Dear Seniors,
Greetings!
We are a renowned construction and real estate company, and we are planning to organize a training program for our employees based on behavioral aspects. Kindly assist with the appropriate topics or ideas that we can work on.
Regards,
Sulbha Kumar
From India, Mumbai
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2Greetings!
We are a renowned construction and real estate company, and we are planning to organize a training program for our employees based on behavioral aspects. Kindly assist with the appropriate topics or ideas that we can work on.
Regards,
Sulbha Kumar
From India, Mumbai
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Hi Sulbha Kumar,
In general, you can find lots of behavioral training programs just by searching on Google. However, to be specific for your organization, you need to share a few more details:
1. Who is the target audience?
2. What is the need for training?
3. Are there any particular skills you want your audience to enhance?
Please provide the above information so that we can tailor the training programs to meet your specific requirements. Thank you.
From India, Bhubaneswar
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In general, you can find lots of behavioral training programs just by searching on Google. However, to be specific for your organization, you need to share a few more details:
1. Who is the target audience?
2. What is the need for training?
3. Are there any particular skills you want your audience to enhance?
Please provide the above information so that we can tailor the training programs to meet your specific requirements. Thank you.
From India, Bhubaneswar
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There are a large number of topics in the field of behavioral training. However, it is important to decide what you want from this training. What is the greatest issue in your company? Is it the interpersonal environment, conflict, or professionalism among the managers?
It is not just a question of conducting training, but we need to measure its effectiveness as well. Therefore, we should be clear about ROI and how we will measure it. Otherwise, there are queries on this forum where members have raised questions on the measurement of ROI after the training.
In the course of my training with various clients, I have handled clients from infrastructure or real estate companies as well. I have trained Project Managers of one infra and real estate giant. It was on "[Leadership and Motivation](https://www.citehr.com/572085-trainer-2-day-training-programme-leadership-motivation.html)." Click the hyperlink to know more about this program. In addition to this, I have trained 200+ procurement professionals of a one-time giant infra company. Therefore, overall, I know the dynamics of the real estate industry. Feel free to contact me to know which training will suit your company the most.
Thanks,
Dinesh Divekar
From India, Bangalore
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It is not just a question of conducting training, but we need to measure its effectiveness as well. Therefore, we should be clear about ROI and how we will measure it. Otherwise, there are queries on this forum where members have raised questions on the measurement of ROI after the training.
In the course of my training with various clients, I have handled clients from infrastructure or real estate companies as well. I have trained Project Managers of one infra and real estate giant. It was on "[Leadership and Motivation](https://www.citehr.com/572085-trainer-2-day-training-programme-leadership-motivation.html)." Click the hyperlink to know more about this program. In addition to this, I have trained 200+ procurement professionals of a one-time giant infra company. Therefore, overall, I know the dynamics of the real estate industry. Feel free to contact me to know which training will suit your company the most.
Thanks,
Dinesh Divekar
From India, Bangalore
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Dear Sulbha Kumar,
You mentioned that your company is a renowned construction and real estate company. I would appreciate it if you could briefly mention your specific line of business. In a construction company, 70% of the staff are typically from technical streams (e.g., Civil, Structural, Marine, Industrial Construction, Highways-Bridges-Flyovers, High Rise Structures like Chimneys & Silos, Other Commercial and Residential Construction, QA/QC, etc.), while a mere 30% are in commercial support roles (HR/Admin, Stores, F&A, Costing, Purchase & Logistics). It has been observed in behavioral training modules for staff in construction companies that they are often not ready for training. Additionally, in all construction companies, the process flow of work is neither innovative nor dynamic. All companies have their established methods of process control with low output percentages and margins.
Believe me, it would require a real thrust to move away from the established system. In fact, the construction demography revolves around: 1) low and frequently changing labor supply, 2) demand and growing dissatisfaction among employees, 3) use of old, overused, and unmaintained plants & equipment, 4) technical & commercial knowledge upgradation, and the list continues.
I hope one would agree that there are many other important issues that should be considered before addressing the psychological and behavioral upliftment of employees.
I am sorry to have put a negative comment on your thread, but I am sure if you concentrate on the text above, you would feel like suggesting improvements to your employer.
Best Regards
From India, Pune
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You mentioned that your company is a renowned construction and real estate company. I would appreciate it if you could briefly mention your specific line of business. In a construction company, 70% of the staff are typically from technical streams (e.g., Civil, Structural, Marine, Industrial Construction, Highways-Bridges-Flyovers, High Rise Structures like Chimneys & Silos, Other Commercial and Residential Construction, QA/QC, etc.), while a mere 30% are in commercial support roles (HR/Admin, Stores, F&A, Costing, Purchase & Logistics). It has been observed in behavioral training modules for staff in construction companies that they are often not ready for training. Additionally, in all construction companies, the process flow of work is neither innovative nor dynamic. All companies have their established methods of process control with low output percentages and margins.
Believe me, it would require a real thrust to move away from the established system. In fact, the construction demography revolves around: 1) low and frequently changing labor supply, 2) demand and growing dissatisfaction among employees, 3) use of old, overused, and unmaintained plants & equipment, 4) technical & commercial knowledge upgradation, and the list continues.
I hope one would agree that there are many other important issues that should be considered before addressing the psychological and behavioral upliftment of employees.
I am sorry to have put a negative comment on your thread, but I am sure if you concentrate on the text above, you would feel like suggesting improvements to your employer.
Best Regards
From India, Pune
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Hello Sulbha,
Interpersonal Skills
Public Relations (Rapport Building, Etiquette, Customer Service)
Presentation, Negotiation & Convincing Skills
Social Networking
Damage Control
Root Cause Analysis
Time Management
Stress Management
Motivation
These are some basic topics that can be considered. You can add more topics based on other needs and challenges faced.
Thanks,
Gautham Shashangan
From India, Bangalore
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Interpersonal Skills
Public Relations (Rapport Building, Etiquette, Customer Service)
Presentation, Negotiation & Convincing Skills
Social Networking
Damage Control
Root Cause Analysis
Time Management
Stress Management
Motivation
These are some basic topics that can be considered. You can add more topics based on other needs and challenges faced.
Thanks,
Gautham Shashangan
From India, Bangalore
Acknowledge(0)Amend(0)CiteHR is an AI-augmented HR knowledge and collaboration platform, enabling HR professionals to solve real-world challenges, validate decisions, and stay ahead through collective intelligence and machine-enhanced guidance. Join Our Platform.
Introduction to Employee Training and Development - PPT 1.ppt
Training and Development.doc