Training Manager
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Thread Started by #Anonymous

I recently got promoted as the training manager of a medium sized company. And have little training experience. The department that I am in is the client relations center.
I do not know where to start, I have a lot of idea, but nothing concrete. I'd like to know how to get the ball rolling, where to start and what to do. Any advice would be appreciated!
Thanks in advance.
6th August 2013 From United Arab Emirates, Dubai
You can start by creating a vision for one year viz-a-viz your KRAs. I hope you have been given your KRAs and you are clear about them.
The next step could be to make SOPs for all the processes and set metrics for all the activities.
6th August 2013 From India, Delhi
I have not been given any.
I have started that along with other projects. There is literally no guideline regarding the needs of the company. The company is expanding fast and into different territory and clear targets has not been set.
Is there anything you could recommend. Or anyone here?
6th August 2013 From United Arab Emirates, Dubai
Then you have to start from the scratch, first you adopt a PMS and then you start the T & D procedures as usual. This is the right time to set up the new systems since your concern is the growing stage.
Gayathry Depalley
HRM Consultant & Trainer
Ph : 9578453243
6th August 2013 From India, Karaikal
Hi Mr.Anonymous!
congratulate on your new assignment, am happy to see your intersted in taking things forward..
On a practical way to start.. try speaking with the managers, peers to understand what is their need and what are they expecting from the employees.. at inital stage a lot of meetings with the people is required to have an basic understanding..
7th August 2013 From India, Chennai
Hi Gayathry_depalley and Jekavitha,
Thank you for your support and advice.
I've done the following:
a. Spoke to the managers to get a clear objective for the TD.
b. Will stop conducting training for training sake.
c. Will start reviewing employees performance and knowledge.
Is there an important step I am missing?
7th August 2013 From United Arab Emirates, Dubai
1. Do a TNA, float a questinnaire
2. review last years appraisal
3. Have discussions with HoDs, take their feedback on programs
4. Study your Orgn Competencies, Vision n Value statements and design your program modules
5. Create a mid year budget, as of now and get it approved by CEO
6. Once approved, identify most suitable internal / external trainers
7th August 2013 From India, Mumbai
Nm2000_in has replied aptly.
I would add that training & Development is very important however it is effective only when the RoI is measured. You should incorporate evaluation after training by HoD as to improvemnt observed in working, obtain training report from attendee upon training completion and most effective as per my experience is to make the employee conduct internal seminars to other relevant employees on the same subject - this ensures effective utilisation of training budget as also wide spreads the knowledge. Also, employee's understanding of the training, communication skills and confidence to speak in front of audience can also be evaluated.
8th August 2013 From India, Mumbai
All good advice guys in a nut shell

First thing you need to do is a ‘’Training Needs Analysis’’

Carry out an evaluation of the training requirement of your company remembering to use the Training Cycle

1. Identified your training needs

2. Design & Development of the Training Programmes

3. Delivery of Training

4. Evaluation

Use evaluation to Identified your training needs gaps to improve in your training programme.

Then start from the beginning of the Training Cycle > Identified your training needs> Design & Development of the Training Programme> Delivery of Training> Evaluation keep going round and round the Training Cycle .

Your job as training manager is to manage the Training Cycle keep improving and up dating and developing you company and staff.

Use Kirkpatrick Training Evaluation Method Levels 1 to 4 and 5

Level 1 Reaction

Testing the initial reactions of the participants to the programme. It is important that we gain favourable reaction in order that participants are motivated to learn.

Potential ways this could be tested:

• Programme evaluation sheet

• Face to face interviews

• General participant comments throughout the programme

Level 2 Learning

Measures the extent to which participants are learning in line with programme objectives such as increase in skill or knowledge, change of attitude and / or behaviour, early application of new learning.

Potential ways this could be tested:

• Individual pre-and post programme tests for comparisons

• Observations and feedback by tutors, line manager and / or peers

• Assessment of action based learning such as role-plays and work-based projects.

Level 3 Behaviour

Measures the extent to which a change in behaviour has occurred, as a result of the programme.

Potential ways this could be tested:

• Individual pre-and post-programme tests or surveys

• Observations and feedback from others

• Focus groups to gather quick useful information and knowledge sharing

• Face to face interview

Level 4 Results

Measures the final results that have been achieved because of the learning acquired form the programme. Includes final evaluation of the programme objectives. Potential indicators:

Tangible Results

• Reduced Costs: More Level 5 ROI

• Increased Sales: More Level 5 ROI

• Increased Profitability: More Level 5 ROI

• Reduction in employee turnover over a set period

In-Tangible Results

• Positive Change in management style

• Increase in engagement levels of direct reports

• Positive Change in general behaviour

• Favourable feedback from peers, subordinates, customers.

