Training and development of Employees is just a formality in countries like pakistan. how to get desired results from such programs ?

Most of the training and development programs are conducted in classroom section for the freshers where people get bored inorder to make it more effective HR must provide training programs in the form of Management games and brainstroming where ever members participate interestingly and share new ideas. Its one of the best method of training along with entertainment

how to get desired results from such programs ?  

In my point of view , there are two ways to get results from such programs:

- First : sell the idea of  adding value through training to trainees (what they can personally benefit from training, how can they apply knew knowledge and skills in the workplace, how can they utilise the training experience to change things to the better ...etc)

- Second: to sell the idea of adding value through training to the management to change the concept of training as a formality into training as tool to increase productivity, a tool to increase the return on investment,, a tool to enhance job satisfaction and a better work place and space.     

Develop career oriented job opportunities with clear and understandable Job Descriptions and agreed KPIz with monthly follow ups and updates with the employees by the Line Managers and Department Head. 

This will develop employee sense of ownership to the JRs and with the organisation and the brand. Employee will love not only the job but also start loving the organisation.

 

Before starting & offering training program employee must be briefed about the prime purpose and importance of T&D and must be given the confidence & trust to learn and apply the learnings in their job roles. HR trainer must guide the trainees to think out of the box and take the ownership of their JRs.

This usually indicates bad planning and auditing/evaluation/reporting.

It is not bad luck like losing a lottery game. It's bad Management.

I argue that the conditions under which businesses fail imply a corporate or group responsibility on the part of management to its employees. So when you can fix that, you can fix the problem.

• Change the mindset of decision-makers (business leaders, human resources directors, training directors, trainers and government officials),
• Demonstrate the particular importance of training for the development of employee skills and employee professionnalism,
• Demonstrate the role of training in technological innovation and creativity
• Encourage companies to conceive and experience training as an investment to help people and companies adapt to their new profession, new structures, new strategies,
• Provide a concrete methodological tool for designing training policies that meet the needs of the company and the employees
• Demonstrate the effect of training in business development, skills and change in individual behavior,
• Demonstrate the role of training in managing change in human resources.