Page 82 - DMGT518_TRAINING_AND_DEVELOPMENT_SYSTEM

Unit 5: Training Implementation

Self Assessment Notes

Fill in the blanks:
10. The seating arrangement in training should be flexible enough to …………., them easily
for different activities like individual assignment, group discussion, etc.

11. The round table seating method is suitable when the training method involves a lot of
……………………..
12. The basic issues to be taken into account while designing seating arrangements are number
of trainees, carpet area of class room and ……………… of learning to be used in the
classroom.
5.5 Tips for Effective Implementation

The following aspects are to be considered significantly for effective implementation:
 Selection of suitable trainers and equip them with proper guidance
 Effective time management

 Making changing and Adjustments in order to endure flexibility for better productiveness

Selection and Training of Trainers

Once it is decided to conduct the programme in-house the training manager has to identify and
train the trainers. If the programmes are generic in nature then professional trainers can be
hired from the market on daily fees basis or on total programme fees basis. For programmes
specific to a particular organization, the trainers have got to be from within the company. Only
in exceptional cases, the organization may get readily available trainers who are good in subject
expertise as well as in training delivery skills. It is difficult to teach subject expertise within a
short period of time to a professional trainer. Moreover, learning subject expertise requires
formal qualification in the said subject which many trainers may not have. Therefore, it is
appropriate to choose subject experts and then teach them the training and facilitation skills by
conducting a one week programme called – ‘train the trainers’. The steps involved in hiring and
training trainers are as under.
Vacancy Identification: Identify the need for hiring trainers. How many trainers required, for
how long they are needed, should they have to work on full time basis or part time (few hours
a day), can it not be outsourced, etc. are the issues to be divided.
Job Analysis and Competency Mapping: Job analysis brings out the job description (duties,
responsibilities, reporting relations, level in the organizational hierarchy and the conditions
under which the task has to be performed) and the job specification (the qualification, experience,
personality type and other characteristics required for the candidate to occupy the post).
Competency mapping here refers to studying the behaviours of successful and unsuccessful
trainers in the similar industry and similar context to determine what to look for in the candidates
while selecting them for trainer roles.
Estimate the Cost and Obtain Sanction: Estimate the cost involved for hiring, training and
retaining trainers. It includes the cost of recruitment and selection, training and development of
trainers, salary and allowances, perquisites and benefits till retirement. The possible benefits
should justify the cost. Place the proposal before the sanctioning officer or CEO for approval.
After obtaining the approval initiate the recruitment process.

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