How Can We Train 100 Staff with Different Skill Gaps Across 10 Departments?

Dear Sir,

In the training department, we use the competence matrix to judge the skills. If there is a gap, the company needs to provide training. What can be done if, for instance, we have 10 departments and 100 staff members (technical/non-technical) who lack skills that are dissimilar to one another? Is it feasible to organize training on 100 topics? As we aim to develop a robust training department, we cannot afford to overlook any employee without training.

Therefore, what steps should a training head take in this scenario?

Regards

The Ultimate Goal of Employee Training

This is a common mistake that HR/Training professionals make in India. The end result of employee training is not just about building competencies among employees. The ultimate goal is to bring about organizational change. Therefore, focus on the change rather than solely on competencies.

Recently, I gave a presentation to a group of HR Managers on employee training. I have uploaded the presentation on YouTube. You can view it through the following link: https://www.youtube.com/watch?v=0B96YbDDkkU

Additionally, please read my reply to a previous query on the measurement of training effectiveness: https://www.citehr.com/523786-traini...ml#post2222367

All the best!

Regards,
Dinesh Divekar

Dear sir,

It means the company has to train those people who can reap benefits and reduce costs. Am I right?

Regards

It is interesting to note your thoughts on the desire to train every department's personnel to bridge the "gaps." First of all, are these gaps related to behavioral or technical issues? Technical competency gaps will obviously be remedied by relevant technical training. It should be accompanied by pre- and post-training competency mapping/matrix in order to measure the success and achievement of the training. A relevant post-training survey could also be carried out to determine to what extent these training sessions have helped in bridging the "gaps." Some form of ROI (return on investment) to training may be established if there are revenue elements involved.

For behavioral issues, relevant soft skills training would be put in place. As suggested by Dinesh, organizational change (OC) may be the issue. Nonetheless, you need to be more specific about OC. What part of OC are you desirous of implementing change in? Probably, you need to carry out a training needs assessment to establish the real issues cutting across departments and people. Find the common critical areas of OC you want to focus on. For behavioral training, remember to incorporate an action plan as part of its components. All the best to you!