Hello S. Sarkar,
W.r.t. your lines--"HR Deptt. is not involved in this field (neither identifying training need, nor co ordination for training). Our Technical Teams do this on their own without giving the HR Personnel any information about the training programme"--most likely, the technical teams would have been doing like this since beginning. So obviously, they find NO INCENTIVE to change the style/modus-operandi now.
So your line of action/PoA should be to focus on the incentive they COULD accrue IF HR were to begin to handle the TNA, then coordination and so on. NO ONE [whether technical or otherwise] would hesitate to take support from others UNLESS (1) politics/ethics--like Shantanu/GroupHR mentioned OR (2) ego hang-ups are involved. That's human nature.
So suggest you begin to talk & discuss with the technical guys involved in the Training activity--more for YOUR understanding to begin with. Then once you have ALL the inputs, including the activity flow, you are sure to identify areas where YOU could contribute & MORE IMPORTANTLY where you could reduce the techies of some load w.r.t. training. You can then discuss with them that you will be glad to help in so-and-so areas, so that they can focus on where they are good at: actual technical parts of the Training sessions.
The same PoA can be applied to virtually any field--First get to know what it's all about & how you can contribute. Then see where the others can benefit by offloading some work to you/HR & express such points to the concerned guys.
Hope you get the point.
All the Best.
Rgds,
TS
W.r.t. your lines--"HR Deptt. is not involved in this field (neither identifying training need, nor co ordination for training). Our Technical Teams do this on their own without giving the HR Personnel any information about the training programme"--most likely, the technical teams would have been doing like this since beginning. So obviously, they find NO INCENTIVE to change the style/modus-operandi now.
So your line of action/PoA should be to focus on the incentive they COULD accrue IF HR were to begin to handle the TNA, then coordination and so on. NO ONE [whether technical or otherwise] would hesitate to take support from others UNLESS (1) politics/ethics--like Shantanu/GroupHR mentioned OR (2) ego hang-ups are involved. That's human nature.
So suggest you begin to talk & discuss with the technical guys involved in the Training activity--more for YOUR understanding to begin with. Then once you have ALL the inputs, including the activity flow, you are sure to identify areas where YOU could contribute & MORE IMPORTANTLY where you could reduce the techies of some load w.r.t. training. You can then discuss with them that you will be glad to help in so-and-so areas, so that they can focus on where they are good at: actual technical parts of the Training sessions.
The same PoA can be applied to virtually any field--First get to know what it's all about & how you can contribute. Then see where the others can benefit by offloading some work to you/HR & express such points to the concerned guys.
Hope you get the point.
All the Best.
Rgds,
TS