Train the Trainers: Relevance of Training

(Refer all the previous posts for better understanding and benefits for you).

Relevant HRD (Training)- Half the Battle Won

• Training should be “value adding” (refer the previous post); it should be strategic.
• It should enhance the value given to the customer by the organization through its people.
• Are you aware of your clients' (trainees'/audiences') and  their oeganizations' vision, values and long and short-term objectives?
• What are their focus areas this year and next year?
• Which critical (success) factors will contribute towards achieving their goals (focus areas)? Have they been clearly stated and understood?
• Do your training initiatives fall in line with these?

Emergence of Human Resource as No 1 Strategic Resource: Training is Vital

• In today’s competitive world only Human Resource will be the deciding factor.
• Therefore, exploit that resource to the hilt.
• Develop and motivate him.
• Develop his attitude/ethic, knowledge & information, his behavior pattern & skills.
• Motivate him so that he is enthusiastic, involved, creative & active.
• Training/HRD is therefore one of the most important requirement.
• Every manager should try to develop himself as a trainer, a coach and a mentor.

Difference between Training and Development

Training

• Focus on specific job skills and behaviors; also technical, mechanical operations
• Current jobs
• Immediate gains
• Enhancement of a particular skill
• Organizational initiative– extrinsic motivation and imposed evaluation is essential

Development

• For future jobs, theoretical skills and conceptual ideas. Focuses on long term accruals
• General in nature and ongoing, intrinsic motivation
• No evaluation of development is possible

(You may like to use the additional reference material pertaining to becoming a great trainer at
Management Games, Management Exercises and Icebreakers at http://shyam.bhatawdekar.com and http://management-games-icebreakers.blogspot.com/ and
Management Anecdotes or Management Case Studies at http://management-anecdotes.blogspot.com/ or http://corporate-case-studies.blogspot.com/)