SomGollakota
It Management
RedMad
Educationist, Motivational Speaker, Lean
Consultme
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Maskari2
Hr Team Leader
Neel Ganesh
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Thread Started by #maskari2

am facing a weird problem in my new organization and the total strength of the organization is 156 employees: The problems are like this:

2 employees were working in Training & Development section: Head of training & Training specialist. we donít have the Training Head to lead the Function since he left the organization 3 months ago and currently Miss. shamma (Training specialist ) working alone without any assistant. Her main duties this year is to implement the in-house training program which was identified by a consultants.

I have been working in this new organization for 3 months now as a Head of Organization Development under Strategy and Development Division and the training department is under HR Division.

My boss has no experience in training and sent me the below e-mail to avoid such blame because he was interfering with other HR Division that that my Boss suppose to present the Training Strategy with the help of consultants to Senior Management last April . The Training Strategy was presented and supported by General Manager. However, the implementation of the in -house training programs has not yet started. Therefore, my boss wanted to get rid of this problem by sending the below e-mail:

From: Khalid A.Al Safi

Subject: Training Plans

To : Shamma , Khaled mohamed, Abdulla Omar

Further to our meeting, yesterday, please refer to the attached summary from the Human Resource Strategy and the following steps are required to have a successful In-House Training:

Step 1:

1. Adopt the same structure in the attached document (for training).

2. Allocate hours of the proposed training and inductions

3. Review the curriculum of these courses.

4. Define the curriculum for each courses is necessary to enable us communicate with training providers

5. Quantify the number of staff that will be attending these courses may over two years, 2010-2011.

6. Prioritize the basic courses to be offered to UAE new intake and without prior experience in statistics

7. Quantify again the cost of the above In-House Courses

Step 2:

8. Provide a list of training providers either organizations or individuals

9. Internally we need to agree on the way forward regarding the short listed training providers

10. A tender document should be prepared based on the above.

Our objective, that, the In-House training should be commencing at least end of January 2010. Let us meet today at 1pm to discuss the above and allocate the work among the team.

Please suggest me what to do as I have been appointed as a Head of Organization Development (OD) in this organization and not as a Head of Training in Support Services Division. Awaiting your feedback.

Regards,

Khlaed Al Maskari

Head of Organization Development
26th December 2009 From United Arab Emirates, Dubai
Here is what I would do, if I were you.

1. Contact the head of Training with what you are looking to establish (the need)

2. Identify core team who need to be involved in detailing the above and formulating a plan

3. Setup a meeting with the core team (including the head of training and yourself)

4. Meet with the team and formulate plan, identify tasks, identify owners of each task and set up timelines (this is a collaborative effort. I will not be telling them who should do what, but will be asking them who can do what and by when)

5. Once an agreement is reached on the step 4 above, communicate the plan to your boss

6. Track the plan, follow up with the team on the tasks periodically and drive it to completion (periodically, keep your boss updated on the status of progress)

If I were your boss, this was my ownership, and I assigned it to you, I am looking toward you to take the lead, collaborate with the appropriate people and drive this to completion.

Hope this helps.

Regards,

--Som G
26th December 2009 From United States, Woodinville
Mr. Khaleed.
I did understand your situation. This is happening due to lack of clarification on Job Responsibilities.
However,.I am ready to conduct the Training programs for your firm. Please find attached my profile and training programs.
Looking forward for your positive reply.
27th December 2009 From India, Hyderabad

Attached Files
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File Type: pdf Madhav Reddy - Training Programs & Details.pdf (77.8 KB, 188 views)

I agree with Mr.Som....Kindly complete the task and then ask your boss abt your Job Description (JD)...If you are not clear with your JD..you encounter all these things..but first and foremost..try to complete the task efficiently and then only ask him abt your JD, to avoid hurting his ego.
Regards
Jyothi
28th December 2009 From India, Visakhapatnam
Hi som,
It was a good action plan to have enough ground work & I would also like to add for the words given by jyothi that most of the company employee are facin a greater confusion about teir JD. So, kindly seek clarity on ur JD after completion of ground work.
28th December 2009 From India, Hyderabad
Dear Mr. Al Maskari
I agree with Mr. Som on the strategies to carry out the training successfullyand Ms. Jyothi on her advise. Take this as a challenge and work towards achieving the goals and you will be commended for the additional responsibilities executed.
I have worked on Planning and Executing training for a newly established company that did not have any "Training" happening till then. If you need any assistance, you may contact me on my email - (I am in Abu Dhabi, UAE).
28th December 2009 From United Arab Emirates, Dubai
Instead of getting frustrated, help your boss initially in setting up a proper trainign dept, appoint a training head, clarify your JD, keep an eye for details during the implementation of training process.
Dont worry, this way you'll run through.
All the best!
Parul
28th December 2009 From India, New Delhi
Head of Training, OD Head, Training Specialist, HR Head...and strategising is almost outsourced to external consultants. That too for just 156 employees!!! What does your company make? Product or Service?
If you guys are confused/frustrated, just imagine the frustration of your investors or CEO. Go get everybody in a call or meeting and discuss what to do, plan it and achieve it. Make clear goals first.
I know companies with 3500+ people with single HR Head and couple of Associates manage training programmes including that of company wide quality initiatives, hassle free.
Wishing you the very best
28th December 2009 From India, Bangalore
Hi,
Greetings From The Trinity Academy For Corporate Training
We are a complete HR solution provider. We have solved some problems like this. Please do not paniki. Any ways if u want our services please let me know.
Warm Regards
Shital

28th December 2009 From India, Mumbai
When someone has left the organization and the Boss ask you to do that job, if you consider that as a challenge/opportunity you will find the way it is done earlier as starting point and even otherwise the programme are developed by consultants and call them for a meeting and sort it out. I don't see any issue here unless you don't want any additional responsibilities. Training is a part of requirement for OD and I further don't see any reason this adds to your confusion.
28th December 2009 From India, Madras
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