Public Notice
Training and Development is a subsystem of an organization. It ensures that randomness is reduced and learning brings skill development and behavioral change. The principal objective of training and development division is to make sure the availability of skilled and willing workforce to an organization.
Quote by Queen Elizabeth II – “It’s all to do with the training: you can do a lot if you’re properly trained.”
It is a learning process that involves the acquisition of knowledge, sharpening of skills, concepts, rules, or changing of attitudes and behaviors to enhance the performance of employees. Learning simply means “Change in Behavior”. This is what we mean by training and that is what we aim at. Please check related link here:
Training Module by Salahkaar Consultants’ group company – Planmytrainings.com
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Few popular blog posts for your reading:
Blog 1:
How To Develop Individual Development Plan
A well thought out employee development plan gives your employees opportunities and clear direction to enhance their skills and advance their careers. And with a more expanded skill set, you have more tools to help your business move forward. This is a win for you and your employees.
But an employee development plan or program should not be discontinued. To help ensure that you have employee development plans, follow these steps.
1. Consider business goals
Before setting the objectives of an employee development plan, try to align your development needs with the business needs of your company. Consider your long-term and short-term business objectives. Do you need one of your salesmen to play the role of district manager? Does anyone learn to use and apply any new software in accounting?
Once you identify your objectives you can identify the necessary skills, knowledge and competencies that support those goals. For example, if your business is going through a growth spurt, you may need additional leaders. What skills do these leaders need? Do any of your current employees have the skills – or the ability and willingness to learn the skills – necessary to move into these roles? Developing internal candidates to bridge the gap between current employee skill sets and skill sets needed for the future will mean a lot to the company.
2. Assess your current position
It is necessary for employees to evaluate their current position in the organization and how they can improve their performance which will not only help in their career development but also benefit the organization. Identify what management expects of you? Organizations face problems because most employees do not know what they should do in the system? Ask yourself what will happen if you have to handle new clients in the future or your organization asks you to take on additional responsibilities? Are you really capable of surviving changes in the work Environment? Are you well equipped to face unexpected situations or adverse situations? Do not always think about the present but also for the future. Know what new skills you need to learn in order to be a skilled resource for the organization.
3. Identify Development Activities
Identify how you will achieve your career development goals. Identify what steps you need to take to upgrade your knowledge and enhance your skills?
4. Create a plan for before, during and after
When you have identified some specific learning opportunities, make a plan with specific and time-bound goals. When objectives are unclear, employees’ progress is more difficult to measure, overly broad or has no time frame.
Next, what to do to implement your employees’ plan? Is there any prep work that needs to be done? Is anyone else involved? Will the employee need to take time off work? Will anyone else need to cover for them during training? Before training or a new assignment begins, make sure your employees understand why they are being asked to learn this new skill, what you expect them to learn and how it benefits the company and their career. After training, help them apply their new skills in the workplace. You are spending a lot of time and probably spend money on helping your employees improve their skills. To get your greatest possible return on investment, your employees need to be able to put those new skills to work in your company.
Blog 2:
How To Train Employees
Well trained employees are essential for any business. When employees need all the training, skills and knowledge, your business will run more smoothly. Employees can do their work with greater competence. They can better serve your customers. And, hopefully, there will be fewer mistakes and accidents in your business.
1. Create A Plan
Before you can create an employee training program, you must first determine what you want employees to learn. Otherwise, you can waste everyone’s time with useless information and unstructured training.Start writing your employees everything you need to know. What knowledge and skills should they have to do their job successfully?….Structuring the training program then it starts with the simplest, basic information. Then, lead to more advanced training. Skills and knowledge should build on previous training.
It is also important to identify training gaps if employees lack skills in one area, so training can go to their head. For example, an employee may not understand how to use your point-of-sale software if they lack basic computer operation skills.
2. Provide hands-on training
In a 2013 skills survey of more than 1,000 office workers, 33 percent said they liked learning by feeling or experiencing what they are learning about. Hands-on training gives employees the opportunity to apply what they are learning before translating skills to their daily tasks.
Whenever possible, allow employees to try and experiment with their new skills in a controlled environment. This will help them to build confidence without losing the risk that inexperience will lead to harmful mistakes.
3. Allow employees to learn at their own pace
Everyone learns at their own pace, but most companies do not consider that fact when designing training programs. In 2014, 340 organizations from the Association for Talent Development found that only 16 percent of responding companies use online training methods that allow employees to set their own pace. Not being able to review training information for how they like, forces employees to run through complex topics. It denies employees to take a moment and process what they have learned, which is an important part of the learning process.
