However, to ensure better utilization of employees’ acquired knowledge and skill, identification of training needs are now being left with the respective departmental heads, who because of their proximity with the employees concerned can better suggest the training and developmental needs. Hence, right at the beginning of the year, the HRD department circulates the format for suggesting training requirements of different departments, which after necessary processing are developed as training calendars. The head of the department through performance appraisal, job evaluation and keeping in mind future requirements (due to change of technology, etc.,) may identify such training requirements and also study the cost-benefit aspect by closely monitoring post-training performance of the employees.
Incidentally, it has now also become an important corporate practice in line with the ISO Certification requirement. The following steps are involved in designing the training programme:
1. Selecting Strategies:
The first step is to choose a strategy for training methods. Strategies prioritize the training objectives and also help in selecting training areas which may be skill formation, development of conceptual understanding, etc.
The second step is to break the general training objectives into different parts like, knowledge, understanding and skills. Each constituent part of the training objective is matched with appropriate training events.
The next step is to use specifications for different training methods to decide over time and the facilities required for the programme as a whole.
4. Deciding on Packages:
The fourth step is to decide different package in which programmes could be offered. An organization, at this stage, considers different training packages, keeping in view the time and cost aspects.
5. Designing the Programme:
The final step is to design the training programme.