97

𝑻𝒓𝒂𝒊𝒏𝒊𝒏𝒈 𝑴𝒆𝒄𝒉𝒂𝒏𝒊𝒙

𝑻𝒓𝒂𝒊𝒏𝒊𝒏𝒈 𝑴𝒆𝒄𝒉𝒂𝒏𝒊𝒙

I remember, way back around 2005, When I was leading the training vertical of a company, we had arranged a residential training program for the leaders of the organizations across the state. It being a residential program we had to also look into the logistical arrangements for the participants. Here is my sharing on how we went about it and also that this series will talk about such arrangements and their contributions in the #TrainingMechanix

~ 𝐓𝐫𝐚𝐢𝐧𝐢𝐧𝐠 𝐬𝐭𝐚𝐫𝐭𝐬 𝐛𝐞𝐟𝐨𝐫𝐞 𝐓𝐫𝐚𝐢𝐧𝐢𝐧𝐠 – Though it formally starts in the training hall but ideally the process begins with the arrival of participants at the training location. It has a major impact on the learning mindset, psychological preparation and preparedness for learning.

~ 𝐂𝐨𝐦𝐟𝐨𝐫𝐭 𝐚𝐬𝐬𝐮𝐫𝐞𝐝… 𝐓𝐫𝐚𝐢𝐧𝐢𝐧𝐠 𝐦𝐢𝐧𝐝𝐬𝐞𝐭 𝐞𝐧𝐬𝐮𝐫𝐞𝐝 – I am personally not in the favor of making it a vacation like relaxing & recreational scenario. That kills the learning mindset. Basic comfort needs to be ensured for sure; however, the purpose for this travel needs to be kept alive in every single action that is being taken or planned at the back end.

~ 𝐁𝐞𝐡𝐢𝐧𝐝 𝐭𝐡𝐞 𝐜𝐮𝐫𝐭𝐚𝐢𝐧 & 𝐨𝐧 𝐭𝐡𝐞 𝐬𝐭𝐚𝐠𝐞 – Are you the same? – For example, if it is ‘Leadership Training’, some out of the hall activities can be weaved as a part of logistics arrangement, which could be uninformed in the beginning and can later be revealed in the training hall as a surprise.
Some observations of behaviour patterns, responses, presence of mind exhibited at any given point in time and skill of handling crucial scenarios can be marked without the knowledge of participants and the same can be discussed in the training hall. These being the natural reactions / responses, add a lot of value if discussed & weaved well in the Training program.

~ 𝐅𝐫𝐞𝐬𝐡 𝐦𝐢𝐧𝐝 𝐥𝐞𝐚𝐝𝐬 𝐭𝐨 𝐛𝐞𝐬𝐭 𝐥𝐞𝐚𝐫𝐧𝐢𝐧𝐠 – Participants reach the training venue at different timings. Receiving them adhering to timeliness and ensuring the best accommodation is not to relax them but to ensure that they fetch good sleep, good breakfast & be physically fit. Also these practices set values and principles of training without narrating them anywhere.

~ 𝐏𝐮𝐫𝐩𝐨𝐬𝐞 𝐨𝐟 𝐭𝐡𝐞 𝐯𝐢𝐬𝐢𝐭 𝐢𝐬 𝐓𝐫𝐚𝐢𝐧𝐢𝐧𝐠 & 𝐥𝐞𝐚𝐫𝐧𝐢𝐧𝐠… 𝐒𝐮𝐛𝐭𝐥𝐞 𝐫𝐞𝐦𝐢𝐧𝐝𝐞𝐫𝐬 – A pre-printed Training Schedule can be kept in the rooms for participants to ponder and get geared up.
A welcome note with a 2 or 4 liner about training can be placed inside the room with a personalized mention – when they enter their hotel room – can work wonders.

So, this was regarding making the back-end arrangements with an essence of Training. When you talk about #TrainingMechanix, do remember Synergeze Consultants Private Limited. Until then do share if you have had any unique experiences about logistical arrangements for training.

