Training Going Cheap!!! - CiteHR
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Ya I am totally in favour of inhouse training department because being a part of organization trainer should create a good feel factor among employees( If he knows all technicality of training process)
As far as evaluation of training cocern, trainer have to build a good repo among managers of all the department because after session managers are the concern person to implement all learning at work place.
If Managers are not aware about all the process then there will be no impact on the skills as per the training and there will be no justification of the training in the organization.
At end I would like to say IF TRAINER IS NOT PASSOINATE ABOUT HIS JOB AND NOT FOLLOWING THE EVALUATION PROCESS matching with objective then there will be no improvement in skill set.

Hi all,
As we are discussing training, Can anyone let me know of any off the shelf training tool or software that i can implement to automate training function within my organiazation. I badly need some info on this. any inputs would be appraciated.
Thanks and Regards

HI Rajeev,
Thanks for sharing this valuable knowledge, since i am a fresher & have just begun my career this will help me a lot to understand the ambiguity of training & development.......

Thanks for the idea,
But do any of you ever think that HR can deliver training with limit budget ?
If yes, how can we do that ? Please share here.
IMHO, I will capture the knowledge whom still stay in the company. It means that we exactly have chance to hired internal trainer from senior staffs better than recruit from external trainer.
After that, we will ask our senior staff to conduct the training.

Hi Rajeev
Fantastic post!!
You are absolutely right when u say people now a days are reading a few books and attending a couple of seminars and declare themselves as trainer.
I have worked as a training coordinator and had the opportunity to meet some faculty members from IIM and other good business schools. Believe it! they are marvellous in what they do. They are the most senior people in their organization and the amount of knowledge they have does not come from just reading book.
But on the other hand, I have worked with a faculty of an institute who did not know the basics of etiquette and was giving a training session on personality grooming.
I think training is a very sensitive topic and it should be handled very carefully and intensively. I appreciate the fact that u said that now a days people are reluctant to attend training for the reason that they will have some more work.
thanks a lot for sharing such a wonderful topic with us.

I Hope with the long chain everyone still knows what training we are talking about.
While it is a very cost effective idea to develop internal trainers and deliver them this is most suitable for programs which are Technical , Business related and some soft skills .
However you need to realize quality trainers from external organization bring with them a wide exposure having worked with many firms and can enrich the whole exercise. Also trainers ( most) update themselves constantly by doing research , Interacting with business leaders and reading books.
So it would be a good idea to internalize some of the programs and judiciously outsource specialized programs like Leadership , Change management , Innovation and creativity to an external agency.
You can also ask external training companies to develop the content and train you internal faculty to deliver programs.
My 2 cents

Yes, it will be a good idea to outsource some of the programs depending on the capability of the training department. If, for example, several employees need to upgrade their technical skills in purchasing and shipping and which the training department cannot adequately provide their needs then it is best to get a subject matter expert (SME) in that field. In training, we also have to recognize our capabilities and limitations and not try to act as a unit that knows it all.

But as a rule, it is best to maintain a training department that would take care of the actual needs of the organization and simply not leave it alone with external training institutions. A training department will have the advantage of conducting a thorough training needs analysis (TNA) from three different levels within the organization and what is best, it can get the support and commitment of the management with it. Moreso, a training department can always align its learning objectives with the goals of the organization thereby contributing to the bottomline, something which an external institution cannot do unless it is clearly stipulated in the contract that it will all do the necessary requirements that will ensure the development of the employees. These requirements call for stringent follow-up including workplace evaluations of learnings, consultancies with employees, and a clear demonstration of training ROI.

The training department also knows each and every employee and can work in conjunction with other HR initiatives, an important aspect for the balance scorecard in HR management.

These are just few reasons why it is good to have a training department and not leaving it all to outsourcing per se. Of course we should not be rigid in its application and depending on the situation and budget, outsourcing some of the programs will help to maximize the initiatives.

A company that we have been working with for the past 3 years conducting training programs have a Matrix hierarchical set up. We have been the sole training vendors for the behavioral skills programs. While there have been constant changes in the Training Department , HR Senior Management we have been constant. In fact the new staff in HR and Training consult us while doing any new initiatives as we have been with organization for some time and also understand business needs and culture.
So there are some advantages of Outsourcing training after all least there is something constant in the dynamic world.

Rajiv has made very valid points. The joke I heard about Training is that in good times you don't really need it and in bad times you will have to think twice because you cannot afford it. One also comes across writeups on retention of what is learnt in training workshops and how the benefits tend to recede with time.
Along with training done by a creidbile person, the person who is trained should also be suitable. In the book "First, break all the rules", it is clearly given that only people who have the suitable profile should go to such workshops to enhance their skill.
Rajiv has also mentioned paasion for the job. The Trainer and trainee should both be passionate - Muhabbat karne ka mazaa tab aata hai jab dono taraf barabar ki aag lagi hui ho.-

Hi Rajeev

I've been following this post and completely relate to all the comments posted in this thread. I was moved to training field from sales and customer service, because my management felt I was the best person to train other in these fields as well as the organizational culture. I have been training new as well existing employees for about 5 years now. Hundererds of employees have gone through me and the organization is proud of its customer service standards as well growth rate. The top management recognizes my contribution and I am given a lot of independence in my work.

The challenge that I see is that I am expected to update my skills on my own, be it through in house modules that I can read or through material available on the internet. The top management has met with couple of training vendors on my insistence but reject all saying that I am more capable of handling the various trainings.

I am getting all buried in work without any time for self development. I am expected to train the fast track employees on management skills, communication skills as well. Sometimes I myself wonder if I really have the skills to do the behavioual and management trainings!

When I read your post, you mention that people deliver training by reading books! How do you think management can be made to see the need for developing the trainers? What suggestions do you have for me?


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