Greetings..!!
Need your help; I am currently working on a project which is directly related to Learning and Development of management grade employees (more on Behavioural part).
I want to have a "Development Plan/Schedule" for employees (AM and above- up to GM level), wherein it should cover/enhance 5 aspects of individual development:
1. Aspiration
2. Learn-ability
3. Initiative
4. Value
5. Energy
I am working with a stainless steel manufacturing unit; with a total strength of 540 employees in Management Grades.
Can anyone of you help me in finding out the feasible Training / Session / Workshop names to enhance or develop above mentioned 5 behavioural aspects?
with best regards,
Sujata Grewal
From India, Hisar
1Greetings..!!
Need your help; I am currently working on a project which is directly related to Learning and Development of management grade employees (more on Behavioural part).
I want to have a "Development Plan/Schedule" for employees (AM and above- up to GM level), wherein it should cover/enhance 5 aspects of individual development:
1. Aspiration
2. Learn-ability
3. Initiative
4. Value
5. Energy
I am working with a stainless steel manufacturing unit; with a total strength of 540 employees in Management Grades.
Can anyone of you help me in finding out the feasible Training / Session / Workshop names to enhance or develop above mentioned 5 behavioural aspects?
with best regards,
Sujata Grewal
From India, Hisar
Dear Sujata,
Good to note that you have taken up this project. Whatever your designation is, the project is challenging.
Since you are a working professional and not a student, your training efforts should be beneficial to the organisation. You have given five attributes for the development of the individual. Nevertheless, what if these attributes are developed, score is best but then there is no change in the general environment? Then how will you handle this situation and what would be ROI of your training efforts?
Going further, you say that the participants would be "AM and above- up to GM level". By now persons of their stature must demonstrate value, energy, initiate and so on. Can any one become a Manager without these attributes in them? May be unconsciously, they might have developed these attributes in them hence they are holding their respective position.
I have written 'n' number of times in this forum that focus of training efforts should be on the organisation and not on individual. Training Managers at most of the companies do the other way round and fail to measure the ROI on Training. Since they fail to show impact on the business of their training, in most of the companies training department is considered as a secondary department. In view of this it is my earnest plea to review objectives of your project. One cannot experiment at the expense of the organisation!
As a different solution, I recommend you conducting survey on interpersonal environment or teamwork or conflict handling in the company. Objective of your training efforts should be to improve the rating of the survey. Survey should be conducted before the training and one year after the training. The difference will show impact of the change of behaviour of the managers.
Thanks,
Dinesh Divekar
From India, Bangalore
Good to note that you have taken up this project. Whatever your designation is, the project is challenging.
Since you are a working professional and not a student, your training efforts should be beneficial to the organisation. You have given five attributes for the development of the individual. Nevertheless, what if these attributes are developed, score is best but then there is no change in the general environment? Then how will you handle this situation and what would be ROI of your training efforts?
Going further, you say that the participants would be "AM and above- up to GM level". By now persons of their stature must demonstrate value, energy, initiate and so on. Can any one become a Manager without these attributes in them? May be unconsciously, they might have developed these attributes in them hence they are holding their respective position.
I have written 'n' number of times in this forum that focus of training efforts should be on the organisation and not on individual. Training Managers at most of the companies do the other way round and fail to measure the ROI on Training. Since they fail to show impact on the business of their training, in most of the companies training department is considered as a secondary department. In view of this it is my earnest plea to review objectives of your project. One cannot experiment at the expense of the organisation!
As a different solution, I recommend you conducting survey on interpersonal environment or teamwork or conflict handling in the company. Objective of your training efforts should be to improve the rating of the survey. Survey should be conducted before the training and one year after the training. The difference will show impact of the change of behaviour of the managers.
Thanks,
Dinesh Divekar
From India, Bangalore
Dear Mr. Dinesh Divekar,
At ground level we focus on Training & Development for organisation as a whole only.
For this particular project, background story is... we have have gone through some 3rd party Individual Assessments for Management Grade (which is directly related to their yearly appraisals). After seeing the results of that assessment, I have taken this project.
Now my focus is to find out Training/session/workshop names for "each" category ;
1. Aspiration
2. Learn-ability
3. Initiative
4. Value
5. Energy
If you can help.. :)
with best regards,
Sujata Grewal
From India, Hisar
At ground level we focus on Training & Development for organisation as a whole only.