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𝑻𝒓𝒂𝒊𝒏𝒊𝒏𝒈 – 𝑱𝒐𝒖𝒓𝒏𝒆𝒚 𝒇𝒓𝒐𝒎 𝒏𝒆𝒆𝒅𝒔 𝒂𝒔𝒔𝒆𝒔𝒔𝒎𝒆𝒏𝒕 𝒕𝒐 𝒊𝒎𝒑𝒂𝒄𝒕 𝒆𝒗𝒂𝒍𝒖𝒂𝒕𝒊𝒐𝒏

𝑻𝒓𝒂𝒊𝒏𝒊𝒏𝒈 – 𝑱𝒐𝒖𝒓𝒏𝒆𝒚 𝒇𝒓𝒐𝒎 𝒏𝒆𝒆𝒅𝒔 𝒂𝒔𝒔𝒆𝒔𝒔𝒎𝒆𝒏𝒕 𝒕𝒐 𝒊𝒎𝒑𝒂𝒄𝒕 𝒆𝒗𝒂𝒍𝒖𝒂𝒕𝒊𝒐𝒏

This is the last post in this series where whole of the training process was discussed. We talked about importance of #TrainingEvaluation & its criteria as well. There are various models of evaluation focusing on aspects like,
~ Context of the training activity
~ Reaction of trainees
~ Change in levels of Learning
~ Impact on behaviour
~ Application in the work
~ Overall results / outcomes from organization’s perspective
~ Impact on business
~ Analysis of ROI

It is said, “𝑰𝒇 𝒚𝒐𝒖 𝒄𝒂𝒏’𝒕 𝒎𝒆𝒂𝒔𝒖𝒓𝒆 𝒊𝒕, 𝒚𝒐𝒖 𝒄𝒂𝒏’𝒕 𝒊𝒎𝒑𝒓𝒐𝒗𝒆 𝒊𝒕!” So, the evaluation is like setting those weighing machines or measuring tapes. In these instruments we get readymade scales; however when it comes to measuring an impact of something, we need to design the scale ourselves.

There are some quantifiable aspects but the soft aspects like behaviour change are always found to be difficult to measure. I must share here that there are scales for the same as well, which need to be administered right from beginning.

Each organization may come up with its own scale but the objective has to be the same. In this process, these questions may help,
~ What exactly do we want to evaluate?
~ Did we decide the same even before initiating the training process?
~ Did we measure the same aspects before training?
~ Do we have parameters to check the change in various aspects?
~ Did we design the evaluation mechanism beforehand?
~ Did we develop the required material before training activity took place?
And also,
~ Are we open to accept and work on the results?
~ Were we always honest while capturing data at each stage?
~ Have we developed mechanisms & systems to address & implement the recommendations / outcomes of evaluation?
~ Do we have courage to make necessary changes in the current systems and take firm stands if need be?

Evaluation is a harsh reality. It talks with facts, figures, data, numbers and strong evidences. Denial mode, defense or justifications do not hold any ground there and hence, organizations need to be as prepared as they were at the time of training needs assessment.
But if taken in a right spirit and if implemented with complete honesty and courage, the whole training process can work like a blessing to the organization.

Synergeze Consultants Private Limited offers handholding and end to end support in the training process. Do connect with us for more information!

And also do share your feedback about the series in the comments!

95

𝑻𝒓𝒂𝒊𝒏𝒊𝒏𝒈 – 𝑱𝒐𝒖𝒓𝒏𝒆𝒚 𝒇𝒓𝒐𝒎 𝒏𝒆𝒆𝒅𝒔 𝒂𝒔𝒔𝒆𝒔𝒔𝒎𝒆𝒏𝒕 𝒕𝒐 𝒊𝒎𝒑𝒂𝒄𝒕 𝒆𝒗𝒂𝒍𝒖𝒂𝒕𝒊𝒐𝒏

𝑻𝒓𝒂𝒊𝒏𝒊𝒏𝒈 – 𝑱𝒐𝒖𝒓𝒏𝒆𝒚 𝒇𝒓𝒐𝒎 𝒏𝒆𝒆𝒅𝒔 𝒂𝒔𝒔𝒆𝒔𝒔𝒎𝒆𝒏𝒕 𝒕𝒐 𝒊𝒎𝒑𝒂𝒄𝒕 𝒆𝒗𝒂𝒍𝒖𝒂𝒕𝒊𝒐𝒏

𝐄𝐯𝐚𝐥𝐮𝐚𝐭𝐢𝐨𝐧
When any management invests its budgets in training, an attempt to obtain information on the impact of the same & assessing the value of its worth becomes inevitable part of the process. In my view, no training process can be completed without its validation and evaluation.

