Would like to know what to do as a new Manager Training to present oneself as a brand, to gain buy-in from Senior Managers and others. What is the protocol for performing daily activities vis-a-vis the HR Head/Manager? How to deal with internal politics?
From India, New Delhi
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From India, New Delhi
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Dear Ajay,
To start with, I would like to mention that to be a trainer in any domain, one must have a thorough knowledge of the same. However, trainers often fulfill this requirement, but many trainers struggle to sell their training programs and gain buy-in from management. I am very curious to learn how to create buy-in.
Thanks & Regards,
Sandeep Singh
sandeep.chandrasingh@gmail.com
09389250953
From India, Pune
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To start with, I would like to mention that to be a trainer in any domain, one must have a thorough knowledge of the same. However, trainers often fulfill this requirement, but many trainers struggle to sell their training programs and gain buy-in from management. I am very curious to learn how to create buy-in.
Thanks & Regards,
Sandeep Singh
sandeep.chandrasingh@gmail.com
09389250953
From India, Pune
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Hi there,
As a training manager, you could be conducting sessions and/or coordinating training requirements. In either case, it is crucial to instill a training culture within the organization.
The next crucial step is to establish the confidence of stakeholders, and the most effective approach is to provide concrete evidence of the training's benefits. Employ a variety of metrics to support your argument, such as increased efficiency post-training, cost reduction, decreased attrition rates, or reduced rejections.
Subsequently, you can explore innovative methods to enhance the training program. This could involve implementing rewards and recognition systems, or providing regular monthly updates on training initiatives via email or bulletin boards.
I hope these practical suggestions are helpful for immediate implementation.
Best wishes.
From India, Mumbai
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498As a training manager, you could be conducting sessions and/or coordinating training requirements. In either case, it is crucial to instill a training culture within the organization.
The next crucial step is to establish the confidence of stakeholders, and the most effective approach is to provide concrete evidence of the training's benefits. Employ a variety of metrics to support your argument, such as increased efficiency post-training, cost reduction, decreased attrition rates, or reduced rejections.
Subsequently, you can explore innovative methods to enhance the training program. This could involve implementing rewards and recognition systems, or providing regular monthly updates on training initiatives via email or bulletin boards.
I hope these practical suggestions are helpful for immediate implementation.
Best wishes.
From India, Mumbai
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Hey guys, I have been working as a training officer in the cleaning division. Please give me some tips that will help me grow. I am a hotelier currently working in Dubai, but I am struggling to find fulfillment after transitioning from hotels to facilities management. Can you please help me?
From India, Kochi
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From India, Kochi
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KRA for Asst Training Manager.pdf
Manager training program.ppt
TRAINING MANAGER.doc