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Training Process Outsourcing(TPO)

Talent Development or in simpler words Employees’ Skill and Attitude development is the process of changing an organization, its employees, its stakeholders, and groups of people within it, using planned and unplanned learning, in order to achieve and maintain a competitive advantage for the organization. Hence, in order to achieve the objective of the programme, we have designed a methodology to achieve the same.


  • Behavioral and Technical Training need analysis by using various instruments.
  • Discussion with management regarding various training needs and methods for development of employees.
  • Designing the required development programme calendar and also employee.
  • Engagement calendar for employee motivation.
  • Implementing training and engagement as per the planned calendar.
  • Conducting periodic training tests and evaluations to confirm effective implementation


Two Years

1. Training Need Analysis – Sample population will be assessed. Sample will be taken from various teams and levels. Time taken for the same shall be approximately 1.5 weeks time.
2. Management meeting on the needs and designing of employee development calendar – 2 weeks time approximately.
3. Implementation of training calendar and review of development programme (2 years time for effective implementation of the entire programme)
4. Activities Included in the development programme will be –
a. Classroom trainings
b. Engagement activities
c. Behavioural intervention development programme (mostly 4-5 days outstation programme)
d. Technical training by client’s own team members and outside consultants brought by Salahkaar Consultants

The program is targeted at all the levels of functionaries including Managers, Executives, and Officers from all functions-HR and non-HR. In the interest of the effectiveness of the program, the number of participants in each
group may not exceed 25. Advantages of initiating the service….
(1) Interactive, practical and theory sessions
(2) Ongoing learning for longer duration post workshop as we support by way of e -groups knowledge sharing
(3) Book reviews so that you have different perspective
(4) Our previous participant had very positive experience last time.
(5) Trainers are top rated in the industry and veteran in the subject.
(6) Content is well researched and world’s one of the best.

Following are the major advantages of going for Training Process outsourcing.

1) Interactive, practical and theory sessions.
(2) Ongoing learning for longer duration post workshop as we support by way of e -groups knowledge sharing .
(3) Book reviews so that you have different perspective.
(4) Our prevous participant had very positive experience last time.
(5) Trainers are top rated in the industry and veteran in the subject.
(6) Content is well researched and world’s one of the best…

We at Salahkaar Consultants bring the above mentioned advantage because of our huge experience in HR domain since 1983 and because our divisions are headed by industry’s Thought Leaders.

HR Outsourcing


Salahkaar’s Training Process Outsourcing wing can help you build a strong training department without you trying to learn how to do it. We have been doing these things since last more than three decades and we know how and what should be done so that you have a stronger training process that can bring sustained learning. Write to us to know more. Click here


More information by our associate, Sanya Tyagi:

There has been a huge movement in the field of learning and development in recent years. To stay up with the changing business environment, businesses have undergone significant digital transformations. The demand for high-quality staff training programs has increased dramatically. Almost every industry has seen changes in job roles and functions. To complete these duties, the current workforce will require new skill sets. As many companies implement more flexible workplace models, employee training programs have mainly switched to a digital-first strategy.

Many enterprise firms have turned to outsource to streamline the L&D process as a result of a growing demand for high-quality digital learning content. There are numerous training outsourcing solutions available, but training process outsourcing is quickly becoming the most popular.




When a company contracts an external provider to manage a whole set of L&D activities or processes, this is known as training process outsourcing. A managed learning services provider, for example, is a training organization that delivers end-to-end L&D (learning and development) services.

In the training sector, a managed learning company operates differently from other types of learning suppliers. Traditional training providers come in a variety of sizes and frequently specialize in a specific sector of the industry. These companies can provide a wider range of services than traditional training companies. They allow companies to engage with a single company to manage all of their training outsourcing needs. They can also assist organizations in filling L&D gaps and needs that may not be met by other providers.




Developing Strategies

Many businesses are focusing their efforts now on establishing new learning methodologies to reskill their present workforce. A managed training company with experience will have a systematic methodology for generating learning tactics that enhance training ROI. To design highly effective methods that support company goals, the most successful training outsourcing programs and firms use an outcomes-based approach.


Administrative Tasks

Services outside of the more often outsourced tasks, such as training delivery and training material development, are included in business process outsourcing. These activities are necessary for the efficient operation of training and development, but they are not part of the conventional core activities.

Administrative activities such as scheduling, budgeting, and content management are among them. They could also be in charge of running a learning management system. These activities can be outsourced to reduce the workload of your internal personnel.


Facilitating Instructor

Many businesses are actively attempting to close talent gaps. Instructors are in more demand for both face-to-face courses and virtual instructor-led sessions. A robust pipeline of learning talent will already exist with an outsourced provider. They can help you with new hire recruitment, onboarding, and training.

Management of vendors to build and administer their training programs, enterprise businesses frequently choose to outsource to several training industry providers. Working with a large number of vendors necessitates extensive research, contract administration, vendor integration, and issue resolution, among other things. Learning BPO can make these tasks go more smoothly.



