The real purpose of training!!!!!!!!!

These days many companies are conducting training sessions for different level employees. These programmes range from honing IT skills to inculcating leadership/teamwork techniques. Hence outsourcing training modules is the new mantra.

However what is the real need of these training programmes???????

Is it just climbing the bandwagon to copy your competitors or something else??????

Training is a tool to enrich intellectual capital. It should be designed in such a way so that it matches the strategic goals and objectives of an organization and at the same time hones employee skills.

After carrying out organization, person and task analysis a suitable training programme should be designed. A suitable mode of transfer should be selected which could accomplish the training objectives. Feedback should be taken and ROI should be calculated.(As any investment without a suitable return is considered a waste)

Hence TRAINING should not be a liability; rather it should be a characteristic of a 'LEARNING ORGANIZATION' which gives it a competitive edge in the long run.

New Version of HR…………..

When I talk about HR people, neatly dressed ladies/gentlemen with a lot of diplomacy comes into my mind. HR people are the most cursed people on this planet.
Placements are in full swing all around the B schools. I have witnessed inflow and outflow of many companies in the placement season of my college. A team of HR person (mostly the Head HR) and the concerned department (like Operations, S &D) visit campuses. They show glossy pictures during the introductory presentation and at the end of the day outcome is strikingly different. Even after undergoing grilling GD and interview sessions candidates are left empty handed at the end of the day. It is a plea to all the people in the recruitment industry that instead of ‘HARASSING RESOURCES’ kindly ‘HELP & HONE RESOURCES’. These candidates are the future of our corporate world. By this I do not mean that the recruiters should compromise on the quality parameter but, the recruiters can give a feedback to the candidates which may help them in subsequent processes. In the near future we should work for developing a more comprehensive and a holistic selection process which would encourage all the candidates to show their real competency levels.

Commonwealth: Boon or a Bane???

2008-2009 was a gloomy year, placement wise at least. The world was fighting against the evils of recession and so were all the B schools. However Commonwealth Games bought a ray of hope for some freshers due to its massive recruitment spree. This is the third time a developing country is hosting this event and second time for any Asian country. There is hiring all around the corner, from police constables, technicians, physicians to part time volunteers. Around 4,500 constables will join by March 15.Another 6,500 posts for constables and 550 (vacancies) for the sub inspector posts would be announced. Speaking about our circle ...the so called educated and elite New India...CWG has posed a new opportunity and I believe at least five to six people form my immediate circle are working enthusiastically in the same .As quoted by one" the pay is good, the work is interesting, u make contacts and it obviously adds "value" to the c.v. At those frequent times of desperation when the job offered from campus seems like a poor second option....i have personally heard students talking of following the unbeaten path and chucking other "deglamourized" opportunities.

However what is the future of these employees after the game???
Would they be absorbed by various government departments? I heard that CWG organizing committee would hold a job fair for its employees. But what would be the success rate? More importantly what would be the quality of jobs offered? Where would the magical number of vacancies suddenly crop up from? Considering all that is being said about the CWG project these are issues that need to be addressed.
The situation sounds all the more depressing because of restrictive hiring done by companies this season due to various cost cutting measures. I hope authorities are reading this and would take a suitable step in the near future.

Changing Recruitment IIssshhtyle.............

The first thing which comes to our mind when we think about recruitment is ‘facing an interviewer’. But because of the dot com boom the process of recruitment no longer has geographical limitations. A person sitting in Delhi can recruit a person form Mumbai to work in Bangalore Office.
Social Networking sites have added more fuel to the fire. Orkut, Facebook, Myspace, Flixster have been the topics of discussion for one and all. Apart from reuniting with friends, posting pictures these sites have become a vital source of information in the recruitment circles. Companies are using these networking sites to know more about the personal lives of the applicants. The activity of the applicants helps in determining the personality of an individual. It also throws some light on various social connections and other acquaintances.
LinkedIn is the new entrant in the cluttered arena. It has given a new dimension to the concept of social networking by focusing on Business and Professional Networking. It is being used as a new recruitment tool by many companies. SAP is using LinkedIn to help its integrators recruit SAP consultants. This is the first collaboration announcement following a strategic relationship announced in October 2008, when SAP Ventures, a division of SAP, invested in LinkedIn Corporation.
I keep on wondering what would be the next big revolution in the world of recruitment. Give an idea Sirjee???????? ;)

HIRING FOR TALENT, TRAINING FOR SKILLS

As someone who is a complete novice in the "talent procurement" industry i am amazed at its versatility and endless possibilities. It seemed to me as a plethora of intricate by lanes peppered by generous doses of pseudo-psychological calculated risks. I thought and thought about ways and means to deepen my understanding of this wonderful subject and here i am......trying to pen down my thoughts. Hoping that somewhere down the line of observing, learning, translating and writing my horizons would slowly but surely widen. Well let’s start at the very beginning. Archita Gupta....MBA Retail...idealistic, sincere, always stressed on academic excellence. Have studied life a science in graduation and my career path seems to show a series of zig-zag jumps. Very soon I would be working for the ‘Handshake Business’ i.e recruitment industry. My selection for this job clearly justifies the title ‘Hire for Talent, Train for Skills’. Being from retail background I am new to the intricacies of the recruitment world and currently being trained to develop suitable skills through my induction programme.

As the world is changing at a very rapid pace employees need proper training programmes to upgrade their skills from time to time. However the effectiveness depends on the inherent talent of the employees.

Just like a juvenile can learn skill of playing various musical instruments if he has talent, similarly an employee can be taught various skills and prove as an asset to an organization.

The organization needs are changing. Initially they required clerks but now they want associates. Hence in the current scenario recruiters are focusing on ‘hiring talent and training for skills’.