Business Mentor, Consultant And Trainer
Recruitment/talent Acquisition, Career Counselling
You have given information about your failures in interviews for the post of Training Manager. However, you have not written why you consider yourself eligible for this post? Have you worked in the training department anywhere? If yes, what type of job it was? Did you handle delivery? What type of training have you delivered?
Whether worked as trainer who handled delivery or just organised the training programmes, it is important for either professional to keep in mind the outcome of the training activities. How did you measure the ROI on training?
Your poor articulation is because of your lack of confidence and lack of confidence could be because of your knowledge of the subject of employee training.
Therefore, please clarify further on your post.
30th June 2015 From India, Bangalore
Many interviewers are experienced people who can see beyond articulatory failure.
You need to do more self analysis of reasons.
You need to practise your speaking skills and remember if you have good articulation skills the delivery of trianing material in your class would look easy and seamless.
People should readily understand what you articulate and do not have to look behind the curtain to realise meaning.
30th June 2015 From India, Pune
Frankly, I think your problem is NOT what you think......articulation.
It's more to do with the 'level' & 'reach' of the articulation that you seem to exhibit/practice.
For eg., Dinesh asked ~5-6 queries in this very thread & your reply was a single liner [more of a judgemental one at that] WITHOUT ADDRESSING any of his queries. I don't think I would be very off-the-mark to presume your level of articulation would have been about the same even during your training sessions. Nothing wrong per se in this.....very often people tend to overlook their habitual nature--UNLESS someone points it out & gives impartial advice to overcome such shortcomings.
Generally any Trainer tends to give MORE info than needed during a session....to cover the topic from a holistic angle.
Hope you get the point.
Suggest give the FULL picture on the points Dinesh raised--I am sure members would be able to help you with ACTIONABLE suggestions.
30th June 2015 From India, Hyderabad
30th June 2015 From Pakistan, Karachi
Its great to have your enriched inputs. let me tell you in details for you and others to understand my profile well.
Total 5 years experience in Training - working as a manager Training in a Reputed Retail MNC
My expertise into retail training includes : Induction. Classroom & OJT to enhance the competency at Sales promoter, Store Manager & District manager level. starting with root cause analysis of the symptoms ( Low sale, low UPT, declination in Customer service standard etc.) and finalizing the out come of the expectation of my customer ( sales & Operation) we conduct the test to determine what kind of GAP it is. Knowledge Gap or Execution gap. taking under consideration of knowledge GAP and the expected out come (Measurable) entire module is developed and circulation of the execution calendar being sent to the concerns and to the priority stores . ensuring 7 days / 15 days & 30 Days follow up method after post test of classroom training .supported by 3 days OJT. and srat tracking the performance of the individuals on call and visiting the stores .
In this entire process we also define the ownership level of execution. and process goes on..
I am eagerly waiting for your response if anything i am missing which is stopping me to articulate due to knowledge
30th June 2015 From India, Delhi
First and foremost, my name is Dinesh Divekar and not what you have written. As a Training Manager, you ought to be fastidious and perfunctoriness has no place in the profession of training!
Though you are Training Manager of reputed Retail Store for the last 5 years, it appears that you are yet to understand the concept of communication. Personal communication is different from the concept of communication. For you, it took three posts to explain the nature of your requirement or challenge and that too after prodding by several members. Your first two posts hardly justify your stature. Far from guiding the junior members of this forum, it is you who need to be told how to improve your communication. Quite sad to note this!
You are yet to understand how to present information in a sequential manner. I doubt whether you read newspaper articles. There are two types of reading. One is to understand the contents or viewpoint put forth by the columnist and another is to understand the communication style. Read the articles and start making notes on in what sequence the article was written. This will help you in augmenting your own communication style. Generally, most of the articles or editorials in written in Introduction-Cause-Result-Conclusion (ICRC) format. You need to do analysis whether this or any other sequence was followed.
Now about Retail Training. The most important part of the retail training is on various costs associated with your business. I doubt whether you have conducted any training to optimise the following costs:
a) Cost of stock-out or lost sale
b) Inventory carrying cost at retail store
c) Inventory carrying cost at the warehouse
These are three major costs of your business. Your training efforts should be directed towards optimising these costs. Everything else is secondary.
In addition to the above costs, you need to conduct the training on Demand Forecasting also. You have done gap analysis but then going further, you need to measure whether by filling that knowledge gaps whether you could optimise the above costs. Sans this hardcore data, your interviews could be appearing superficial to the interviewers. Hence the turning down of your candidature!
