I just joined a Traveling and Tour company as a Human Resources Officer. From my questions and observations, I discovered the staff have not undergone training or performance appraisal. Kindly advise on how I can introduce this and be successful at implementing it since it's a new idea.
Thank you.
From United Kingdom, London
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3Thank you.
From United Kingdom, London
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I feel that you should take overall responsibility for the training, starting from the "need for training." Get the management to recognize the requirement for training and be convinced of the positive results that will follow. You can follow these steps:
1. Set objectives for the organization.
2. Create a performance appraisal form. The form should include a note indicating rewards for exceeding the threshold or the need for training if performance is below expectations.
3. Involve management in the training process.
Regards,
Prem Prakash
From India, Mumbai
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1. Set objectives for the organization.
2. Create a performance appraisal form. The form should include a note indicating rewards for exceeding the threshold or the need for training if performance is below expectations.
3. Involve management in the training process.
Regards,
Prem Prakash
From India, Mumbai
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Allocating Goals and Tracking Achievements
Allocating goals to each individual and tracking the achievements of employees periodically will make you shine as an HR contributor to the organization. However, this can be done only after understanding the business and its objectives. Of course, this will need to be coupled with an appraisal process.
Training Focus Areas
The "Training" aspect should focus on two areas specifically: a goals-based appraisal system and how managers can contribute to the success of this initiative.
To understand the full scope of HR's role in an organization, you can read the blog "Talent Junction," which also includes an article on SMART Goals/KRAs.
From India, Delhi
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Allocating goals to each individual and tracking the achievements of employees periodically will make you shine as an HR contributor to the organization. However, this can be done only after understanding the business and its objectives. Of course, this will need to be coupled with an appraisal process.
Training Focus Areas
The "Training" aspect should focus on two areas specifically: a goals-based appraisal system and how managers can contribute to the success of this initiative.
To understand the full scope of HR's role in an organization, you can read the blog "Talent Junction," which also includes an article on SMART Goals/KRAs.
From India, Delhi
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Importance of Training in Organizations
Training should be an important part of all organizations. This keeps the staff updated on where they stand in the ever-evolving marketplace and among their competitors. In the current scenario, being good does not count, but being better than the rest does.
Main Points to Consider
1. Take the top management into confidence as to why it is important to have the training (and development) of the team.
2. First, individual job responsibilities (job descriptions) need to be established. This will outline the specifics of what each individual is expected to do.
3. The job responsibilities should be supported by the SOPs.
After the above steps are completed in consultation with the top management, create a training calendar for each department. Training should be conducted at appropriate times and situations. Avoid stressing training during busy times, low attendance periods, or when the team already has deadlines to meet.
4. Start your training with topics that will be easily understood, which can include:
- Grooming standards.
- Communications.
- Soft skills - very important in the travel and service industry.
Then, move on to more serious training topics.
Additionally, remember to involve the team during the training sessions. Encourage their participation, make the training enjoyable with some humor, and include breaks.
Hope this will help you start your training.
All the very best,
Warm regards,
Richard
[Email Removed For Privacy Reasons]
From India
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Training should be an important part of all organizations. This keeps the staff updated on where they stand in the ever-evolving marketplace and among their competitors. In the current scenario, being good does not count, but being better than the rest does.
Main Points to Consider
1. Take the top management into confidence as to why it is important to have the training (and development) of the team.
2. First, individual job responsibilities (job descriptions) need to be established. This will outline the specifics of what each individual is expected to do.
3. The job responsibilities should be supported by the SOPs.
After the above steps are completed in consultation with the top management, create a training calendar for each department. Training should be conducted at appropriate times and situations. Avoid stressing training during busy times, low attendance periods, or when the team already has deadlines to meet.
4. Start your training with topics that will be easily understood, which can include:
- Grooming standards.
- Communications.
- Soft skills - very important in the travel and service industry.
Then, move on to more serious training topics.
Additionally, remember to involve the team during the training sessions. Encourage their participation, make the training enjoyable with some humor, and include breaks.