#Validation focuses more on meeting training objectives. It checks the outcomes in terms of improvement in performance & meeting the training gap.
However, #Evaluation attempts to measure overall cost benefit of the training program. It calls for systematic collection of relevant data in order to assess the impact on performance in the due job profile.

𝐍𝐞𝐞𝐝 𝐟𝐨𝐫 𝐞𝐯𝐚𝐥𝐮𝐚𝐭𝐢𝐨𝐧
Evaluation data helps in various forms. It can be used to
~ provide feedback on whether training was effective in achieving its aim
~ indicate the extent to which trainees apply the learning at workplace
~ provide information on means to increase effectiveness of development activities
~ demonstrate the value & worth of training

𝐄𝐯𝐚𝐥𝐮𝐚𝐭𝐢𝐨𝐧 𝐜𝐫𝐢𝐭𝐞𝐫𝐢𝐚
~ Significance – the extent to which the training has made a contribution
~ Approach – the extent to which the complete training process -from conceptual framework to analysis techniques – made an impact
~ Data – appropriateness and use of data
~ Personnel – worth of the trainer
~ Budget – adequate written justification for the expenditure made

The #TrainingEvaluation is often perceived as costly and time consuming affair and hence faces resistance internally. But, if the Evaluation is not done, then the organizational decisions would not be based upon formally collected data. The main purpose of Evaluation should not be fixing accountability, rather it should serve as a feedback mechanism facilitating success.

Do connect with Synergeze Consultants Private Limited for any further queries or for any of your training related requirements.

And also do share criteria in your mind to evaluate the training programs in your experience.

94

𝑻𝒓𝒂𝒊𝒏𝒊𝒏𝒈 – 𝑱𝒐𝒖𝒓𝒏𝒆𝒚 𝒇𝒓𝒐𝒎 𝒏𝒆𝒆𝒅𝒔 𝒂𝒔𝒔𝒆𝒔𝒔𝒎𝒆𝒏𝒕 𝒕𝒐 𝒊𝒎𝒑𝒂𝒄𝒕 𝒆𝒗𝒂𝒍𝒖𝒂𝒕𝒊𝒐𝒏

𝑻𝒓𝒂𝒊𝒏𝒊𝒏𝒈 – 𝑱𝒐𝒖𝒓𝒏𝒆𝒚 𝒇𝒓𝒐𝒎 𝒏𝒆𝒆𝒅𝒔 𝒂𝒔𝒔𝒆𝒔𝒔𝒎𝒆𝒏𝒕 𝒕𝒐 𝒊𝒎𝒑𝒂𝒄𝒕 𝒆𝒗𝒂𝒍𝒖𝒂𝒕𝒊𝒐𝒏

𝐅𝐞𝐞𝐝𝐛𝐚𝐜𝐤 𝐬𝐞𝐧𝐬𝐢𝐭𝐢𝐯𝐢𝐭𝐲
#Feedback is information provided to learners to influence their performance. In training situations it may be given verbally but is often supported with non-verbal behaviours. The Trainer has to ‘give’ as well as ‘receive’ feedback. And it could be positive & motivational one as well as corrective or constructive one. Let’s look at making both these processes meaningful and impactful with feedback handling techniques.

𝐆𝐢𝐯𝐢𝐧𝐠 𝐞𝐟𝐟𝐞𝐜𝐭𝐢𝐯𝐞 𝐟𝐞𝐞𝐝𝐛𝐚𝐜𝐤
The purpose of giving feedback is to help trainees to change behaviour or performance resulting in increased effectiveness.
~ be descriptive & not evaluative
~ focus on behaviour & not the person
~ let it not be impressionistic but specific & data based
~ give suggestive feedback indicating alternative ways of improving instead of prescriptive one
~ let the feedback be need based & timely
~ word it in a manner that paves the way for building relationship, openness, trust & spontaneity
~ #positivefeedback in public and #correctivefeedback to be delivered in private

𝐑𝐞𝐜𝐞𝐢𝐯𝐢𝐧𝐠 𝐟𝐞𝐞𝐝𝐛𝐚𝐜𝐤 𝐞𝐟𝐟𝐞𝐜𝐭𝐢𝐯𝐞𝐥𝐲
When it comes to the trainer to receive feedback, more often it may even come in form of non-verbal cues. The trainer must pick them up and plan immediate remedial actions. While receiving feedback,
~ take time for self-analysis instead of rationalizing & justifying behaviour
~ it is not necessary to accept or reject feedback immediately
~ it is rather better to collect data on different aspects of the feedback from various sources & then act upon them

𝐅𝐞𝐞𝐝𝐛𝐚𝐜𝐤 𝐛𝐚𝐥𝐚𝐧𝐜𝐞
Too much of corrective feedback make the trainees frustrated and diminishes their self-confidence. On the other hand too much of positive feedback may result in over confidence & the trainees may not feel challenged. This may result in reality shock when they return to their work place. Hence, the feedback balance has to be maintained by the trainer.