In the previous year, blended eLearning programs have become increasingly popular. Following the advent of Covid19, organizations soon shifted their in-person training sessions to online modes. Learning analytics can be used to track and improve these specialized online learning solutions. This process can be sped up with the help of an outsourced supplier. They will already have a team of pros who understand how to successfully employ modern measurement technologies.




There are fewer challenges: In-house learning programs are infamous for having their own set of problems, which result in delays, time waste, and inefficiency. Outsourcing training allows you to take advantage of the provider’s resources and skills to provide material most efficiently and effectively possible. This allows employees to focus on what they do best, resulting in more productive teams, more efficient learning, and increased value for important stakeholders.


Savings are reinvested: Outsourcing training saves time, and time is business money. The time formerly spent on costly in-house training programs can now be put to better use elsewhere in the company.




Flexible contracts:

By its very nature, outsourcing is flexible, allowing enterprises to cancel a contract or amend the terms without incurring debilitating penalties if they are unhappy with the service delivery or outcomes.





  • Classroom or Instructor-led training

Even if the course material is available online, having an outsourced facilitator provide training in a classroom has advantages. Learners in a classroom have the advantage of being able to ask questions and receive immediate responses. During and after the course, they can network with one another. Employees may access the information whenever they need it because it is available online. More than that, they are removed from their daily obligations and can concentrate on their studies.


  • Online or E-Learning

Employees can access training materials from any internet-connected device via web-based training. They can improve their skillset under the guidance of a worldwide expert by enrolling in a variety of broad-spectrum and specialized courses. Online Learning will help them save money on travel and venue fees because these courses are sent via mail, and they’re fantastic for getting people to start studying on their own.


  • Blended

When it comes to training, a mixed approach to learning is a respect to the fact that one size rarely fits all. Blended learning refers to the employment of more than one training approach to teach a specific subject. The University of Tennessee Department of Education recently conducted a blended learning pilot, and the overall results revealed a strong correlation between the blended learning pilot and improved exam scores.



Employee training equips employees with specialized knowledge and skills in order to help them perform better in their existing positions. While most businesses recognize the value of initial job training and onboarding new employees, many fail to invest in ongoing training and development, paying a hefty price in terms of lost talent, productivity, and revenues.

Employee training and development that is of high quality assists businesses to retain top talent while increasing earnings. Competition for elite talent is fiercer than ever in this tight labor market. It takes effort and money to find good staff. Retention and growth are strongly influenced by how you train, develop, and engage that talent. It’s not just about retention, though. Effective personnel development and training also leads to a healthier overall bottom line.




High Productivity

Employee training enables people to become more successful and efficient in their professions. It also boosts productivity by increasing staff engagement.


Higher employee retention

According to Harvard Business Review research, a lack of professional advancement options is a primary cause of work discontent and early retirement. Employees are more willing to invest back in the firm with improved loyalty, engagement, and productivity if they believe that organizations are investing in their futures rather than just their current work positions. Furthermore, people enjoy feeling important and capable. Employees who feel important to an organization and are well trained to accomplish their duties successfully have higher work satisfaction, which leads to lower absence and turnover rates.


Fewer chances of accidents

Employee training equips them with the knowledge and skills they need to avoid and respond to workplace errors and mishaps.


Lower Supervision

Employees that have been properly trained are fully aware of their expectations, roles, and obligations. As a result, they require less expensive management, allowing your company to focus its resources on more strategic initiatives.





 Ensuring Organizational Long-Term Success

Any organization’s success is heavily influenced by its leadership. As a result, preparing and keeping personnel to fill these positions is crucial. Employees that have more knowledge and skills are better prepared to take your company to the next level.

It’s obvious that good staff training and development is critical to a company’s success. These programs, on the other hand, do not happen by accident. They necessitate meticulous preparation and execution. The methods below will assist you in developing an employee training and development program that meets your specific business objectives and long-term objectives.


Creating an Effective Employee Training Program in 5 Easy Steps


  1. Determine your company’s objectives and goals

Examine your company’s long-term strategic objectives. Then, using these goals as a guide, create and develop employment training programs that have a measurable influence on goal achievement. The best method to ensure quality control, training, and results are to use a good learning management system (LMS).


  1. Measurable Learning Objectives and Goals

To measure training success, learning objectives should have both long- and short-term measurable outcomes. Then, as needed, upgrade methodologies on a regular basis. Using a learning management system with mapping, monitoring, reporting, testing, and certification capabilities is an excellent approach to ensure staff is continually meeting and exceeding targets and expectations.


  1. Identify skill gaps

Determine the impact of existing employee behavior on corporate objectives. Analyze the gaps between your present skill set and your ideal skill set to identify particular learning objectives. Your staff training strategy should ideally focus on three learning aim groupings.


