Thread Started by #Dinesh Divekar

Dear members,
There was a post on one of the WA groups on the subject above. It is as below:
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Dear Friends,
Need a support from you.
.
I have to conduct a 3 days training session on TEAM COHESION ( Team Building+Engagement) for a client. It will be a class room + field activity session. Group size is 22, English speaking, 'industrial sales' background, middle management participants.
.
With an objective to bring in fresh insights I need your valuable inputs & advise:
Can you please suggest
*what topics must be covered!!
*Any specific games/activities if you could advise?
*Any HR Model on team cohesion which you could recommend!
* Any other idea? Links / Content?
I thank you for your valuable time and expert advises in advance.
Best Regards
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I have given my reply to that member of WA group. It is given below
Thanks,
Dinesh Divekar
17th November 2018 From India, Bangalore
Dear member,
End-result of the training programme, whether for soft skills or any other subject is:
a) To reduce operational expenditure or to reduce any other cost
b) To increase or decrease some ratio
c) To reduce turnaround time of some process
d) To reduce the consumption of resources
To attain the above-mentioned end-result(s), I recommend you talking to the Head Sales or CEO of the company and identify what could be the goal of the training or what change they would like to see six months from now that is around 31st Mar 2019 or one year from now that is 30th Nov 2019. Once you are clear about the goal, then decide about the topic.
Based on the title of the training programme, deciding about the topics or modules is akin to adopting Bollywood style. It is ok for the film of Karan Johar or the erstwhile Director of the Marathi films Dada Kondke to decide first the title of the film and then draw the cast, story, dialogues etc. The approach is incompatible to the employee training.
Of course, one may strive to adopt this result-oriented approach provided HR from the client side is serious about measuring effectiveness of the training. If HR is too “busy” and does not have time to measure the training effectiveness (as such for most of the programmes, they do not have), then all that matters is physical engagement of the participants during the training programme. The other two engagements, mental and intellectual, can take a back seat.
Thanks,
Dinesh Divekar
17th November 2018 From India, Bangalore
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