Page 83 - DMGT518_TRAINING_AND_DEVELOPMENT_SYSTEM

Training and Development System

Notes Recruitment: Recruitment involves communicating and motivating qualified persons to apply
for the job. Decide with reasons whether the vacancies are to be filled from internal candidates
or open to outside professionals or both. The ideal approach is to keep it open for every one to
create a useful pool of qualified applicants. Use as many sources as you can like advertisements
in newspapers, magazines, and on the Internet. Approach consultants; seek employee referrals
and any other appropriate method. Make sure your recruitment approach meets the statutory
requirements, if any.

Example: Public sector organizations in India have a stipulation that vacancies have got
to be published in widely circulated newspapers.
Many of the companies lack expertise in conducting train the trainer programmes. They can take
the help of professional associations like Indian Society for Training and Development (ISTD)
for this purpose. The cost of one week’s training for the trainers would range from ` 15,000 to
` 25,000 per person. It is not an ideal choice if the number of programmes to be conducted, by the
trained-trainers are just one or few.

Time Management

There is no dearth of trainers who can prolong the sessions to three hours against the allotted
time of one hour. Prolonging one session can adversely affect all other sessions. Therefore, the
training manager as a coordinator of the programme should ensure that sessions are not
prolonged beyond the allotted time. Never hesitate to inform the trainer in advance about the
constraints of time. If any trainer continues the session beyond the allotted time, then it is also
necessary to intervene by showing a red flag to him or by sending message on a piece of paper
requesting him to stop.

Making Changes and Adjustments

Training programmes should have flexibility to accommodate unavoidable changes. Sometimes,
certain changes or adjustments may become inevitable in the middle of the programme. Such
adjustments could be: change of a faculty member, change of a methodology, change of venue,
inclusion or exclusion of a topic, reduction or increase in the timings, etc. The training design
should be flexible enough to accommodate such unavoidable changes without diluting the basic
objectives.
Analyze all aspects like cost, benefits, quality, inconvenience and alternatives. Inform the causes
or rationale to trainees. If it has caused inconvenience to anyone, please seek pardon and see
how their problems, if any, can be addressed. Introduce the change by taking into confidence all
the concerned like training head, training sponsors, etc.

Self Assessment

Fill in the blanks:
13. Training programmes should have …………….. to accommodate unavoidable changes.
14. The training manager as a coordinator of the programme should ensure that sessions are
not prolonged beyond the ……………… time.
15. If the training programmes are …………… in nature then professional trainers can be
hired from the market on daily fees basis or on total programme fees basis.

78 LOVELY PROFESSIONAL UNIVERSITY