Hope this will help you start your training.
All the very best,
Warm regards,
Richard
[Email Removed For Privacy Reasons]
From India
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You should start with listing:
- Role
- Purpose of the Role
- Tasks the individual has to perform
- Activities to be done by that individual
- Competencies required to carry out the tasks and activities
- Behavioral indicators
Once you map your staff on the above points, you can build a competency mapping framework and from there, you can identify the training needs.
Good luck!
Regards, Yogesh Bhat
From India, Bangalore
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- Role
- Purpose of the Role
- Tasks the individual has to perform
- Activities to be done by that individual
- Competencies required to carry out the tasks and activities
- Behavioral indicators
Once you map your staff on the above points, you can build a competency mapping framework and from there, you can identify the training needs.
Good luck!
Regards, Yogesh Bhat
From India, Bangalore
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You need to convince your management why training is required for the employees. This is possible if you can connect the organizational goal with individual goals, conduct competency mapping of employees to identify skill set gaps, and develop a training schedule to bridge these gaps. Make a presentation to the management on the skill set gaps, your proposed solutions to bridge them, and the budget required for implementation.
Types of Training
There are two types of training: functional skills and soft skills/behavioral skills. It is easier to obtain budget approval from management for training on functional skills.
For the Travel and Tourism sector, I believe training in marketing skills for sales personnel and training in tax and regulations for the Accounts team are crucial areas where budget approval can be obtained easily. Subsequently, decide whether to engage internal or external faculty for the training.
Regards,
Quicker Knowledge Solutions Pvt Ltd.
[Phone Number Removed For Privacy Reasons]
From India, Mumbai
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Types of Training
There are two types of training: functional skills and soft skills/behavioral skills. It is easier to obtain budget approval from management for training on functional skills.
For the Travel and Tourism sector, I believe training in marketing skills for sales personnel and training in tax and regulations for the Accounts team are crucial areas where budget approval can be obtained easily. Subsequently, decide whether to engage internal or external faculty for the training.
Regards,
Quicker Knowledge Solutions Pvt Ltd.
[Phone Number Removed For Privacy Reasons]
From India, Mumbai
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Competency Mapping and Performance Appraisal
Competency mapping and performance appraisal of all the employees in your organization are the starting points to identify the training needs of these employees. You have to study the roles/positions of each of the employees and the key parameters for these positions before you proceed to assess their competencies. If the employees are found deficient on a particular scale, say 1 to 10, you can decide on the training modules that need to be imparted. At the end of a period, say one year or half a year, you can fill out the appraisal forms designed for the purpose of performance appraisal and accordingly decide on their further training.
Thank you.
From India, Bokaro
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Competency mapping and performance appraisal of all the employees in your organization are the starting points to identify the training needs of these employees. You have to study the roles/positions of each of the employees and the key parameters for these positions before you proceed to assess their competencies. If the employees are found deficient on a particular scale, say 1 to 10, you can decide on the training modules that need to be imparted. At the end of a period, say one year or half a year, you can fill out the appraisal forms designed for the purpose of performance appraisal and accordingly decide on their further training.
Thank you.
From India, Bokaro
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Thank you very much. I have all the JDs with me, and I have started liaising with each head of department on the expectations for each employee. I think some staff need training in communication, especially on how to interact with other subordinates as well as how to send emails. Do you have any documents on this?
From United Kingdom, London
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From United Kingdom, London
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In response to your query, I am enclosing certain formats for competency assessment. You have to identify the quality positions each employee occupies and get the quality parameters for each position. Each employee needs to be assessed by his/her reporting officer on a scale of 1 to 10. Employees scoring less than 6 on each parameter are to be trained on these parameters. After completion of training, the employees are to be re-assessed and may be trained again if found deficient.
Thank you.
Regards,
mmsmnk.
From India, Bokaro
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Thank you.
Regards,
mmsmnk.
