Dear
HR , Training and Learning & Development Heads,
THINK: How do you plan
for your next quarters learning programs?
Planning for Next Year? Things to THINK ABOUT apart
from just relying on your TNA. Here are some Malaysian tips based on the case
studies we have.
Hope
you do practice this.
1.
Should
I conduct a 2 days training comparative to a development program?
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Solution:
a. Understand firstly Who are
your participants?
-
Find out their maturity in learning.
o Have they already been
exposed to knowledge and skills upgrades before this.
o Are they independent
themselves when making decisions or leading teams
o Are their performance gaps
you had identified reduced over the years or it has increased in different
contributing factors
Adult
Learning in Malaysia – our culture
-
In Kebangsaan schools we are not thought to think and be
proactive. We are all spoon-fed. SO how in the world are we able to
remember all that is learnt in 2 days training?
Adult
forgetting curve – Each of us has different types of memories. According to Ebbinhaus
study on the Forgetting Curve, its researched that humans tend to forget
of what they have learned in a matter of days or weeks unless they
consciously review the learned materials (in this case we need Level 3
assessments – assignments, coaching, test).
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Cost
Saving Programs
THINK,
THINK, THINK
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In
Year 2017 and Y2018, market conditions are going to be tough. Companies
are reducing manpower and becoming lean to save cost and increase
productivity and keep on selling to sustain during the upcoming
downturn. So what can we do as L&D, HR and Training Heads?
-
THINK BIG – Focus
only on programs to drive higher volume of sales for your company.
Focus only on helping your strategic heads, production staff and front liners
upskill their knowledge and competitiveness to make business more excellent
holistically.
-
Find only the type of programs to reduce cost, and improve front
liners skills and if possible how to rectify behavioural changes within a 4
months turnaround time.
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How
to be more Valuable to your Company?
Why:
TLMM has found out many training hods and executives are being job rotated or
asked to leave as the department is closed down. Training Managers had
been given the resignation letter or VSS to leave.
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Solution:
Don’t
do the same thing that you have been doing. You have to proof to your
company that you are very valuable to them. Do more projects for your
company and present more reports and data to them. Show them you can do
it!!
HOW?
Maybe: Study your learners maturity level in understanding facts.
With this data its easy to know how to spot a successor or spot a
person that may need to be promoted.
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