Feedback is part of any communication. Do you find giving or receiving it difficult? How do you handle such scenarios? Do share in comments…

93

𝑻𝒓𝒂𝒊𝒏𝒊𝒏𝒈 – 𝑱𝒐𝒖𝒓𝒏𝒆𝒚 𝒇𝒓𝒐𝒎 𝒏𝒆𝒆𝒅𝒔 𝒂𝒔𝒔𝒆𝒔𝒔𝒎𝒆𝒏𝒕 𝒕𝒐 𝒊𝒎𝒑𝒂𝒄𝒕 𝒆𝒗𝒂𝒍𝒖𝒂𝒕𝒊𝒐𝒏

𝑻𝒓𝒂𝒊𝒏𝒊𝒏𝒈 – 𝑱𝒐𝒖𝒓𝒏𝒆𝒚 𝒇𝒓𝒐𝒎 𝒏𝒆𝒆𝒅𝒔 𝒂𝒔𝒔𝒆𝒔𝒔𝒎𝒆𝒏𝒕 𝒕𝒐 𝒊𝒎𝒑𝒂𝒄𝒕 𝒆𝒗𝒂𝒍𝒖𝒂𝒕𝒊𝒐𝒏

𝑻𝒓𝒂𝒊𝒏𝒊𝒏𝒈 𝒊𝒎𝒑𝒍𝒆𝒎𝒆𝒏𝒕𝒂𝒕𝒊𝒐𝒏
Today I am sharing one of my experiences in my early career days and also learning thereby as Trainer.

A group of 100 students, had to complete this course of soft skills training, which was made compulsory for their certification.

A big challenge for me – as according to me training doesn’t happen with such a big group, but the organization could not make any alterations there.

Here are certain techniques I used to manage the group:

1. Divided them in groups of 10, ensuring that the acquainted ones fall in different groups with unknown ones.
2. When I observed that the sincerity in approach towards training was lacking, I engaged them in activities where the difficulty levels were perceived by them as challenging scenarios.
3. Introduced a healthy competition among the 10 groups, where ultimately the friends were competing against each other and hence they all automatically took it positively.
4. Minimum use of lecture method and maximum use of participatory method with lots of activities and thought provoking questions.
5. In every group there are cooperative souls and witty ones as well. Making them interact, debate and helping them reach to the ‘greater common good’ and also use effective interpersonal communication styles, impacting their learning process automatically and consciously.
6. Being friendly but firm with them, not making it too democratic but also making some of the collective decisions, making them party to it.
7. Not using threat or punishment as a quick tool to my rescue… Instead making it a reward based program, making the training environment lively and full of enthusiasm.

My learning points were,
~ Being firm with the client to be restrictive to group size to max 25
~ Being definitive about the training modules and their execution. Not keeping it so open as it always runs a risk of going haywire
~ Being more equipped to handle unanticipated scenarios as it was my sheer luck that nothing really went wrong, considering the huge group size.
~ Training design, training methods & learning aids were thought of and weaved as well but the number of trainers had to be more to cater this bigger group.
~ Last, I learnt the importance of the journey from needs assessment to impact evaluation. As a trainer, it is my duty to follow this process… under any circumstances.

After all, ‘Experiences are the best Teachers’!

Do reach out to us at Synergeze Consultants Private Limited for all your corporate training needs.