From India, Bokaro
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I would recommend the following:
STEP 001
a. Embark on a Job Analysis exercise.
b. Ensure that appropriate JDs are written for each unique position.
c. Ensure that the JD comprises SMART GOALS, KRAs, and KPIs for each position.
This exercise should take approximately 1 week for each Job Family. (Hint - Be focused, else you could go on endlessly).
STEP 002
Assuming that you have created appropriate JDs for each unique position, the staff/management will now be informed about their roles and expectations. You could now embark on the second phase, which comprises:
a. Creating TNA, i.e., Assess the training needs.
b. Create a Training Calendar.
c. Roll out the Training initiatives.
d. Measure its effectiveness, i.e., ROI Framework.
STEP 003
Assuming Steps 001 & 002 have been completed, initiate the following:
a. You have the KRAs and KPIs set in the JD (refer to Step 001).
b. Now, embark on customizing an appropriate template.
c. The template needs to measure:
- Functional performance.
- Behavior displayed while performing one's job for the assessment year.
- Leadership traits displayed against expectations set.
- The actual performance or displayed traits versus expectations - forms the gaps, needing to be bridged.
(Word of caution - please initiate the above in a phased manner, as you could be clueless if you are initiating for the first time).
Ideally, a competency framework should help you create or generate the gaps and create an appropriate GAP ANALYSIS.
- The PMS template also needs to comprise Promotion, Job Rotation, Job Enrichment, Trainings recommended as well.
(Please do not copy appraisal templates from the web and implement. Customize or tweak it as per your company's requirements).
- Roll out the template. Liaise with the HODs and communicate the rollout date and the date that you will need it back.
- Upon receipt of appraisal forms, duly filled, embark on data collation.
- The training requirement will form the core for TNA.
- Collate the data and segregate on the basis of (a) Merit Increase cases (b) Promotion cases (c) Redundant cases (d) Inter-department transfer cases.
Wishing you the best.
Regards
From Kuwait, Kuwait
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STEP 001
a. Embark on a Job Analysis exercise.
b. Ensure that appropriate JDs are written for each unique position.
c. Ensure that the JD comprises SMART GOALS, KRAs, and KPIs for each position.
This exercise should take approximately 1 week for each Job Family. (Hint - Be focused, else you could go on endlessly).
STEP 002
Assuming that you have created appropriate JDs for each unique position, the staff/management will now be informed about their roles and expectations. You could now embark on the second phase, which comprises:
a. Creating TNA, i.e., Assess the training needs.
b. Create a Training Calendar.
c. Roll out the Training initiatives.
d. Measure its effectiveness, i.e., ROI Framework.
STEP 003
Assuming Steps 001 & 002 have been completed, initiate the following:
a. You have the KRAs and KPIs set in the JD (refer to Step 001).
b. Now, embark on customizing an appropriate template.
c. The template needs to measure:
- Functional performance.
- Behavior displayed while performing one's job for the assessment year.
- Leadership traits displayed against expectations set.
- The actual performance or displayed traits versus expectations - forms the gaps, needing to be bridged.
(Word of caution - please initiate the above in a phased manner, as you could be clueless if you are initiating for the first time).
Ideally, a competency framework should help you create or generate the gaps and create an appropriate GAP ANALYSIS.
- The PMS template also needs to comprise Promotion, Job Rotation, Job Enrichment, Trainings recommended as well.
(Please do not copy appraisal templates from the web and implement. Customize or tweak it as per your company's requirements).
- Roll out the template. Liaise with the HODs and communicate the rollout date and the date that you will need it back.
- Upon receipt of appraisal forms, duly filled, embark on data collation.
- The training requirement will form the core for TNA.
- Collate the data and segregate on the basis of (a) Merit Increase cases (b) Promotion cases (c) Redundant cases (d) Inter-department transfer cases.
Wishing you the best.
Regards
From Kuwait, Kuwait
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Training on effective Performance Management.pdf
Introduction to Employee Training and Development - PPT 1.ppt