Essentials of an Effective Training Management System

Training plays a vital role in every organization. It helps improve or acquire skills for a required position to perform the job effectively. Overall, it also helps in improving the organization capability. A Training management system can be effective only if we align training with organizational goals.

Process of Training:

1. Identification of training needs: This includes assessment of skills required for various jobs, identification of skills possessed and required for each and every employee at various levels. Skills can be of technical and soft skills.
2. Designing of training catalogue: This includes designing of training material, identification of trainers available in the organization. Need for external trainers and training.
3. Designing training calendar: Human resource professional with the help of technical managers design the training calendar. This helps in scheduling of the employees and increases the chances of availability for a specific training program
4. Budgeting: Once the training calendar is designed and with the availability of the training catalogue, human resource professional can define the total cost required to execute the training calendar. This should include the cost incurred for internal and external training
5. Execution of training: It starts with communicating with managers on a particular training schedule and seeking nominations from their respective teams. An ample time of at least 10 days is to be given for effective scheduling of their resources and providing nominations accordingly. Communication should include number of nominations required, timelines for sending nominations, training venue, training title, objective, date, time, duration of the training and the trainer profile.
6. Training material: Define objective, prepare the content and assign duration for each module. Print and provide to each and every nomination. Make the soft copy of the material accessible to all employees.
7. Pre-training: Assess and capture the skills of all nominations before the training program.
8. Feedback mechanism: A training feedback form has to be collected from each and every participant and share the metric with the department managers.
9. Post training & a refresher programmer: Assess and capture the skills of all nominations especially the changes they have adopted because of the training programme. Arrange a refresher programme, for an employee(s) who have not acquired or lacking the skills set required even after attending training, after one or two months and after gathering effectiveness evaluation of the training.
10. Effectiveness evaluation of the training: This is an important step in the entire process of training program. This would evaluate the skills acquired, changes adopted to possess the required skills after attending the training program. The effectiveness evaluation can be collected or done in various ways – on the job, class room sessions, and performance improvement by the employees.