All the best!
Bangalore - 560092
30th June 2015 From India, Bangalore
To have more clarity on suggestion , let me tell you little about me.
In my 5 years of training career 4 years i have worked with one of top most company in the world as a training Manager . and now for last one year I have been working with one of top 100 fortune company( Retail Industry). (If knowledge was the key element of my failure in the interview, Probably experienced people in this companies would have rejected me then & there.- Answer to Mr. Nathrao's Doubt)
Taking people development under consideration in retail segment ( development of Knowledge , Skill and Motivation) its important to have root cause analysis of every symptoms ( declination of Service , Sale etc), expected result, maturity of audience, Educational and professional experience to start any development of content and assessment procedure. which are integrated part of the development to meet the competency level of every individual.
My job is to ensure the execution of planned actionable on time with systematic manners resulting effectiveness in the business.
I guess above brief of my profile will help all of my friends to put their suggestion on right directions
30th June 2015 From India, Delhi
We all are good but the best will win the race may be beacuse of CTC,Knowledge,Behave,Attitude,Time need,Update knowledge,Link etc..
Wait for correct moment but do not stop punching yourself for new growth.
The best options are on the way for you feel happy.
30th June 2015 From India, Mumbai
I think you don't see all other post before you comment . And unfortunately it turned out to be a more personal rather than professional. Since its crucial for anybody to judge the feeling and intensity of the word written , formed different climate in the forum. I think we should close this discussion here and let it be the way it is.
Thank you very much.
30th June 2015 From India, Delhi
The question you asked :t's been now quite some time I have been appearing training manager interview with many organisations but I fail repeatedly . --is a result of personal trait and therefore an discussion of what personal trait could have let you down repeatedly as you yourself state.
""In my 5 years of training career 4 years i have worked with one of top most company in the world as a training Manager . and now for last one year I have been working with one of top 100 fortune company( Retail Industry).""
From this it can only be concluded that some companies find merit and some dont.
When you post a query on a forum-you will get many view points,suggestions and ideas.
I am sure you understand that these POVs are purely professional opinions since none of us know each other on personal terms or worked together.We go by what is posted and draw related experiences from what we have seen in similar cases.
Judgment/opinion could be wrong,but it is an unbiased view by the poster.
Suggest that you take comments in right spirit-accept what suits you and ignore those which do not fit.
But all who post here have an altruistic state of mind and post only to be helpful in some way or other and direct their experiences into positive directions.
1st July 2015 From India, Pune
I am not sure, but I get the feeling that you did not like the responses you got here, so now you want to close the discussion.
Part of our growth in life is taking on board what other people say about us, and working out whether what they say is applicable or not. You appear to be rejecting everything other people have said, without critically examining yourself, and asking if there is something there that might be holding you back.
I note that you have spent the majority of your training in one organisation. I am not suggesting that, in itself, is a bad thing, but you need to look at this from the point of the interviewer. What are they looking for? Are you reading the job specification properly, and CAN YOU MEET the requirements they seek?
Training is an interesting career. First and foremost the essential skill a trainer must have, is the ability to COMMUNICATE, as Dinesh and others have pointed out. If you cannot communicate, you cannot train. End of story.
That is a simplistic view of course, as trainers also need a lot of other skills, such as being able to think quickly on their feet, being able to meet the learning requirements of each individual learner in the group, and dealing with diverse personality types for example.
By your own admission, you are telling us you believe you are failing interviews because you cannot articulate your skills and abilities to the interviewer?? I would respectfully suggest, that if you are repeatedly failing at interviews, then you are applying for jobs you are not suited too, and do not meet the requirements.
You also mention that these jobs you are applying for are Training Manager jobs. A Training Manager needs a lot more skills than just being able to stand up in front of a group and train. Maybe this is where you are falling down. By my definition, a Training Manager needs to be able to plan and implement training programs, as well as lead, train, and motivate a team of trainers to deliver that training for an organisation.
By your own admission, you might be an excellent trainer, but if you haven't got the management skills, then you won't get the job.
I would suggest you go back to basics, and decide what it is you really want to do. Secondly, do a thorough assessment of all the interviews you have presented for recently, and critically analyse what went wrong. What did these employers want that you couldn't deliver on? What skills and experience am I lacking? What do I need to do to be successful in future interviews?
None of this is rocket science. The ball is in your court.
4th July 2015 From Australia, Melbourne