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𝑻𝒓𝒂𝒊𝒏𝒊𝒏𝒈 – 𝑱𝒐𝒖𝒓𝒏𝒆𝒚 𝒇𝒓𝒐𝒎 𝒏𝒆𝒆𝒅𝒔 𝒂𝒔𝒔𝒆𝒔𝒔𝒎𝒆𝒏𝒕 𝒕𝒐 𝒊𝒎𝒑𝒂𝒄𝒕 𝒆𝒗𝒂𝒍𝒖𝒂𝒕𝒊𝒐𝒏

𝑻𝒓𝒂𝒊𝒏𝒊𝒏𝒈 – 𝑱𝒐𝒖𝒓𝒏𝒆𝒚 𝒇𝒓𝒐𝒎 𝒏𝒆𝒆𝒅𝒔 𝒂𝒔𝒔𝒆𝒔𝒔𝒎𝒆𝒏𝒕 𝒕𝒐 𝒊𝒎𝒑𝒂𝒄𝒕 𝒆𝒗𝒂𝒍𝒖𝒂𝒕𝒊𝒐𝒏

Continuing from last week in this journey of #Training, so far we have travelled from ‘assessing the training needs’ to ‘facilitating the learning’. Now, let’s look at various approaches to training.

~ 𝐋𝐞𝐚𝐫𝐧𝐢𝐧𝐠 𝐛𝐲 𝐞𝐱𝐩𝐨𝐬𝐮𝐫𝐞 𝐚𝐩𝐩𝐫𝐨𝐚𝐜𝐡 – The other day we asked our younger son (9 years) to go to the bank across the road and deposit a cheque. No instruction or information given… he had an option to ask questions to people in the bank. As it was his first time, he fumbled a little in the beginning but could do it with some help from the help desk of the bank.
We all do it or have experienced it right from childhood to our jobs. We learn by experience.
~ 𝐓𝐡𝐞 ‘𝐄𝐝𝐮𝐜𝐚𝐭𝐢𝐨𝐧𝐚𝐥’ 𝐚𝐩𝐩𝐫𝐨𝐚𝐜𝐡 – This one is more conceptual than application-oriented. Schools and colleges largely administer this one. However, even these institutions are changing their approaches to make it work / practical specific or even tailor-made.
~ 𝐓𝐡𝐞 ‘𝐏𝐫𝐨𝐛𝐥𝐞𝐦-𝐜𝐞𝐧𝐭𝐞𝐫𝐞𝐝’ 𝐚𝐩𝐩𝐫𝐨𝐚𝐜𝐡 – The learning needs are determined by the operational problems of individuals or groups in organizations. By serving real work problems, it produces results quickly.
~ 𝐓𝐡𝐞 ‘𝐂𝐨𝐦𝐩𝐞𝐭𝐞𝐧𝐜𝐞𝐬’ 𝐚𝐩𝐩𝐫𝐨𝐚𝐜𝐡 – The focus here is on outcomes & not learning method. With the set standards, how the learner becomes competent is left to the learner and trainer.

There are other approaches as well. Some focus on analyses, some on systems and some on training procedures. A fair understanding of these approaches help,

~ 𝐓𝐨 𝐇𝐑 𝐝𝐞𝐩𝐚𝐫𝐭𝐦𝐞𝐧𝐭𝐬 – Knowing the nerve of the organization & employees and also the training goals, wise selection of training approach ensures meeting the desired goals.
~ 𝐓𝐨 𝐎𝐫𝐠𝐚𝐧𝐢𝐳𝐚𝐭𝐢𝐨𝐧𝐬 – These approaches contribute largely in training audits. In order to make the training process effective, successful and impactful, the approach needs to be well-thought of.
~ 𝐓𝐨 𝐓𝐫𝐚𝐢𝐧𝐞𝐫 / 𝐃𝐞𝐬𝐢𝐠𝐧𝐞𝐫 – The methods, learning aids and content – everything revolves around the approach. Clarity on approach makes the trainer’s job smoother.
~ 𝐓𝐨 𝐓𝐫𝐚𝐢𝐧𝐞𝐞𝐬 – The approach needs to be in sync with learning patterns and styles of trainees. Though there is a variety of them but maintaining their motivation levels, interest levels and making the learning a joyful activity, this understanding is necessary.

Have you explored any other approaches to training? Please do share in comments…

Till then do reach out to Synergeze Consultants Private Limited for all your corporate training needs around people & process alignment, behavioral skills and efficiency enhancement.