Level 5 ROI Return on Investment

Tangible Results

Example One Health & Safety

Reduced Costs

Example Two having properly employees

Increased Sales

Increased Profitability

Reduced Costs

Level 5 ROI Return on Investment

Example One Health & Safety

Health & Safety has come a longways in the past 40 year proper trained work force helps the Return on Investment by reducing the cost of: (From UK Health and Safety Executive)

• Pain, suffering and distress to the victim and family

• Distress to colleagues

• Loss of output

• Cost of damage to plant, materials etc

• Cleaning up after the accident

• Extra overtime

• Recruiting/hiring a replacement worker

• Investigating cause and preventing repeats

• Changes in insurance premiums

• Legal costs/fines

• Loss of goodwill from work force and customers

Level 5 ROI: A corporation that has a bad safety record, and / or untrained staff will have to pay more costs i.e. insurance premiums, legal costs, finds, wages etc. Money and costing is a big issue within most industries, training must show effeteness!

Level 5 ROI Return on Investment

Example Two having properly trained employees / Management will lead to In-Tangible Results i.e.

• Positive Change in management style

• Increase in engagement levels of direct reports

• Positive Change in general behaviour

• Favourable feedback from peers, subordinates, customers.

• Good in-tangible results will lead to following benefits:

• More efficient working procedures leading to reduced costs

• Increased customer satisfaction

• Increased repeat and referral customer traffic

• Increased revenues

• Increased profits

Vary Basic I know but it will get you started

Hope this help !

Stay Safe
8th August 2013 From Singapore

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Kirkpatrick Training Evaluation Method
Probably the most well known framework for classifying areas of evaluation is the tried and tested four-level model developed by Donald Kirkpatrick and is arguably the most widely used approach in the training evaluation arena today.
Kirkpatrick’s model provides a conceptual framework to assist to assist in determining what data should be collected for the evaluation purposes. This data collection and evaluation process must be planned as part of the design and development segment of lesson preparation. Otherwise, it is possible to miss an opportunity to collect data which is needed for evaluation process.
8th August 2013 From Singapore

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You havegot lot of suggestions. Please use , But along with that,
1. Forget that you are new to this role...
2. Go by your guts as to what will work in your organization, what wont work and what may work
All the best
DGM- Training
S&N Hayakawa Enterprises

8th August 2013 From India, Bangalore
Dear Friend
"Learning & Development" is a science. There are principles, theories and processes. Its knowledge domain falls in Psychology. Human development, Sociology, Organizational Behaviour, Business Administration and Human Resource Management.
It’s not an activity, it’s a strategic intervention.
There is a challenge for you to "drink dip" -acquire the knowledge and then make efforts to build the skills required for an L&D professional.
May pl. read my article which was published in one magazine few years back.
Shailesh Parikh
Vadodara, Gujarat
99 98 97 10 65
8th August 2013 From India, Mumbai

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Dear Anonymous

Lot of ideas are being shared. Few methods also. The important thing I found the posting was Training need analysis and Training content development. Dont worry that you are not from a training department. But you need to develop a creative thinking if you have less of that. The best way I feel to analyse the training need is to ask the employees what are the difficulties they face. Some may say it some may not. Then you may even ask them how you handle an irrate customer,since you are in customer relationship center. Training on soft skills, may be a first priority. You need real tools in the form of training contents. Once you identify it even this site has many interesting presentations. You can also get it from Google. since you are experienced from other departments you can help them to draw the parallals and trigger their thinking. If you would like to be an outstanding trainer dont try to teach, but help them learn, by ensuring their participation. For that during training ask their view about the theme on the slides without showing them.Just anchor the session and the summory of that discussion should be the slide you are going to show them. do this for all the slides. Most of the other procedures and clues are there in the postings by others before me.

All the best
8th August 2013 From India, Mumbai
Don't Worry!!!

Meet your HR Head/Business Head/CEO - CFO/Key Managers of business Teams... Understand the real meaning of Vision/Mission of your company.

See how well the current business strategy is aligned to the overall Vision/Mission and how the present HR efforts are focused on building the Human Capital to equip human asset with Knowledge/Skill/Attitude to reach the organisational goals set as short term and long term.