For this particular project, background story is... we have have gone through some 3rd party Individual Assessments for Management Grade (which is directly related to their yearly appraisals). After seeing the results of that assessment, I have taken this project.
Now my focus is to find out Training/session/workshop names for "each" category ;
1. Aspiration
2. Learn-ability
3. Initiative
4. Value
5. Energy
If you can help.. :)
with best regards,
Sujata Grewal
From India, Hisar
Dear Sujata,
My previous post was quite elaborative, yet you have come up with the same query. This is little surprising. Run-of-mill training providers take exact benefit of the fixation like this and become rich.
What is the nature of your industry? How have you defined your organisational competence? If yes, have you addressed your training efforts to improve the organisational competence? Nothing wrong as such in doing 3rd party "Individual Assessments for Management Grade". However, going further, you are more responsible for the ROI on the Training. With focus on improving learnability or initiative, will you be able to measure ROI? Do you know anybody on earth measured the ROI by conducting training on this?
Earlier I have given exhaustive reply on employee training. Click the following link to refer it:
https://www.citehr.com/523786-traini...ml#post2222367
Thanks,
Dinesh Divekar
From India, Bangalore
My previous post was quite elaborative, yet you have come up with the same query. This is little surprising. Run-of-mill training providers take exact benefit of the fixation like this and become rich.
What is the nature of your industry? How have you defined your organisational competence? If yes, have you addressed your training efforts to improve the organisational competence? Nothing wrong as such in doing 3rd party "Individual Assessments for Management Grade". However, going further, you are more responsible for the ROI on the Training. With focus on improving learnability or initiative, will you be able to measure ROI? Do you know anybody on earth measured the ROI by conducting training on this?
Earlier I have given exhaustive reply on employee training. Click the following link to refer it:
https://www.citehr.com/523786-traini...ml#post2222367
Thanks,
Dinesh Divekar
From India, Bangalore
Thank you so much sir for your quick and significant response.
Let me go through with the links you have provided and I will surely get in touch with you to seek more knowledge on the topic.
with best regards,
Sujata Grewal
From India, Hisar
Let me go through with the links you have provided and I will surely get in touch with you to seek more knowledge on the topic.
with best regards,
Sujata Grewal
From India, Hisar
Sujata,
Very challenging project you are handling. I would like to share some general thoughts.As you are aware behavioral change measurement requires sound analysis of before and after bahaviours of the participants with reference to what is sought to be changed.Apart from the content, the training methodology consisting of skilful mix of case studies,exercises and group discussions will matter a lot.I have attempted to suggest some titles for the training topics identified by you:
Aspiration-- sky has no limits
Learn-ability: Learning about Learning
Initiative: Breaking the mould
Value: Being together
Energy:. Test your limits.
Hope you at least find it thought provoking leads.
Wish you great success.
V.L.Nagarkar
HR-CONSULTANT
From India, Mumbai
Very challenging project you are handling. I would like to share some general thoughts.As you are aware behavioral change measurement requires sound analysis of before and after bahaviours of the participants with reference to what is sought to be changed.Apart from the content, the training methodology consisting of skilful mix of case studies,exercises and group discussions will matter a lot.I have attempted to suggest some titles for the training topics identified by you:
Aspiration-- sky has no limits
Learn-ability: Learning about Learning
Initiative: Breaking the mould
Value: Being together
Energy:. Test your limits.
Hope you at least find it thought provoking leads.
Wish you great success.
V.L.Nagarkar
HR-CONSULTANT
From India, Mumbai
Ms Sujata,
Its good to see you involved in developing leadership skill and managerial effectiveness and qualities of your executives. I had done similar thing in one of my previous companies and sought facilitation of a consultant .Basically, road map with you is right so far but wish to advise you to seek help from outside of a practitioner in this area. The role and scope of his would be training and counseling to individuals.Facilitator will also suggest names of books and other stuffs so that learning and agility can be a key item in this appraisal period over timelines.
Regds,
From India, Delhi
Its good to see you involved in developing leadership skill and managerial effectiveness and qualities of your executives. I had done similar thing in one of my previous companies and sought facilitation of a consultant .Basically, road map with you is right so far but wish to advise you to seek help from outside of a practitioner in this area. The role and scope of his would be training and counseling to individuals.Facilitator will also suggest names of books and other stuffs so that learning and agility can be a key item in this appraisal period over timelines.
Regds,
From India, Delhi
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Performance Development Plan.doc
Personal-develo pment-plan.pdf