Hi,
I work as a trainer in a BPO. It's a 200-person organization, and I handle the training department. I am responsible for conducting all the trainings smoothly. These trainings are conducted either by me or with the help of process trainers from each process. I have only one direct reportee. I showed interest in developing the training department. In response to this, my boss has asked me to propose a plan on three things with proper reasoning:
- Training budget for the training department - How to propose a budget?
- Different trainings to be conducted to groom the trainers, including me - None of the trainers have had any formal training or attended workshops to understand how training is conducted, evaluated, etc. Tools, methodologies to improve effectiveness and reduce costs
- Additional resources required within the training department - How should I come to a conclusion on the number of trainers I need in my team with a justification?
I need to know how to go about presenting this plan.
Can somebody help?
Regards,
Shikha
shikha_cruising@yahoo.com
From India, Bangalore
Acknowledge(0)
Amend(0)
2I work as a trainer in a BPO. It's a 200-person organization, and I handle the training department. I am responsible for conducting all the trainings smoothly. These trainings are conducted either by me or with the help of process trainers from each process. I have only one direct reportee. I showed interest in developing the training department. In response to this, my boss has asked me to propose a plan on three things with proper reasoning:
- Training budget for the training department - How to propose a budget?
- Different trainings to be conducted to groom the trainers, including me - None of the trainers have had any formal training or attended workshops to understand how training is conducted, evaluated, etc. Tools, methodologies to improve effectiveness and reduce costs
- Additional resources required within the training department - How should I come to a conclusion on the number of trainers I need in my team with a justification?
I need to know how to go about presenting this plan.
Can somebody help?
Regards,
Shikha
shikha_cruising@yahoo.com
From India, Bangalore
Acknowledge(0)Amend(0)
Hi Shikha,
If you are still figuring out how to put together a plan, try the following steps:
1. Get to understand the business goal as a first step.
2. Check out what metrics are available in the company to measure the business objectives.
3. Find out which departments contribute the most to the measures of success. Typically, in a call center, the metrics are very well defined.
4. For the departments to function well, what were the problematic parameters in this year's performance.
5. What knowledge and skill gaps existed for that performance?
6. Can training be a solution?
When you start answering these questions, you would find that Training Needs would emerge - which could be within your offering or outside your offering.
If you need to provide about 100 hours per employee training, 2 trainers would be needed on a full-time basis (this is about 6 training days per trainer a month). You can also manage with 1 trainer for 12 training days a month - a bit stretched.
For managing the training function, you need a specific competency. You can find a role described on the IBSTPI website.
Putting it all together in a plan would mean defining:
1. Training quantum - depends on business goal, performance metrics, and budgets.
2. Training days - delivery options - in-house vs. outsourced.
3. Content management and structure.
4. Measurement systems - for training evaluation and business impact.
5. Staffing norms - based on the above.
6. Employee costs - Admin overheads.
7. License fee - for IP.
8. Technology - for E-Learning / LMS deployment for L&D analytics investment.
All the best. If you need more help, let me know.
Siddhartha Bhattacharjee
9960595489
From India, Pune
Acknowledge(0)Amend(0)
If you are still figuring out how to put together a plan, try the following steps:
1. Get to understand the business goal as a first step.
2. Check out what metrics are available in the company to measure the business objectives.
3. Find out which departments contribute the most to the measures of success. Typically, in a call center, the metrics are very well defined.
4. For the departments to function well, what were the problematic parameters in this year's performance.
5. What knowledge and skill gaps existed for that performance?
6. Can training be a solution?
When you start answering these questions, you would find that Training Needs would emerge - which could be within your offering or outside your offering.
If you need to provide about 100 hours per employee training, 2 trainers would be needed on a full-time basis (this is about 6 training days per trainer a month). You can also manage with 1 trainer for 12 training days a month - a bit stretched.
For managing the training function, you need a specific competency. You can find a role described on the IBSTPI website.
Putting it all together in a plan would mean defining:
1. Training quantum - depends on business goal, performance metrics, and budgets.
2. Training days - delivery options - in-house vs. outsourced.
3. Content management and structure.
4. Measurement systems - for training evaluation and business impact.
5. Staffing norms - based on the above.
6. Employee costs - Admin overheads.
7. License fee - for IP.
8. Technology - for E-Learning / LMS deployment for L&D analytics investment.
All the best. If you need more help, let me know.
Siddhartha Bhattacharjee
9960595489
From India, Pune
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.
Training and Development.doc
Special Issues in Training and Development - PPT 10.ppt