Choosing the Right Training for IT HR Teams: What Would You Recommend?

Hi all,

I am working as an HR Executive in an IT company. We have a plan to undergo training. What types of training should I choose? Please reply.

Nisha

Dear Nisha,

I just want to know to which department you are planning the training for. Please message me privately with specific details. I will ask my vendors to speak with you.

Hi Nisha,

If you, as an HR professional, are looking for training options, consider soft skills training courses such as basic communication skills, effective speaking skills, presentation skills, accent neutralization skills, assertive skills, team building skills, and working together workshops.

For senior employees, Manager Development Programs are particularly beneficial.

Please let me know if you need more information or assistance.

Good Morning Nisha,

My name is Madhav Reddy. I am a Corporate Trainer & Educationist based in Vizag. I have 10 years of experience in the field of training and have conducted programs on over 30 different courses in various cities.

A similar query was presented to me by a CiteHR Member. I provided them with a list of training details and conducted a Training Program for them in Pune on 15 Feb 2010. If you could provide me with your contact details or email me your requirements, I would be happy to assist you with your training needs.

Please find attached my profile and a list of training programs that I conduct across various sectors. You can visit my website at Madhav Reddy, Founder & Director RedMad Group - Corporate Training, Soft Skills Training, Personality Development, Motivational Speaker, or reach me by phone at +91 9885038779 and email at madhav.reddy@redmadgroup.com.

I am open to traveling to different cities to deliver training sessions. I look forward to the opportunity to engage in a beneficial business relationship with you.

Dear Nisha,

Training is based on the organization's needs. The decision to conduct the training program is never taken solely based on what is available in the market.

Find out:
a) What are your organizational challenges? Where do you want to go?
b) What is the present level of competency of your staff?
c) What is the level of customer satisfaction? What are the causes of dissatisfaction?
d) What is the level of employee satisfaction? Why are they dissatisfied?
e) What are the operational errors? Why did they occur?
f) Why are staff members unable to meet their KRAs? What is the level of variance?

I am willing to assist you with everything. However, please note that my services are paid. Kindly discuss this with your management, and we can proceed further.

In the meantime, to keep you informed about my training activities, I have attached my training e-Brochure to this post.

Thanks,

Dinesh V Divekar

dineshdivekar@yahoo.com

Dear Nisha,

As per your question, you need to know LNA (Learning Needs Analysis). First, you have to know why you want to give training to them, what will be your end objective? I want to share some steps, I think it will help you.

i) Systematic environmental scan that means your BUSINESS NEED
ii) Identifying learning needs
iii) Specifying learning needs - preparing a job specification, analyzing the performance gap.
iv) Translating learning needs into learning action
v) Planning the learning
vi) Evaluating the learning - collecting, analyzing, and presenting data for reaction level, learning level, performance level, cost-benefit.

Please go through this process; I think it will work like magic. If you need any further help, please let me know.

Regards, Mreenal Chakraborty (Motivational Speaker) Cambridge, UK [Login to view]

I agree with Dinesh V Divekar & Mreenal Chakraborty to an extent

However, my question to you is……

Why do you want to train? Is it a Hygiene factor or because there have been issues...

or it is a reactive or Pro-Active approach of damage control

You will have to first decide on the intent (Strategy) & then develop a deployment architecture and execution plan suitably

Since I come from an IT background, Here are a few facts... (Can be passed of as cliché)

IT Professionals prefer Technical certification to behavioral Programs

Communication will continue to remain an issue (Unless you have a plan to counter it along the employee life-cycle)

Instructor led sessions in Isolation have limited success rate

Your approach of training i.e Bottom to top or Top to bottom (Keeping in mind the Pyramid) would be a decisive factor in the outcome

People tend to emulate the behavior of there superiors

Last but not the least, Learning cannot happen in Isolation it has to be a collaborative activity where you are working with the Management & employees to bring about the identified change (and the required change will have to be identified and defined first)

I can only be so discreet…. There are Industry wide best practices which you may want to explore and Leverage if suitable

Having said that

There is no “one size fits all” solution…. You will have to find your own…

Wising you a wonderful learning experience ahead!

Regards,

Akshay

Learning Manager

With another IT firm….

Hi Nisha,

You have sought help in identifying your own training needs. Good of you to seek advice and opinion. As an HR person, you may have specific assignments. The training need is based on your assignment. It depends largely on your work, your level in the organization, and the scope of your responsibilities. I will suggest some broad guidelines.

You need to build your competencies in FIVE Major Areas:

1. Functional Competencies: Depending on your work assignment, you may seek to fill gaps in your competencies in areas such as Recruitment, Sourcing, Interviewing Skills, Performance Management, Employee Counseling, etc.

2. Behavioral/Soft Skills: Communication & Articulation Skills, Personality Development, Time Management, Interpersonal Skills, Leadership, and/or Skills for managing changes within the organization, Motivation, and mentoring skills.

3. Systems-oriented Skills: If your company is certified to certain international standards such as Quality Systems, Environmental Management Systems, Social Accountability, Occupation Health, etc., you may consider being exposed to these standards both in terms of gaining awareness or in internal audit skills.

4. Legal/Statutory Compliance: Provident Fund/ESI/Workmen's Compensation, Shops & Establishments Act, Gratuity Act.

5. Allied skills: You may consider gaining expertise in various software such as MS Word, Excel, e-Mail usage, Access, etc. You may also get trained in Presentation skills, Problem-solving skills, Competency Mapping, and Training as a Trainer.

If you give your job profile and your level, I can recommend specific exposures that can help you shape yourselves for a blazing career.

Dear Nisha,

First, identify which department's training you are referring to for the training. Then, conduct a needs analysis for training, focusing on weak points for further improvement and new challenges the team has to cope with.

Also, identify the levels in your needs analysis. Then, decide at which level what training will be required.

Thank you.

Hi there,

Trainings are based on job needs, organizational needs, and personal needs. So, try to figure out the needs first and then proceed with need identification, training calendar, etc.

Thanks,
Priyavart Singh
Sr. Manager - HR & Admin
MRH India

Hi all,

I am a Masters of E-Business student. I have to do a summer internship as a part of my course. I am confused about which area I should choose. Can you suggest some company names where I can apply?

Thank you.

I agree with Dinesh V Divekar. It has everything. Nisha, I personally think you should approach Dinesh.

Regards,
Shadeen

Hi Nisha,

If you have a need to conduct training, it is important to recognize your organizational needs. Please conduct a Training Needs Analysis (TNA) within your organization and determine the areas in which your people need training. If you have a training personnel or a training department, they need to develop a training curriculum and schedule it. Once you have identified the areas where training is required, explore your internal resources for individuals who are interested and experts in the relevant areas. If you do not have the necessary expertise internally and are unable to develop the competencies required to train your employees on certain aspects, you can seek out an expert consultant specializing in your needed field.

All the best,
Vijay

Dear Nisha,

Good morning. First, find out the need for training for your employees. Then, you will get some idea about training subjects.

Hello dear,

I have joined as a training officer in an organization and am looking for a training module.

Hi, I have joined as a training officer in my organization. I was looking into how to start creating training modules. I am an engineering graduate.

Hi, we are an HR consultancy firm that provides training for junior, middle, and senior-level employees. I am attaching our profile and training calendar for your information. For further requirements, please do not hesitate to contact us.

Hi Nisha,

We are a consultancy firm that provides training for junior, middle, and senior levels. We offer in-house as well as open programs. For further details, I am attaching the profile and training calendar.

Shipra

Hi,

We are an HR consulting firm specializing in training and development. Please find attached our profile and training calendar for further details.

Shipra Gautam