Getting It Right: Learning and Development

photo: courtesy of www.bbc.co.uk

photo: courtesy of http://www.bbc.co.uk

 Trainings are essentially tools employed to bridge knowledge gaps. They are also useful for capacity building. Rather than being an end in themselves, however, they are more a means to an end – employed as a means for correcting variances in performance, behaviour or even attitude.However, the above purpose may easily be defeated if ‎HR fails to take responsibility for its coordination and subsequent evaluation.

photo: courtesy of www.accuprosys.com

photo: courtesy of http://www.accuprosys.com

‎Several elements make for a successful L&D session. It is pertinent than an organization has a system for assessing the potential validity of training programmes – this will in many cases involve input from the concerned department, as well as a relevant assessment of value proposition. Relevant HR policies should specify parameters with which trainers or training proposals are filtered.Equally important is the learning environment. Adequate attention must placed on the training venue including the ease of locating the venue, lighting, ventilation and the availability of basic facilities ‎(comfortable seats, projectors, screens, rest rooms etc). In addition, well packaged training materials being made available go a long way in leaving a good impression, conveying professionalism and ensuring post training refreshers.

Only recently, I heard that certain companies now hold training sessions over the weekend (Saturdays and Sundays) spanning several weekends consecutively. What I find distasteful about this is the possible impact on employee health, productivity and morale. Imagine a city like Lagos where traffic during the week is hellish and work hours aren’t encouraging. To deprive employees the time to recuperate and get ready for the new week is certainly not the best way to practice HR.

I must say, I have had my share of worthwhile training experiences as well as those few that made me question the ‎competence of the trainers and even worse, it shook my confidence in HR. My hope is that HR continually applies a professional touch to meeting organizational training needs.

Final words: I’m a believer in ‘value for money’. if an organization must spend at all, then it should make it count. Poorly designed training sessions are one of the surest ways to pour resources down the drain. It’s a waste of everyone’s time and scarce resources. Better to not train at all…

Advertisements

Leave a Reply

Fill in your details below or click an icon to log in:

WordPress.com Logo

You are commenting using your WordPress.com account. Log Out / Change )

Twitter picture

You are commenting using your Twitter account. Log Out / Change )

Facebook photo

You are commenting using your Facebook account. Log Out / Change )

Google+ photo

You are commenting using your Google+ account. Log Out / Change )

Connecting to %s