Developing High Impact Employee Training Programs with Impact Analysis

Developing High Impact Employee Training Programs with Impact Analysis

In last decade or so companies have invested in creating glamorous infrastructure, upgraded their equipment, upgraded & update software’s, or moved to the cloud, and done a great many things to help drive efficiency. They’ve streamlined majority of processes and taken a look at how they can leverage technology. They have also done a good job in thinking about marketing strategies.  However, a company can’t develop leaders overnight and it takes lot of commitment to address its people issues. Relying on continual improvement in human capital will continue to be at the forefront.

Next five years will witness growth of those organizations that are dedicated in creating quality workforce through continuous training. We have experienced lacklustre approach for training in many organizations resulting complacency in employees with direct impact on work culture and hence, the top line.

We are visiting and studying many organizations in India and one thing is clear that very few organizations are training driven and include training as part of the strategy. At the same time many company leaders say a strong and aligned leadership cadre, a highly engaged workforce, improved organizational agility, a focus on customers, and building an entrepreneurial spirit around innovation capabilities are the tools they need to make headway in competitive business environment & against the buffer of slowing economic growth.

But, we need to get serious when it comes to training employees and devise the program as per the requirement of the organizations. Recently, we have visited a company which is a big payer in textile industry in India. We were directed to top HR director of the company. When the discussion started he said that they have one lady, a senior manager looking after the employee training and surprisingly this guy the HR Director was telling, that they usually hire one faculty from a local management college to conduct some programs. We enquired about the type of programs and sessions, he said he is not aware of and eventually directed us to meet this lady. On meeting this lady we could make out that she is not competent enough to handle such training programs since, she herself was struggling to explain the details or type of programs. Her understanding of the subject was also not up to the mark and it seems that she herself require complete training with regard to her job responsibilities. This explains the why this company is sinking and unable to compete in their own sector despite being in the industry for so many years.

Why I wanted to tell you this story is that now the competition is severe and sustenance will be difficult if you fail to create trained smart work force at all levels. Every company today is providing the required or better quality but, it is the workforce who gives that magical touch to the product or services and converts it to revenue.

The continued need for individual and organizational development can be traced to numerous demands, including maintaining superiority in the marketplace, enhancing employee skills and knowledge, and increasing productivity. Training is one of the most pervasive methods for enhancing the productivity of individuals and communicating organizational goals to new personnel.

Training Need Analysis (TNA)

Training Needs Analysis is the process of determining the organization’s training needs and seeks to answer the question of whether the organization’s needs, objectives, and problems can be met or addressed by training. Within this context, needs assessment is a three-step process that consists of organizational analysis (e.g., which organizational goals can be attained through personnel training? Where is training needed in the organization?), task analysis (e.g., what must the trainee learn in order to perform the job effectively? What will training program cover?), and person analysis (e.g., which individuals need training and for what?).

Specifically, a systematic needs assessment can guide and serve as the basis for the design, development, delivery, and evaluation of the training program; it can be used to specify a number of key features for the implementation (input) and evaluation (outcomes) of training programs. Consequently, the presence and comprehensiveness of a needs assessment should be related to the overall effectiveness of training because it provides the mechanism whereby the questions central to successful training programs can be answered.

Our Belief

At EQ4C, we firmly believe that the organizations should look for value driven employee training than to just complete the formality. Today majority of training programs do not have purpose and such programs are useless and complete waste of money and resources. Team EQ4C will help you design training programs as per your organizational needs and help you analyse the impact of these employee training programs.

EQ4C helps performance-driven organizations build the knowledge, skills and approaches required of a modern workforce. Structured learning is a viable and effective option for employee learning and development.


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Dr. Ravindra Aher is management theatrics stimulator and skills evangelist with rich corporate & academic experience of 25 years, having worked with multinational companies and academic institutions of repute. Always keen to share his knowledge and he is passionate about bridging the prevailing skill gap in students & corporate through structured value added programs. He is an avid blogger and twitter enthusiast. He previews books and promote good reading culture in young generation.

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