Category: HR Insider | Date: July 28, 2017, 3:12 p.m. | Total Views: 2514
Tags: HR Insider
Organized by Real Solutions Pvt Ltd on last Wednesday of English calendar every month, 63rd HR Kurakani was held on 26 July, 2017 at Real Solution's office, Minbhawan, New Baneshwor. Employees training and development being one of the key aspects in any organization, HR Kurakani on the month of July was entitled “Training – How and why?”
Mr. Shailendra Raj Giri, Managing Director of Real Solutions Pvt. Ltd. Moderated the session with the welcome note and introduction of the participated HR professionals from diverse organization.
HR Professional outline that training is circular process that begins with needs identification and after a number of steps ends with evaluation of the training activity. Training is a whole system and not a one-time event, what happens before and after the actual training is as important as training itself.
In the broadest view, the discussion was on the following three phases of a training process:
1. Pre Planning:
Need assessment is the first step in developing a training program. In the Kurakani it was further agreed that cracking what organization needs in terms of training is not an easy task for HR Managers. Professionals shared variety of methods they do to research training needs. Many organization extract training need from the appraisal form, supervisor recommendation, survey, interview and 360 assessment whereas few organizations use online tools as an option for training need assessment.
HR shares that training need recommendation along with justification as a part of performance evaluation from immediate manager, supervisor or team leader can help them simplify this process. Alternatively identifying skills for a job requires comparing them to an employee’s actual skill level helping HR to identify the skill gaps and training required by each individual applicant. Training need assessment of individual employee starts from the day he/she joins the organization.
There are different types of hard skills and soft skills training likely to be required for a job, such as technical training, safety training, quality training,communication training, leadership training etc.
2. Implementation phase:
This is the phase when training program is into operation. It is best for organization to prepare an annual calendar of training opportunities and inform participants and others well ahead of time about their training plans.
Trainer must be able to transform people and create good vibes for effective training said the HR Professionals in the discussion. Further they added, passing around a lengthy PDF or slideshow presentation is the easiest method of training, but there are other training methods such as group discussion, demonstration, case study, role play, Stories and fables, brainstorming etc. which can make a training lot more interesting, interactive and create an impact from within.
While embarking a training program, there are a series of consideration to made by HR managers. Few of them shared by the HR professional in the Kurakani are:
Evaluation is collecting and analysing information about a program’s activities, characteristics, and outcomes. Training may not have an immediate outcome and parameter to evaluate training program which is very difficult to develop and monitor in reality.
HR Professional suggested that four different levels (the "Kirkpatrick levels") is the most effective way for better evaluation the training among the various approaches. The further down you go in the evaluation process, the more valid the evaluation they added.
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