Dear friends,
What is the role of a trainer in any organization? Who is eligible to conduct training?
Training and development is one of the HR functions. How is it possible for a HR trainer to know all technical subjects that is required in an organization?
Kindly enlighten
Jeyashree KS
From India, New Delhi
What is the role of a trainer in any organization? Who is eligible to conduct training?
Training and development is one of the HR functions. How is it possible for a HR trainer to know all technical subjects that is required in an organization?
Kindly enlighten
Jeyashree KS
From India, New Delhi
COPC (based on Malcolm Baridge National quality award) has several good practises:
before promoting a good performer as a team lead/ manager, ensure he/she spends a year or so on the intermediary rank of Trainer.
This will have several benefits:
first good performers do not qualify as good managers automatically.
2) it is a method of tapping knowledge management in case of good performers.
3) a good performer may often be resorting to shortcuts ie quality takes a backseat Vs productivity, therefore this balance will be set right.
4) fourthly, set threshold limits for initiating retraining programs for trainers, old timers n managers: mostly all these 2 categories feel they dont req any training.
5) ask every team lead/ manager to prepare n give 1 hour training materials every week.
A HR person may/ may not be having indepth knowledge of all the processes/ technologies in an organsiation so let the people who do the job handle it. (Dont feel guilty of doing so)
let me know if you need further help,
suryavrat
From India, Delhi
41before promoting a good performer as a team lead/ manager, ensure he/she spends a year or so on the intermediary rank of Trainer.
This will have several benefits:
first good performers do not qualify as good managers automatically.
2) it is a method of tapping knowledge management in case of good performers.
3) a good performer may often be resorting to shortcuts ie quality takes a backseat Vs productivity, therefore this balance will be set right.
4) fourthly, set threshold limits for initiating retraining programs for trainers, old timers n managers: mostly all these 2 categories feel they dont req any training.
5) ask every team lead/ manager to prepare n give 1 hour training materials every week.
A HR person may/ may not be having indepth knowledge of all the processes/ technologies in an organsiation so let the people who do the job handle it. (Dont feel guilty of doing so)
let me know if you need further help,
suryavrat
From India, Delhi
Hi Jeyashree,
Training and development as a HR Function doesn't necessarily means conducting trainings .It also means facilitating training..
As HR your role(facilitating training) would be:
identifying training needs,
identifying competent trainers.(may be within the organisation OR outside the organisation),
making training calender,
ensuring training takes place as per schedule with maximum participation
taking feedback on training prog
checking effectiveness on training
Generally Training/learning is part of HR functions but in large organisations it is a separate department.eg IT companies, BPO etc
For technical trainings obviously HR is not the competent trainer(unless you are expert of that technical subject).You can have someone from the organisation may be at senior level who knows the subject well for the technical trainings or have someone competent from outside..
Hope your questions are answered!!
Regards,
Richa
From Ireland, Limerick
Training and development as a HR Function doesn't necessarily means conducting trainings .It also means facilitating training..
As HR your role(facilitating training) would be:
identifying training needs,
identifying competent trainers.(may be within the organisation OR outside the organisation),
making training calender,
ensuring training takes place as per schedule with maximum participation
taking feedback on training prog
checking effectiveness on training
Generally Training/learning is part of HR functions but in large organisations it is a separate department.eg IT companies, BPO etc
For technical trainings obviously HR is not the competent trainer(unless you are expert of that technical subject).You can have someone from the organisation may be at senior level who knows the subject well for the technical trainings or have someone competent from outside..
Hope your questions are answered!!
Regards,
Richa
From Ireland, Limerick
hi Richa,
Thanks so much for your lucid reply. All my questions have been answered. Actually I am a rehabilitation manager, but since HR managers generally are not aware of this field, I am trying to get the answers and apply it in my work situation.
Warm regards
Jeyashree
From India, New Delhi
Thanks so much for your lucid reply. All my questions have been answered. Actually I am a rehabilitation manager, but since HR managers generally are not aware of this field, I am trying to get the answers and apply it in my work situation.
Warm regards
Jeyashree
From India, New Delhi
Hi, Can anybody tell, How to councell a training seeker or a certification seeker? Arpita.
From India, Baruipur
From India, Baruipur
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