Responsibility Of Head Of Training Or Od Head? - PDF Download

am facing a weird problem in my new organization and the total strength of the organization is 156 employees: The problems are like this:

2 employees were working in Training & Development section: Head of training & Training specialist. we don't have the Training Head to lead the Function since he left the organization 3 months ago and currently Miss. shamma (Training specialist ) working alone without any assistant. Her main duties this year is to implement the in-house training program which was identified by a consultants.

I have been working in this new organization for 3 months now as a Head of Organization Development under Strategy and Development Division and the training department is under HR Division.

My boss has no experience in training and sent me the below e-mail to avoid such blame because he was interfering with other HR Division that that my Boss suppose to present the Training Strategy with the help of consultants to Senior Management last April . The Training Strategy was presented and supported by General Manager. However, the implementation of the in -house training programs has not yet started. Therefore, my boss wanted to get rid of this problem by sending the below e-mail:

From: Khalid A.Al Safi

Subject: Training Plans

To : Shamma , Khaled mohamed, Abdulla Omar

Further to our meeting, yesterday, please refer to the attached summary from the Human Resource Strategy and the following steps are required to have a successful In-House Training:

Step 1:

1. Adopt the same structure in the attached document (for training).

2. Allocate hours of the proposed training and inductions

3. Review the curriculum of these courses.

4. Define the curriculum for each courses is necessary to enable us communicate with training providers

5. Quantify the number of staff that will be attending these courses may over two years, 2010-2011.

6. Prioritize the basic courses to be offered to UAE new intake and without prior experience in statistics

7. Quantify again the cost of the above In-House Courses

Step 2:

8. Provide a list of training providers either organizations or individuals

9. Internally we need to agree on the way forward regarding the short listed training providers

10. A tender document should be prepared based on the above.

Our objective, that, the In-House training should be commencing at least end of January 2010. Let us meet today at 1pm to discuss the above and allocate the work among the team.

Please suggest me what to do as I have been appointed as a Head of Organization Development (OD) in this organization and not as a Head of Training in Support Services Division. Awaiting your feedback.

Regards,

Khlaed Al Maskari

Head of Organization Development

Here is what I would do if I were you:

1. Contact the head of Training with what you are looking to establish (the need).

2. Identify the core team who need to be involved in detailing the above and formulating a plan.

3. Set up a meeting with the core team (including the head of training and yourself).

4. Meet with the team and formulate a plan, identify tasks, owners of each task, and set up timelines (this is a collaborative effort. I will not be telling them who should do what but will be asking them who can do what and by when).

5. Once an agreement is reached on step 4 above, communicate the plan to your boss.

6. Track the plan, follow up with the team on the tasks periodically, and drive it to completion (periodically, keep your boss updated on the progress status).

If I were your boss, and I assigned this ownership to you, I am looking toward you to take the lead, collaborate with the appropriate people, and drive this to completion.

Hope this helps.

Regards,

--Som G

Mr. Khaleed,

I did understand your situation. This is happening due to a lack of clarification on job responsibilities. However, I am ready to conduct the training programs for your firm. Please find attached my profile and training programs.

Looking forward to your positive reply.

I agree with Mr. Som. Kindly complete the task and then ask your boss about your Job Description (JD). If you are not clear with your JD, you encounter all these things, but first and foremost, try to complete the task efficiently and then only ask him about your JD to avoid hurting his ego.

Regards,

Jyothi

Hi, Som,

It was a good action plan to have enough groundwork, and I would also like to add, regarding the words given by Jyothi, that many company employees are facing significant confusion about their job descriptions. Therefore, I recommend seeking clarity on your job description after completing the groundwork.

Dear Mr. Al Maskari,

I agree with Mr. Som on the strategies to carry out the training successfully and with Ms. Jyothi on her advice. Take this as a challenge and work towards achieving the goals, and you will be commended for the additional responsibilities executed.

I have experience in planning and executing training for a newly established company that did not have any "Training" happening until then. If you need any assistance, you may contact me via email at savitarajan@gmail.com. (I am based in Abu Dhabi, UAE).

Instead of getting frustrated, help your boss initially in setting up a proper training department, appoint a training head, clarify your job description, and keep an eye on details during the implementation of the training process.

Don't worry, this way you'll run through. All the best!

Parul

Head of Training, OD Head, Training Specialist, HR Head... and strategizing is almost outsourced to external consultants. That too for just 156 employees!!! What does your company make? Product or Service?

If you guys are confused/frustrated, just imagine the frustration of your investors or CEO. Go get everybody in a call or meeting and discuss what to do, plan it, and achieve it. Make clear goals first.

I know companies with 3500+ people with a single HR Head and a couple of Associates manage training programs including that of company-wide quality initiatives, hassle-free.

Wishing you the very best

When someone has left the organization and the boss asks you to do that job, if you consider that as a challenge or opportunity, you will find the way it was done earlier as a starting point. Otherwise, the programs are developed by consultants. You can call them for a meeting and sort it out. I don't see any issue here unless you don't want any additional responsibilities. Training is a part of the requirement for organizational development (OD), and I also don't see any reason this adds to your confusion.