A Resource Kit for Corporate Trainers and Facilitators. This will provide you with critical information on how to succeed with your training sessions. Set up in a menu format for easy comprehension, this series will go a long way towards helping you learn new things and brush up on what you already know.
Please leave a comment if you want more of these videos or if you want to learn something specific; we will gladly oblige.
From India, Calcutta
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2Please leave a comment if you want more of these videos or if you want to learn something specific; we will gladly oblige.
From India, Calcutta
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Dear Mr. Ranjeet Philips,
A very good compilation of employee training. It is of immense value to the upcoming trainers.
ROI on Training
However, I wish two important points were added to the presentation. The first one is about ROI on training. Though there are references to the Kirkpatrick model and other models of evaluation, I wish a little more light could have been shed on the measurement part of the training. Conducting training is not a big thing. The essence of training lies in its measurement.
Role of the Learners
The second aspect is about the role of the learners. The whole presentation revolves around the trainer. However, what is the role of the learners? What is their accountability?
The training program should be neither trainer-centric nor learner-centric but organization-centric. We conduct training in the interest of the organization. Serving the interests of the organization cannot be the sole responsibility of a trainer. In fact, the learners have a far greater responsibility in the implementation of learning.
A one-day or two-day corporate training does not bring about significant change. However, it acts as a trigger for change. The change process starts with training. However, what if the learners are not attentive? What if they are frequently disturbed by their boss? What if they are required to attend an important meeting with a client or supplier during the training? Under such circumstances, will the learners be able to concentrate? Of course, not!
Training Program as a Medium
The training program is not an end in itself. It is just a medium. Therefore, before organizing the training program, the organizers should be absolutely clear on why the training is conducted, for whom it is being conducted, what is going to be achieved through the training, who will implement the learning, when the implementation of learning will be checked, how it will be checked, and who will be held accountable if the implementation of learning is not satisfactory. Clarity on these questions will shift the focus from the personality of a trainer or the training tools used by the trainer to the organization's requirements.
Employee training is supposed to be a far more serious business. Employee training may include fun activities, but training itself is not purely fun. Nevertheless, nowadays it is more remembered for the activities done during the training, and the effects of the training start wearing off as the training program ends!
Thanks,
Dinesh Divekar
From India, Bangalore
Acknowledge(2)
Amend(0)
A very good compilation of employee training. It is of immense value to the upcoming trainers.
ROI on Training
However, I wish two important points were added to the presentation. The first one is about ROI on training. Though there are references to the Kirkpatrick model and other models of evaluation, I wish a little more light could have been shed on the measurement part of the training. Conducting training is not a big thing. The essence of training lies in its measurement.
Role of the Learners
The second aspect is about the role of the learners. The whole presentation revolves around the trainer. However, what is the role of the learners? What is their accountability?
The training program should be neither trainer-centric nor learner-centric but organization-centric. We conduct training in the interest of the organization. Serving the interests of the organization cannot be the sole responsibility of a trainer. In fact, the learners have a far greater responsibility in the implementation of learning.
A one-day or two-day corporate training does not bring about significant change. However, it acts as a trigger for change. The change process starts with training. However, what if the learners are not attentive? What if they are frequently disturbed by their boss? What if they are required to attend an important meeting with a client or supplier during the training? Under such circumstances, will the learners be able to concentrate? Of course, not!
Training Program as a Medium
The training program is not an end in itself. It is just a medium. Therefore, before organizing the training program, the organizers should be absolutely clear on why the training is conducted, for whom it is being conducted, what is going to be achieved through the training, who will implement the learning, when the implementation of learning will be checked, how it will be checked, and who will be held accountable if the implementation of learning is not satisfactory. Clarity on these questions will shift the focus from the personality of a trainer or the training tools used by the trainer to the organization's requirements.
Employee training is supposed to be a far more serious business. Employee training may include fun activities, but training itself is not purely fun. Nevertheless, nowadays it is more remembered for the activities done during the training, and the effects of the training start wearing off as the training program ends!
Thanks,
Dinesh Divekar
From India, Bangalore
Acknowledge(2)Amend(0)
Ravi, if you read through to the end of the toolkit, there are details regarding contacting the company for pricing and questions on their training and materials. Reach out by sending us an email at [Email Removed For Privacy Reasons], and we will get back to you as soon as possible!
From Australia, Melbourne
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From Australia, Melbourne
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Introduction to Employee Training and Development - PPT 1.ppt
Training and Development.doc