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𝑻𝒓𝒂𝒊𝒏𝒊𝒏𝒈 – 𝑱𝒐𝒖𝒓𝒏𝒆𝒚 𝒇𝒓𝒐𝒎 𝒏𝒆𝒆𝒅𝒔 𝒂𝒔𝒔𝒆𝒔𝒔𝒎𝒆𝒏𝒕 𝒕𝒐 𝒊𝒎𝒑𝒂𝒄𝒕 𝒆𝒗𝒂𝒍𝒖𝒂𝒕𝒊𝒐𝒏

𝑻𝒓𝒂𝒊𝒏𝒊𝒏𝒈 – 𝑱𝒐𝒖𝒓𝒏𝒆𝒚 𝒇𝒓𝒐𝒎 𝒏𝒆𝒆𝒅𝒔 𝒂𝒔𝒔𝒆𝒔𝒔𝒎𝒆𝒏𝒕 𝒕𝒐 𝒊𝒎𝒑𝒂𝒄𝒕 𝒆𝒗𝒂𝒍𝒖𝒂𝒕𝒊𝒐𝒏

‘𝐅𝐚𝐜𝐢𝐥𝐢𝐭𝐚𝐭𝐢𝐨𝐧 𝐨𝐟 𝐥𝐞𝐚𝐫𝐧𝐢𝐧𝐠’
The learning process can be effective if the objectives are clearly defined. They also help the trainers to avail freedom to train the way they want, maintaining the desired track. However, while doing so, one has to ensure that learning takes place and it gets reflected to the actual job.

There are 3 important factors to be focused in the facilitation process:
1. Focus on the Trainee
2. Focus on Training Design
3. Focus on training ensuring the transfer

1. 𝐓𝐫𝐚𝐢𝐧𝐞𝐞:
~ Each individual is unique and so are their learning styles. Addressing them independently would be a costly affair; however neglecting them would be the biggest mistake. To address this, incorporation of different training methods for each topic can be opted. It could be time consuming but worth the investment.
~ Expectations from training – bridging the gap between the real needs, felt needs and expectations before the training helps in ensuring that learning takes place at an individual level.

2. 𝐓𝐫𝐚𝐢𝐧𝐢𝐧𝐠 𝐝𝐞𝐬𝐢𝐠𝐧:
~ Structuring the environment & process in such a way that things important to trainees are included into the events & training materials
~ Eliminating distractions by providing a conducive & learning oriented physical set up and not entertaining any interruptions
~ Making it relevant right in the beginning and attracting the attention of the trainees
~ Independent efforts to ensure retention of what they learn

3. 𝐓𝐫𝐚𝐢𝐧𝐢𝐧𝐠 𝐭𝐫𝐚𝐧𝐬𝐟𝐞𝐫:
~ Positive transfer is what all the training designers and trainers aspire to see happening
~ There are mechanisms to check it and it is an independent exercise to set parameters for the same

Conduct of the training is a long process involving various aspects. I have already covered the training methods earlier. Will talk about evaluation at length in the next posts.

Till then do share how have you ensured learning in the training programs you have conducted or attended…

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𝑻𝒓𝒂𝒊𝒏𝒊𝒏𝒈 – 𝑱𝒐𝒖𝒓𝒏𝒆𝒚 𝒇𝒓𝒐𝒎 𝒏𝒆𝒆𝒅𝒔 𝒂𝒔𝒔𝒆𝒔𝒔𝒎𝒆𝒏𝒕 𝒕𝒐 𝒊𝒎𝒑𝒂𝒄𝒕 𝒆𝒗𝒂𝒍𝒖𝒂𝒕𝒊𝒐𝒏

𝑻𝒓𝒂𝒊𝒏𝒊𝒏𝒈 – 𝑱𝒐𝒖𝒓𝒏𝒆𝒚 𝒇𝒓𝒐𝒎 𝒏𝒆𝒆𝒅𝒔 𝒂𝒔𝒔𝒆𝒔𝒔𝒎𝒆𝒏𝒕 𝒕𝒐 𝒊𝒎𝒑𝒂𝒄𝒕 𝒆𝒗𝒂𝒍𝒖𝒂𝒕𝒊𝒐𝒏

Training design is like painting on a canvas. You have to visualize your painting before even marking a first stroke by your brush! And despite having very clear idea of what you want to paint, you need to be open and prepared for the interim additions of colours, stokes, shading and also for letting go some of the ideas to do better justice to the painting. You need to be prepared with your paints & brushes and chronology of your strokes is important to ensure the beauty of the painting.

In a technical language, “The #TrainingDesign is a detailed plan where the course content is arranged in a logical manner to enable the trainees to learn maximum from the course content, ensuring that the training goals and objectives are achieved”.