Skills – Providing employees with the tools they need to do their tasks well.

Critical Thinking — Providing critical knowledge and thinking techniques to enable individuals to flourish in ways that transcend beyond department and job function, allowing for greater cross-functionality.

Motivation– employees thrive at training efforts by identifying why training is important to them outside their job function.


These learning objective categories should be used in all aspects of your company’s training, including employee communication, employee engagement, employee ethics, HR learning, and employee relations training, as well as critical training for new managers and supervisors.



  1. Employee Training Methodologies in Layers

By combining learning experiences and training methodologies to target important business, customer, and employee needs, multilayered training activities can help you achieve long-term performance improvement. To maximize the learning experience, the most effective training programs include various learning elements.

You might also want to think about cross-training your personnel. Not only does this promote cross-functionality between departments, but it also ensures that operations are never reliant on a single person. Employees become more invested in the operational broad picture, which promotes engagement, productivity, and morale.


  1. Post-Training Recommendations

You are doing yourself and your employees a great disservice if your employee training program is merely used as a means to an end during new recruit orientation. Your employees will not only forget what they learned during new employee orientation, but they will also miss out on the potential to get extra insight and genuinely grow from the information. This is where microlearning and online employee training come into play. Make sure new hire training goes beyond orientation by allowing employees to access it on their own devices whenever and wherever they need it.


Do you wish to hire us for your employees’ training, please fill in your details or call us today. Click here



  • ABC Bearing Ltd.
  • AC Nielson ORG-MARG
  • Action India
  • Alembic Chemicals Ltd.
  • Apollo Hospitals
  • Arthur Anderson Consulting
  • ABB
  • Astrazenica Ltd.
  • B. T. A. Cellular Ltd.
  • B. E. S. & T Ltd.
  • Bank of Baroda Staff College
  • Baroda Management
  • Batliboi Ltd.
  • Bax Global India Ltd.
  • Berger Paints (I) Ltd.
  • Bharat Heavy Electricals Ltd (BHEL)
  • Bharat Petroleum Corporation Ltd.
  • Birla Copper Ltd.
  • Blue Star Ltd.
  • BSES Management Institute
  • Cerebus Consultants
  • CR Seals India Pvt. Ltd.
  • Daimler Chrysler India Pvt. Ltd.
  • E. I. DuPont India Ltd.
  • Enercon India Ltd.
  • FAG Precision Bearings Ltd.
  • Fritolay India Ltd.
  • Globe Span India Ltd.
  • Godrej Industries Ltd.
  • Gujarat Alkali and Chemical Ltd (GACL)
  • Gujarat Communication and Electronic Ltd.
  • Gujarat Electricity Board (GEB)
  • Gujarat State Fertilizers Company (GSFC)
  • Hindustan Construction Company
  • Hindustan Zinc Ltd.
  • HPCL Vikas Refinery (HPCL)
  • Hikal Ltd.
  • IDBI Bank
  • Idea Cellular Ltd.
  • Indian Farmers Fertilizer Cooperative Ltd (IFFCO)
  • Indian Oil Corporation Ltd (IOCL)
  • Indian Oil Tanking Ltd (IOTL)
  • Indian Petrochemical Corporation Ltd (IPCL)
  • Indo- Burma Petroleum Ltd (IBP)
  • Indo-Gulf Corporation
  • Institute of Human Capital (IHC)
  • Intas Pharmaceuticals Ltd.
  • IT Preneurs, Jyoti Ltd.
  • JMDI Ltd.
  • Johnson and Johnson Ltd.
  • Kamala Dials Ltd.
  • Kanoria Chemicals and Industries Ltd.,
  • Keane India Ltd.
  • Kenstar WZ
  • Krishak Bharti Cooperative Ltd (KRIBHCO)
  • Kuoni Travel (I) Ltd.
  • Lakhanpal National Ltd.
  • Larson and Toubro Ltd.
  • Ma Foi Management Consultants Limited
  • MAJAN College
  • MICO India Ltd.
  • MIEL e-security Ltd.
  • NDDB Ltd.
  • Nilaka Consultants Ltd.
  • Oil and Natural Gas Commission Ltd. (ONGC)
  • OMAN
  • Reliance Industries Ltd. (The Biotech Division)
  • Reliance Petroleum Ltd.
  • Sarabhai Chemicals Ltd.
  • SIES College
  • SPANCO Telesystems and Solutions Ltd.
  • Spectronet Ltd.
  • SPG Solutions Pvt. Ltd.
  • Star Electronics Ltd.
  • Sulzer India Ltd.
  • Sun Pharmaceutical Industries Ltd.
  • Tata Atlas India Pvt. Ltd.
  • Tata Management Training Center (TMTC)
  • TVS & Sons Ltd.
  • Wartsila India Ltd.
  • Welspun India Ltd.
  • Yahama Motor India Pvt. Ltd.
  • Zydus Cadila Health Care Ltd.

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