Community Members, We are back with a interesting next session!!!
Your selfless support keeps us going . Thank you for the your interest and enthusiasm in the LIVE community discussion time with Experts initiative. Your support motivates me! Much Appreciated
Another exclusive 30 minutes of LIVE discussion thread with Community’s domain Experts on the topic :
‘ Role of HR in Training & Development Process ’ from 3:30PM to 4:00PM on 17th March 2022 .
Let’s together make the 30 minutes most effective with a lot of questions for the HR domain specialists.
Requesting members to post your doubts/queries related to Role of HR in Training & Development Process as comments in this post and get them all answered by the Industry Experts on 17th March 2022. Post all your your doubts/queries for the Experts below as comments.
Let’s welcome todays expert panel Ms. Namrata Dhasmana & Mr. Sudeep Kumar Sen
They are well known experts in this domain and we are honoured by them accepting to be part of this brief session to share their thoughts and knowledge.
Ms. Namrata Dhasmana is connected with Genpact as Head People and Culture. She is a thought leader, a columnist, a business strategist and also a certified Coach, among many skills she imparts to others. She helps people and organisations to achieve competitive advantage in their life.
Mr. Sudeep Kumar Sen is the Vice President at Gi Group India.His knowledge on temp staffing, growth trajectory, business development, customer acquisition, and compliance management are the most sought out for in the industry. He believes in sharing knowledge to the learners and bring change in the domain.
We humbly welcome you to the session!
We also open the session for questions after this post.
L&D is important as it helps an employee to scale by learning new skills and new approach to work and also in terms of problem solving and where there is learning, there is more stickiness to job and less attrition.
Pretty Much. How important any education is for you? Its simple- Training and development not only develop employees also gives them new insights. perspectives and create thought leadership. Rest Motivation, productivity etc follows.
Skill Gap is a crucial analysis which reflects lots of aspects like less efficiency, increased absence, timelines issues etc. Correct Planning by determining future org goals by analysing current resources and present skillsets a module can be developed.
At First we need to identify the tasks required to perform a task, let us we have T1, T2 and T3 as tasks, then we need to frame the KPI’s, next step is to know the skills required to perform the work, then we need to run an assessment of the current work force and once it is done, we know the (a) Who all to be trained on new skills, (b) Who all to be given
At First we need to identify the tasks required to perform a task, let us we have T1, T2 and T3 as tasks, then we need to frame the KPI’s, next step is to know the skills required to perform the work, then we need to run an assessment of the current work force and once it is done, we know the (a) Who all to be trained on new skills, (b) Who all to be given time with additional focus on existing skills and (c) Not trainable and deal with them with a PIP program, see the gap is aptitude or attitude.
Relevant in today’s perspective. Good Question. Culture of Learning overpowers everything. With this you can be scaling your organisation as a best employer as best of the employees can be attracted in this kind of culture. With new skillsets they can even look for internal movement and you can think of succession leadership and in a long term will have association with the organisation.
It is actually like walking backwards, HR needs to know, understanding the business goals of an organization, have excellent understanding of the analytics, then align the function specific learning and development programs, all of these need to be time bound, need timely review and most important need a time and motion study in terms of improvement.
Interesting question, few things to be kept in mind, L&D investment is always a mix of short term and long term investment, it is also a future cost saving effort, hence, if one is doing the plan for investment, it cannot be just cost to look into, it is the ROI with time and desired results. Example : If an organization is investing in sales training and development with focus on negotiation skills, articulation skills and also on product knowledge enhancement, it is always a long term one, one needs to be consistent and do regular review of the expected outcome, results etc.
on 17th March 2022
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