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Employee Training: A Management Perspective

Guest post by: Gireesh Sharma

Article Overview: The article discusses the approach and insights to Employee Training by capturing discussions with employees, HR and Training departments of various companies.

Employee Training: A Management Perspective

How does the management view employee training and what do they expect from it? This was a question which intrigued us; we wanted to understand how senior employees looked at the training function from a strategic perspective.

This article captures our discussions with employees in operations, Management, HR & Training departments. We wanted to understand what companies did post the employee evaluations, during succession planning, manpower planning, recruitment and training budget allocation process.

The rest of the article discusses our approach and insights gained.

Key questions asked

1.What is the training process followed by the organization?

2.How were the training needs identified?

3.What is the number of hours of training provided on a yearly basis? Is there any standardization? Did it change for different types of employees?

4.What are typical training budgets? How are these determined?

5.What is the ratio of in-house versus external training?

6.How was training effectiveness measured?

7.Now that the economy is on an upswing, is there any change in focus on training?

Common Insights

Some of the common answers we got from our discussions are:

1.Companies consider Employee Training and Development as a Strategic Objective.

2.Training budgets vary between 0.25% to 1.25% of employee costs but we could find no correlation between the budget and the type of industry, growth projections, profitability or any other parameter. Most companies admitted to some budgetary allocations towards skill development.

3.Training was considered to be a line function with responsibility of training with departments to which the employee belonged. HR helped in implementing a training policy framework.

4.Skill based training was imparted to junior level employees and Competency & Leadership development training was imparted to middle management.

5.Job Transfers and cross-function exposure was considered to be an important training criteria for skill development.

6.Training inputs received by an employee were always examined during succession planning as well as career development.

Read the rest of the article at my blog Talent Junction

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Article Tags: insights, management perspective, training departments



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