#TrainingNeedsAssessment forms the basis for training design and also helps in deciding the approach of the training. certain important considerations while designing a training program are,

~ 𝐂𝐨𝐯𝐞𝐫𝐢𝐧𝐠 𝐚𝐥𝐥 𝐭𝐡𝐞 𝐜𝐨𝐧𝐭𝐞𝐧𝐭𝐬 of the training needs in the training program
~ As the trainees are adults & experienced people, they want to learn purposeful, useful, interesting, new ideas from the training program
~ 𝐂𝐨𝐦𝐛𝐢𝐧𝐚𝐭𝐢𝐨𝐧 𝐨𝐟 𝐭𝐫𝐚𝐢𝐧𝐢𝐧𝐠 𝐦𝐞𝐭𝐡𝐨𝐝𝐬 helps in addressing different learning needs, breaks monotony and motivates the trainees
~ Training activities weaved in such a manner that they gradually move 𝐟𝐫𝐨𝐦 𝐬𝐢𝐦𝐩𝐥𝐞 𝐭𝐨 𝐜𝐨𝐦𝐩𝐥𝐞𝐱 so that the trainees get absorbed into them and their interest levels get retained
~ Design a 𝐥𝐨𝐠𝐢𝐜𝐚𝐥 𝐬𝐞𝐪𝐮𝐞𝐧𝐜𝐞 in such a manner that it changes attitudes of trainees to move on to knowledge improvement & paves the way for development of required skills
~ 𝐃𝐢𝐯𝐢𝐝𝐢𝐧𝐠 𝐭𝐡𝐞 𝐜𝐨𝐧𝐭𝐞𝐧𝐭 𝐢𝐧𝐭𝐨 𝐦𝐨𝐝𝐮𝐥𝐞𝐬, which will help in comprehensive learning
~ The number of participants, their backgrounds, Day and timing as well as duration of the training and frequency – all this impact an effectiveness of the training program and hence need to be planned wisely

It is a responsibility of the training designer to come up with an orderly, motivating, purposeful & interesting training program. The training is planned & conducted to facilitate learning and ensuring that it gets transferred to actual job situation.

Hence the ‘𝐅𝐚𝐜𝐢𝐥𝐢𝐭𝐚𝐭𝐢𝐨𝐧 𝐨𝐟 𝐥𝐞𝐚𝐫𝐧𝐢𝐧𝐠’ plays an important role. Let’s discuss the same in the next post. Till then feel free to add your unique strokes to this painting…

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𝑻𝒓𝒂𝒊𝒏𝒊𝒏𝒈 – 𝑱𝒐𝒖𝒓𝒏𝒆𝒚 𝒇𝒓𝒐𝒎 𝒏𝒆𝒆𝒅𝒔 𝒂𝒔𝒔𝒆𝒔𝒔𝒎𝒆𝒏𝒕 𝒕𝒐 𝒊𝒎𝒑𝒂𝒄𝒕 𝒆𝒗𝒂𝒍𝒖𝒂𝒕𝒊𝒐𝒏

𝑻𝒓𝒂𝒊𝒏𝒊𝒏𝒈 – 𝑱𝒐𝒖𝒓𝒏𝒆𝒚 𝒇𝒓𝒐𝒎 𝒏𝒆𝒆𝒅𝒔 𝒂𝒔𝒔𝒆𝒔𝒔𝒎𝒆𝒏𝒕 𝒕𝒐 𝒊𝒎𝒑𝒂𝒄𝒕 𝒆𝒗𝒂𝒍𝒖𝒂𝒕𝒊𝒐𝒏

𝐓𝐫𝐚𝐢𝐧𝐢𝐧𝐠 𝐧𝐞𝐞𝐝𝐬 𝐚𝐬𝐬𝐞𝐬𝐬𝐦𝐞𝐧𝐭 is an organizational intervention & its success depends on the support extended by its members at all levels. While administering the same, three levels needs to be addressed:

~ 𝐎𝐫𝐠𝐚𝐧𝐢𝐳𝐚𝐭𝐢𝐨𝐧 𝐚𝐧𝐚𝐥𝐲𝐬𝐢𝐬 – examination of the business environment, strategies & the resources at its command to determine where training is needed
~ 𝐓𝐚𝐬𝐤 𝐚𝐧𝐚𝐥𝐲𝐬𝐢𝐬 – review of job descriptions, job knowledge skill level & attitude required for performing them
~ 𝐏𝐞𝐫𝐬𝐨𝐧 𝐚𝐧𝐚𝐥𝐲𝐬𝐢𝐬 – determining which employees require training and those who don’t, saving the training cost and avoiding a mistake of making it a universal activity

Along with this ‘𝐑𝐞𝐪𝐮𝐢𝐫𝐞𝐦𝐞𝐧𝐭 𝐚𝐧𝐚𝐥𝐲𝐬𝐢𝐬’ is also done where a protocol to be followed to collect information for needs assessment is developed.

