Training Challenges in a Local Beverage Company: What Are Your Best Value-Adding Ideas?

Hi, I am a Training Executive in a Beverage company. As it is a local venture, the Training function is new here. Therefore, I need some Training interventions for value addition. Kindly give your valuable suggestions.

When introducing training interventions in the organization, be clear about the results you would like to achieve from this intervention. Otherwise, all your efforts will go in vain. I have previously provided extensive replies on this subject. Please check the following links:

- https://www.citehr.com/523786-traini...ml#post2222367
- https://www.citehr.com/540831-traini...ml#post2261563

Kindly go through the above links patiently and create a training plan.

Thanks,
Dinesh Divekar

Thanks for your valuable suggestions. Could you please suggest how I can go for Training Need Analysis? What would be the process for the same.

Dimple,

There is a ton of stuff already posted here on CiteHR about Training Needs Analysis. Please use the Search box at the top of the page, and you will find all you need to know. This question is asked over and over, and members have posted a wealth of information over the years.

It is obvious that training is a costly proposition. It is not only the money spent on it but also the time and energy invested. Therefore, it is essential to determine first whether a need for training actually exists and whether the training will contribute to reaching organizational goals.

Steps to Identify Training Needs

I sincerely feel that it would be essential to identify the following:

1. Identify the "jobs" that demand special skills which the "handler" needs to be trained in.

2. Determine if the "handler" is capable of acquiring additional skills as mentioned. Identify "what he is" today and "what he is required to be."

3. Decide how many such "handlers" the organization wants to train. Determine the "batch size."

4. Decide who would train the "batch." Choose between internal or external "faculty."

5. Determine how the training should be conducted: in a "classroom," "on the job," or a mix thereof.

6. Identify the "batch" response to training and evaluate the "trainer" through individual batch members.

7. Assess "training effectiveness" during specific "hands-on jobs" by batch members.

I have provided the basic steps in a training process. There are plenty of discussions on "Training & Development" available here that would surely benefit you. Just search through the site.

Regards & wishes....