Vani Singla
Dear experts,
I am currently studying at Christ university pursuing Masters in psychology in human resource management. As a part of our curriculum I interned at an organisation under the learning and development department. I noticed a few challenges in training such as:
conduction of TNA
Engaging the audience
Ineffective results (fot which the trainer is blamed)
I would like suggestions on how to tackle these issues and making training more effective.

From India, Bengaluru
Dinesh Divekar
Business Mentor, Consultant And Trainer
Gopinath Varahamurthi
Mindhour Partner, Ass.professor/adm. Officer,
+4 Others

Dinesh Divekar

Dear Vani,
You could have searched this forum before raising the query. Recently, I had given presentation to group of HR Managers on employee training. In this presentation, specifically I have discussed about challenges of measurement of training effectiveness. I have uploaded the presentation on Youtube. Go through the following link to refer it:
In addition to this, go through my following reply to the past query on measurement of training effectiveness:
All the best!
Dinesh Divekar

From India, Bangalore
gopinath varahamurthi

Dear Vani Singla, You have approached at the right forum, consult with shri dinesh divekar and make yourself well equipped for better performance. best of luck ...
From India, Arcot
Training in banking sector most of the times is mandatory which may make the employees feel a little negative about it.
To engage them, better to start with an ice breaker and show how training will make an effect in their careers. It is unfortunately the trainer's responsibility to make it as interesting as possible so that the employees pass on a positive feedback around the bank.

From India, Mumbai
Vishwas Sahu
Though I dont have much experience in Banking, I have held trainings in many IT Firms. It is very important to make a proper TNA because relevance of the topic is an essential factor. Find out by talking to them in informal settings as well such as coffee breaks and focus on training them for something they need and not force it upon them.
Hope my point of view helps you out.

From India, Mumbai
Kriti Pushkar
Nowadays games have become very popular to break ice and facilitate team membership. I've conducted trainings with and without these activities and I have noticed a huge difference in results of trainings with variety of games. Interest will surely be there as long as employees feel involved.
From India, Mumbai
Vishwas Sahu
Seeking effective feedback after training programs can be helpful to get an insight as to what is lacking and then to improve on it. If the session is relevant be it any section, it will surely engage the audience. Some trainings are mandatory in the banking section which at times demotivates the employees, hence it's important to see if these topics are going to make a difference to your target population.
From India, Mumbai

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