Dear All,
I feel that in the whole exercise of training, we have to take care of all the stake holders for their interests.
The First and the foremost stake holder is the participant itself. Unless having any urge for learning, the exercise becomes futile or just a ritual.
The Second stake holder is the functional head or the department head who nominates the participant for leaning the skills. Unless his expectations are clear and very well spelt out, it becomes difficult to meet the same either by the participants or the trainer.
The Third stake holder is the organization or all other internal customers, who expect better performance from the participants or the department. Unless these expectations and the inter linkages are clear to all of the above, it remains the theoretical exercise.
This also covers tangible and intangible benefits such as return on the expenditure (investment in terms of time spent by participants, opportunity cost, etc) on training exercise, change in the mindset of participants and the culture, etc.
The best designed format and involvement of all the stake holders in true spirit can reduce the gaps and bring in harmony and synergy.
From my practical experience in for last 35 years, I feel that the effectiveness of Technical Training/ Skills is easy to map but for Soft Skills it remains much of the subjective.
If any of the experts have devised format for Soft Skill mapping, please share with us.
Regards,
Mrs. G. P. Rane