Professional Documents
Culture Documents
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JD: ___________________
Organization: _____________________
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e. Availability of separate format highlighting training needs, which is different from
performance appraisal form.
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f. Proper documentation of the training needs- a copy with HR and with the individual
departmental head.
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ii. Training needs are based on various performance parameters like current performance
a. Identification of clear difference in individuals training needs, and the same is not
repeated.
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B. Pre-training Preparation for ensuring Appropriateness of the Training Program
i. A scientific mechanism should be in place to ensure that the training program is
Appropriate and suits the needs of the candidate/organization.
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c. Understanding of the organization and its needs by training institutions and collection
of data by them to make training relevant.
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c. Preparation of individual training calendars at the beginning of the year and the
copies are maintained with the individuals/functional heads and HR departments.
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iii. High involvement of the employees to ensure that the program is value adding
a. Awareness among employees about reasons of training.
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b. Treatment of employees like equal partners in taking final decision about the type of
training program to be attended.
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d. Advance intimation to employees regarding training program.
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B. Training Process
i. Training should be conducted well, planned well by the faculty, and delivered well
a. Training programs are well designed.
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b. Relevance of program.
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b. Use of feedback to improve the program by training institute.
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d. Availability of good learning facilities at the venue- library, latest journals and
magazines, CD’s etc.
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f. Nice quiet location of training center, where participants do not feel distracted.
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C. Post-training Activities and Requirements
i. Implementing individual plan for improvement
a. Preparation of post training action-plan by an employee, for strengthening and using
new skills in work.
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d. The policy is shared with all.
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c. All employees feel satisfied with the learning and training policy.
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c. Knowledge of various theories and methods of learning.
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ii. Line managers, specially sponsors, take training seriously and give it due attention
a. Encouragement of subordinates to attend training program by line managers.
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iii. Top management is serious about training and gives it due importance
a. Communication of its commitments for individual development by top management to
various forums.
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b. Taking periodic feedback from HR head about how training adds value to individuals
and overall organization by top management.
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e. Perceiving leadership style as being facilitative of learning.
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c. It is not waste, and yields some benefits in line with cost. Periodic evaluation of cost -
benefit is done.
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b. Development of organizational competencies.
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THE END