Monday, July 9, 2007


It is a process for developing individual skills and effectiveness. Individual effectiveness, in terms of skills, knowledge and attitude, is one of the essential building blocks towards achievement of the wider goal of improved organizational efficiency and effectiveness. The development of the individual and the organization are therefore inextricably linked.When organization has invested in some training, how do we know if it has a success? Our gut feeling might be that skills and practice have improved. But in what ways and by how much has it improved, and did organization get value of money? Answer of these questions can be given by doing evaluation. The evaluation of training forms the remaining part of the training cycle which starts with the identification of training needs, establishing objectives and continues through to the design and delivery of the training course itself. It is the function of evaluation to assess whether the learning objectives originally identified have been satisfied and any deficiency rectified. Evaluation is the analysis and comparison of actual progress versus prior plans, oriented toward improving plans for future implementation. It is part of a continuing management process consisting of planning, implementation and evaluation; ideally with each following the other in a continuous cycle until successful completion of the activity. Evaluation process must start before training has begun and continue throughout the whole learning process.

Training policy could be stated as:
To provide cost-effective training for the Company which is clearly identified with, and is supportive of, current and future business requirements, to agreed standards and within financial limits determined by the board?

Training can and must make a significant contribution towards securing both individual and organization objectives.
1.Every manager, potential manager and employee must receive the training required to perform his/her job effectively.
2.Training must deliver real tangible and measurable results.

Training Purpose

To satisfy present and future company needs created by organizational growth and change, accelerating business technology and increasing competition.

1.To achieve the maximum possible learning in the shortest possible time.
2.To ensure that training effectiveness is measured.
3.To provide high quality training and support services to the staff of Company Name on all aspects of technical / non-technical / behavioral / spiritual progress.
4.Enable Help & Support for Planning and Design of a trainer
5.Aid in identifying training requirements and areas.
6.To make an inventory of people with detailed information on their skill and qualification
7.To prioritize groups according to the training needs.

Objectives of Training Policy

1.To impart a new entrant the basic knowledge and skill they need for an intelligent performance of definite tasks.

2.To assist employees to function more effectively in their present positions by exposing them to the latest concepts, information, techniques and developing the skills they will need in their particular fields.

3.To offer a range of Multi Skills training, subject to available resources, in response to the needs of our customers / new technical advancements.

4.To offer a consistently high quality of support and training in multi skills to all staff members working with Company Name

5.To offer provision for documentation, learning materials and training wherever possible.

6.Clarify training plans in individual personal development portfolios as the prime mechanism assisting in the achievement of corporate objectives.

7Finally individual or group training objectives should be used to design personal development portfolios, design training events and/or development experiences and drive delivery and subsequently assess performance improvement

Training Objectives are derived from

1.Training needs analysis
2.Performance assessment of personal development portfolios
3.Stating the targeted improvement in output or performance required as a result of training and/or development.

4.Corporate aims, objectives need assigning to each senior manager, in turn they have to be broken down to functional sections/work groups or individuals as appropriate. Consequently all levels become aware of their "assignment".
Need for Training

Changes occurring at an increasing pace in technology, information systems, attitudes to and behavior at work etc.
A need to make and manage cost reductions.
A requirement for more professionalism.
A need for more analytical and assertive business management.
A more flexible, aware and demanding work force.
More critical and selective customers.
An increasing diversification of the technology and human skills.

Training Budget

1.HR Department will submit at the beginning of each financial year the budget for Training & 2.Development activities to Board of Partners. The budget will include:
3.Report on last years training activities including efficacy.
4.Training Man days achieved and budget for current year.
5.Training costs budgeted for external programs.
6.Internal training programs and costs.
6.Capital investments including training equipment planned.
7.Segment & skill wise training calendar for the year.
8.Trainers developed during last year and planned for current year.

Training Calendar

Training calendar shall be submitted to Partner and upon approval shall be circulated to all HODs and concerned. The Training Calendar must be prepared in close consultation with all HODs so as to ensure no overlapping dates appear in the training calendar vis-à-vis normal functioning of the organization.

Training Calendar shall consist of following information:

1.Program details
3Duration & Timings
4.Type of Program -External/Internal
6.Participants Profile
7.Follow up sessions

Training Needs Analysis
1.Operational plans
2Strategic plans
3.Corporate aims, for example to:
o Improve performances
o Cope with Change
4Improve communications and team working
5.Plan succession

Training need identification

Ways to identify

1. Individual feedback on training needs
2. Appraisal
3. Individual personal files & performance
4. Technical needs of the organization
5. Customer feedback
6. HOD feedback
7. From external advertisements

Training need identification survey shall focus on identifying three types of training needs:

Organizational Needs

Development Needs

Functional Needs

The outcome of the Training Need Analysis should be summarized function wise and quarter wise for each employee.

Based on this analysis, the training plan should be devised to provide Value Added Training to all the employees of Company Name.

Training Evaluation

Evaluation is a de-briefing with ones immediate superior soon after a learning experience and gathering appropriate evidence, analyzing and interpreting that evidence and then making a judgment.

How to Evaluate Training –

1.Collect appropriate evidence to demonstrate compliance with the organization's defined values and behaviors
2.Collaborate its validity, currency, sufficiency and authenticity and make your judgments

Evaluation questions-

1.Whether the required changes have taken place

2.Whether the organization has got the return it sought and if not why not

3.What remedial action is required

4.May be what new initiatives, whether training or change based, might be initiated

5.Evidence can be collected from various sources and in a number of ways, e.g.:

6.By interviewing holders of personal development portfolios (to obtain, for example, personal accounts of decisions and actions taken in different situations)

7.By sampling outputs of their work (e.g. letters to customers, minutes of meetings, reports, work instructions, plans, schedules, programs)

8By searching appraisal and other performance management records

9.By completing psychometric, competence or capability tests

10.By interviewing their immediate superiors and colleagues

11.By holders of personal development portfolios completing self-assessment questionnaires

12.By direct observation at work or in assessment center

No comments:

Post a Comment