Training needs assessment sharpens the focus & the orientation, reducing the perception gap between the trainees, the trainers, the training administration and the organization.

Data sources used for these assessments are varied depending upon the type of analysis but certain data points like performance appraisal data, job descriptions, organizational goals & objectives as well as certain live observations contribute largely here.

Interviews, group conferences, surveys are conducted to collect the information beyond the available data sources. This is overall a huge and in-depth exercise. But, no shortcut should be a policy here if the training activity is expected to give the desired results & ROI. It also helps in determining the benchmark for evaluation of training.

TNA serves like a feed to the next step – Training design! The next post will paint this picture. Till then, the comments section is waiting for your reflections!

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𝑻𝒓𝒂𝒊𝒏𝒊𝒏𝒈 – 𝑱𝒐𝒖𝒓𝒏𝒆𝒚 𝒇𝒓𝒐𝒎 𝒏𝒆𝒆𝒅𝒔 𝒂𝒔𝒔𝒆𝒔𝒔𝒎𝒆𝒏𝒕 𝒕𝒐 𝒊𝒎𝒑𝒂𝒄𝒕 𝒆𝒗𝒂𝒍𝒖𝒂𝒕𝒊𝒐𝒏

𝑻𝒓𝒂𝒊𝒏𝒊𝒏𝒈 – 𝑱𝒐𝒖𝒓𝒏𝒆𝒚 𝒇𝒓𝒐𝒎 𝒏𝒆𝒆𝒅𝒔 𝒂𝒔𝒔𝒆𝒔𝒔𝒎𝒆𝒏𝒕 𝒕𝒐 𝒊𝒎𝒑𝒂𝒄𝒕 𝒆𝒗𝒂𝒍𝒖𝒂𝒕𝒊𝒐𝒏

We talked about the different perspectives the organizations have towards training. Their selection and promotion policies have a definite bearing on training. However, certain recent changes in perception have contributed positively to #corporatetraining like:

~ More skills are taught & learnt and fewer are regarded as inborn
~ Technology is advancing at faster pace making skills of today obsolete tomorrow, making the training imperative
~ Globalization has impacted our lives and lifestyles in such a manner that the need of cross-cultural training is realized and being focused

In the organizations which are in sync with these points, the HR departments look out for training with specific focus. The #trainingobjectives are ideally in line with the organizational goals.

𝘚𝘰𝘮𝘦 𝘰𝘧 𝘵𝘩𝘦 𝘢𝘳𝘦𝘢𝘴 𝘸𝘩𝘦𝘳𝘦 𝘵𝘳𝘢𝘪𝘯𝘪𝘯𝘨𝘴 𝘢𝘳𝘦 𝘴𝘰𝘶𝘨𝘩𝘵,
~ Organizational culture & ethos
~ Preparing employees to meet the present as well as future requirements of their job profile
~ Improvisation in methods of working, skills to increase levels and quality of output
~ Preparing them for higher level roles and responsibilities
~ Knowledge upgradation and bringing them at par with latest concepts and techniques
~ Facilitating the succession planning
~ Reduction in supervision wastage & accidents
~ Improved inter-personal relations
~ Fostering individual & group morale with positive attitude

The list could be bigger. But these are the focus points from the perspective of organizations. A growing organization would always want its employees to be competent and fit for the changing roles & responsibilities. The areas mentioned above relate to the benefit of the organization.

The next step should be assessing if the employees are equipped already to perform and give desired results and if not, creating a bridge to make it an equal responsibility of the employee. Making them realize the gaps in current and desired performance levels and ensuring that the ownership lies with them.

Let’s discuss the ‘Training Needs Assessment’ (TNA) in the next post. Till then do share in comments section – the areas where organizations seek training.