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November 9, 2012

Training

Customer calls being escalated as the junior level employees seem ill equipped to handle the query. The managers are badly bogged down with work, spending hours on work that should have been carried through by the subordinates. Why? Coz they are not confident about the skill sets of their team members. These are the indicators of skill gap due to lack of training or rather lack of required training.


The HR world swears by the advantages of training. Organizations allocate healthy budgets to this, hoping for good return on investments. However spending on training just for the sake of it ain’t recommended at all, Training schedules and modules need to be backed by strategic decisions. The methods of training and the duration largely depend on the profile and the organizational plans for its future. Say for example if the organization is planning to move to complete content requirement outsourcing there is no point in conducting sessions on ‘Content Writing’. Similarly if the profile calls of training the incumbent on the job for understanding the practical nitty gritty, there is no point in making the incumbent run through an elaborate classroom training module.


The common mistake that I have come across in the training schedule is the effort to offload too much of information in a short period of time, until the receptor is ready to absorb the knowledge being imparted there is no point having him sit through it. A good training module would be a well crafted session giving ample scope for learning and retaining the knowledge shared. Another grossly ignored section is the training effectiveness analysis. We conduct regular trainings on a plethora of subjects that concerns the organization and its business line; have appropriate employees take the training sessions but what after that. How the training has helped the trainee in the use of the acquired knowledge in the day to day work at office, how it has improved his/her performance and how really has it made a difference to the bottom line are important questions which should not be ignored.


The objective of training can be outlined as:


Awareness: The on boarding exercise includes the initial training too. A session to make the incumbent aware of the procedures and the processes. To ensure that all new comers are well aware of the way things are done in the organization.


Accountability: As you train the employees and help them enhance their skill sets, their productivity goes up. They take up responsibilities well and can be made accountable for tasks without the need of managers watching out.


Succession Planning: For making the contributors’ future ready and arming them with the help of training sessions to upgrade their skill set. The teams would have human resource in place and all set for promotions and higher responsibilities.


Better ROI: The training expenses are an investment in the employee and as he/she starts contributing making an impact on the bottom line the return on investment becomes cheerful.


Retention Tool: When organizations ensure that employees receive trainings to upgrade their skill set and enhance their knowledge, employees too feel valued. An employee equipped with necessary skill sets to carry on with his role would stay focused and content.


The advantages are well accepted and appreciated, provided one of the objectives is met. Training modules need to be customized as per requirement and the effectiveness be evaluated.

Tags : Training, schedule, training importance, employees, training ethics

About Nivedita

Nivedita has almost six years of experience in the HR domain. In her current role with an IT company, she manages the talent acquisition and talent management initiatives of the organization. She has been honored a Master’s degree in Business Administration with a specialization in Human Resources. She began her career in 2005 and has been working in the different domains of Human Resources ever since.