Pre-requisites

For any organization planning on implementing such programs, following have to be in place to make the program successful

• • Skill Management Body / Committee to oversee the entire implementation and execution of the program, It should include

• • A sponsor from senior management accountable for the program.

• • A senior HR personnel handhold the entire administration, calendar, scheduling, and assessments.

• • Include the key team members as a part of this body/committee.

• • We can use an LMS for the automation of a considerable number of activities, but not having an LMS should not be a blocker to start.

• • Prepare a bench of trainers, within the teams, so there is no dependency on one person.

• • Have a train-the-trainer program so all the trainers deliver the training as per norms and expected standards.

• • Integrate training assessment scores and training coverage with quarterly performance discussions

• • Line managers should be accountable for the participation of team members.

• • There should be a feedback system for all trainers, content, and trainees and the feedback loop should be closed by incorporating the feedback on a continuous basis. Set benchmarks for individual trainers, candidates, administrators, line managers, and so on.

• • Systems should be designed so the work done on the job can be associated with the training covered to assess the effectiveness of training.

• • Positive reinforcements if possible should be introduced for all the parties to achieve better success.

Skill Progression Matrix

• • Decide the duration the program would be run for any individual for a given role

• • Break the duration in to, Quarter –> Month –> Week

• • Decides the Topics / Subjects, these should include any soft skills and functionals skill other than the core job skills.

• • Distribute the overall skillset into skill levels.

• • Map Skill Levels to be covered each week to come up with skill progression matrix

Training Content Preparation

• • Prepare training content, and material even if it is outsourced or from existing materials.

• • Roll out the training calendar

• • Ask line managers to nominate candidates as per the training calendar

• • Conduct the trainings/assessments and publish scores on intranets or LMS

• • Training can be delivered manually or through recorded videos, but assessments have to be practical.

• • Review the progress weekly and discuss the feedbacks received.

• • Share the feedback with resources not achieving the benchmarks.

For employee development to be effective, the work environment must prioritize continuous learning. Organizations should establish a culture of constant development and create programs that offer relevant training throughout an employee’s journey. This helps overcome current challenges and ensures a skilled talent pool to support organizational growth. These programs have a positive ripple effect, boosting confidence among senior team members and managers, increasing job satisfaction, addressing personal aspirations, improving engagement and retention, and ultimately driving better business results. The benefits of training and development cascade, leading to competent leaders, motivated employees, and increased profitability for the organization.

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