How to develop and train employees in the company?

By identifying the training needs of employees and identifying the weaknesses of each employee and on this basis the appropriate training courses for each employee will be chosen according to his needs and commensurate with the nature of his duties

its basically depnd upon the requirement of the line managers. what is their degree of expectation in terms of their department staffs performance accordingly HR persons can spot the areas where the needs futher training or development and consequently thay can plan the training program. if the management give green signal for the training plan, HR can right away organize the program and communicate to the respective line managers and employees. 

Depends upon the requirements of industry. HR makes proper plans for trainings and induction in this regard while working close to the operational management.

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Mainly, the organization's "Training strategy" has to cover both the employees' "training gap", as well as their designed "career path", prepared by the organization itself.

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First of all Training lead to development.

Now How to do so :

• Put your strategy of training ( As HR manager)
• Strategy must be comprehansive and for all  employees.
• Separate employees into two groups ( Old and New), Old stand for those who got the same training before, those people won't get the same information this time but you need to update the material. While New stands for those who didn't got similar training before, so you need to give them intensive material and focusing on what you aim to achieve during coming period, that will save mony, time, efforts, and resources.
• Your training must be related with general goal and minor goals ( Departments goal), because you need to measure your training utility. And in the same time you need to see the progress on your trainees by " how they apply waht they learned from you or from training).
• In the mainwhile you have to numerical your standards of measurment or evaluation in order to facilitate the methode of evaluation.
• At the end of that process you will find that your employees been developed and your work been raised.

 

         

we must define a training plan according to job career.

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We can train and develop employees in the company by showing them a good example of being a dedicated and hard-working.And give them responsibilities that makes them grow and develop their abilities and talent.

First, courser for the development and training of employees in the company, for example, for the sales department can be conducted training courses in how to work and develop sales skills as well as modern selling methods and is thought through the lectures and then actually applied on the ground by following the sales officials in how the work And end it with the client and solve problems. Which they encounter and overcome so as not to impede the process of sales with customers, as well as break the psychological barrier and fears by customers, as well as break the psychological barrier and fears by customers in front ofthe salesperson and the company in general

As well as the work of replacement and substitution in the areas between sales men and study the areas between sales men and study the results of the consequences of this and this shows theability and skill of each man of sales and what he will defy the positive aspects in the new areas and know the impact and way of performance of each individual in that area of his colleague

 

Basic principals of SHR;

Focus on hiring / recruitment strategy - in Best fit and Best process 

Ensure that you have the best process toward deliverables of the corporate objectives and make sure you hired the right person for it 

1- Prepare an assessment to be able to define the areas of improvments.

2- Scan assessment and define main topics that suppoert work requirment in parallel to the staff development strategy.

3- Build and creat a development plan and fill it with staff to be reviewed and evaluated in a timply based.

4- Prepare a manin head lines for the training and tray to find out the learning outcomes for each topic.

5- Prepare pre and post assessment for the training content and its learning outcomes.

6- set clear agenda for staff to deliver the training

7- Follow the training life sycle startigy and empwer staff more in soft skills, technical skills and more capacity building activities.