If Training is a recent function added to the HR efforts, you will need to spend some time, energy and efforts to build the learning culture at your workplace.

If training is already an established function, continue the best practices as on date and invest time in innovating the way training happens in your organisation.

Address your role scientifically using all good inputs provided to you by the learned members in this forum.

Ask one question to yourself... Am I ready to take responsibility of increasing the book value of my company's asset - Human Capital? If your sincere answer is Yes, you are at the right place. All the Best!!!

8th August 2013 From India, Mumbai
As a beginner starting the process it would be critical to either take skill matrix and gap analysis or competency maps or Training need analysis exercise as the foundation to ascertain the training needs of the organization.
8th August 2013 From India, Mumbai
Analyze the situation first.. Prepare a training calendar..
Be clear How When and Where the training to be conducted... get approval and suggestions from the management and proceed..
You will get a clear idea how to proceed in future..
All the best
8th August 2013 From India, Bangalore
Dear Anonymous,
I was in the same boat long back but became a very successful Trainer.Remember J.Srinivasan\'s advice as ur first step, it helps.
One good thing you did, joining citeHR. See how many good advices you got.Shows HR professionals have a large heart to share.Follow them. Thanks to Sidhartha Roy, the Founder CEO for starting this wonderful site.
My Best Wishes to You,
Core Trainer of IIMM & ITC, Geneva based at Pune.

9th August 2013 From India, Mumbai
Thank for all the comments, I didn't expect to get this much support! I really appreciate it.
What I would like to mention is the setup in our company is very different to much. I am in no way associated with the HR department. Our company has 4 different division, and I am the only person associated with training in the whole company. It is very difficult do to this.
But, now I have a little fundamentals to start by.
9th August 2013 From United Arab Emirates, Dubai
I am somewhat at a loss to understand how you achieved the position of Training Manager when you have little or no knowledge of training.
My advice to you is that you undertake study in Training as soon as possible.
Without proper knowledge you will be doing your company and fellow employees a disservice.
I would suggest that you bring qualified trainers in to train the staff until such time as you can get up to speed.
10th August 2013 From Australia, Melbourne
Thank you for taking the time to write.
I do experience in training, two years to be exact. The reason why they have promoted me as training manager are for these two reasons.
1. They prefer to promote internally.
2. I have a broad knowledge of the department, the process and product.
But, yes you are right. I need to know more about this field.
10th August 2013 From United Arab Emirates, Dubai
OK, now I understand. Thank you for clarifying that for me. I hope you can work with the management team, so that they can see the value of giving you the training and resources you need to fulfil this role.
10th August 2013 From Australia, Melbourne
I will write down a simple training cycle which I would have done if was at your place.
1. Acquire the introduction about the company - vision, mission and motto
2. Acquire the department and functions.
3. Acquire the department hierarchy.
4. Consult HR Manager for job profiles for different level in hierarchy.
5. After knowing the job profile of members to train do a process audit.
6. Plan and develop training plan including calendar as per your organization standards and other related training material.
7. Decide the method of training required for execution.
8. Develop the training aid and material.
9. Train them as per plan.
10 . Involve department managers in training the associates by forwarding you a weekly/monthly training calendar.
11. Measure the training effectiveness using guest comments and company profits.
This is what I can think of till now which are broad guidelines rest research is required by you.
Thank you.
21st August 2013 From India, New Delhi
First i would like to congratulate you for getting a position of Training Manager as this is a function which gives you an opportunity to help individuals by helping them with desired tools via training to acquire requisite skills which helps them in achieving goals.
I would suggest you may start from scratch for this you first start from Training Need Identification. You may extract this information from your PMS or you may use Skill Matrix, for this you may need to interact with functional heads and during this process of interaction always emphasize on sharing with them that through this they are helping individuals in shaping their professional as well as personal life. Through Skill Matrix you may be able to figure out Training Topics , people/participants for particular trainings as well as Trainers and moreover you may be in the position to plan external training through them also.
I know this is very basic but still it will work.
Best Luck
2nd September 2013 From India, Gurgaon
Greetings of the day!!!
Congrats for promotion and good luck for future
We are corporate training firm by the name - Overture Rede Private limited. For any assistance you can contact us. We would be glad to serve your company's requirement for training.
Thanks & Regards
Shiva Dogra
3rd September 2013 From India, Lucknow
you can go through this ppt and it will surely give you some direction on what to do .....
11th September 2013 From India, Noida
You can go throgh this ppt and see if it helps you
11th September 2013 From India, Noida

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