A 2015 study by Harvard Business School found that participants who were asked to stop and reflect on a task had just improved at higher rates than participants who practiced only one task Huh. So learning will be quicker and more reinforced for employees to think, and encourage what they are doing.
4. Cross Train Workers
You can teach your employees to do other tasks within your business. For example, you can train a cashier on how to stock retail items. Cross training can help employees perform their primary tasks better. They can acquire skills that they can apply to their tasks. And, they know better what to expect from co-workers in other positions. If you have a staff shortage, cross training can also benefit your business. For example, an employee calls in sick, but their tasks must also be completed that day. An employee who is trained in that position can fill in for a sick employee.
Blog 3:
How To Get Results From Training Activities
Success in the gym, as with most things in life, falls short of mastering the basics. With this in mind, here are 6 exercise tips, basics of weightlifting, best exercises to start, and the necessary training that no one should believe but everyone should follow.
1. Commit for the long-term
Most people exercise with short-term goals in mind. I like to look at health differently
- The goal is not to lose 40 pounds in the next 12 weeks. The goal is to regain your health for the rest of your life.
- The goal is not to press 300 pounds. The goal is to be the man who never misses a workout.
- The goal is not to sacrifice everything to get your fastest time in next month’s race. The goal is to be faster next year than you are today. And two years faster from now you will be next year.
Ignore short term results. If you are committed to the long-term process, the results will come anyway. Also, it is a big thing to stop acting like living a healthy life. You can go to the gym every week. That may be “normal” for you. No sacrifice. No compulsion. Normal.
2. Start light and train for volume before intensity.
Ask most people if they had a good workout and they say, “Oh yeah, it was very intense.” Or, “I’m going to be so inconsolable tomorrow.” Or, “I finished my workout by setting one up for failure.”
It’s great to push yourself, but the biggest mistake that most people make is not the foundation of strength. Everyone wants to jump with a weight that is “hard”. This is exactly the wrong way. In the beginning your workouts should be easy. (See: How to Start Working Out.)Training for failure is a good way to wear yourself down, not build yourself up. You should have rips at the end of your workout (and at the end of each set). Take point # 5 (below) to the heart and your workouts will get quite hard, fast enough. believe me. The phrase I like to keep in mind is “Train for volume before intensity.” In other words, I want to build the capacity to work before I start testing my limits. Just to be clear: Volume does not mean “doing a set of 20 reps”. (I rarely do more than 10 reps in a single set.) Instead, I like to think about volume over a period of weeks and months.
3. Work out regularly and continuously
Initially you should ask yourself a question: How much time and energy do you want to spend in your training? Your success will depend on the answer. Make a realistic plan for the scope of your program. There are always interruptions, but try to avoid them with careful planning. If you are a beginner, you will see results relatively quickly. Your long-term commitment determines whether these results will be final. The more advanced you are, the harder it can be to see a tangible improvement in your performance. Do not be disappointed.
4. Use the right technique
Fast, rigid, and persistent – these are words that are often used to describe what people imagine to be the right workout. But if you have a bad form while exercising, you can injure a muscle instead of strengthening it. Problems resulting from improper training are only seen later. By then, you may have already learned to do a lot of exercise incorrectly. To get the results you want, you have to practice correctly.
Blog 4:
Time Management For Business
Good time management is critical for small business owners to succeed. Do more work in less time using these 5 time-saving strategies. If you are an employer or small business owner, time management is critical to building your business and achieving your goals. These time-saving tips will help you work without stress in your available time or work in 80-hour weeks.
1. Planning Your Work
Planning your work is the most important strategy for effective time management. While planning and scheduling is an ongoing activity, the best time to plan the day’s activities is at the end of the preceding day. That way, you can get a running start on the necessary tasks each morning before being interrupted or losing focus. If you don’t start each day with a plan, your time will be spent setting fire and doing tasks that your employees, freelancers, family, or friends can handle instead of you. If you want to do more work, follow these planning tips:
- Prioritize tasks in order of importance and urgency.
- Place a checkmark near those tasks that only you can do.
- Take a program, and see it often.
- Keep a phone, tablet, diary or daily planner to record an appointment, deadline and idea.
- Set a designated time for handling interruptions, employee conferences and other matters and urge people to wait until that time except in urgent cases.
2. Prioritize wisely.
- As you organize your to-do list, prioritizing is key to successful time management at work. Start by finishing tasks you shouldn’t do in the first place. Then identify the three or four most important tasks and do them in the first manner – that way, you make sure that you complete the required work. Evaluate your to-do list and make sure that you have organized it based on its urgency rather than the importance of a task. Important responsibilities support the achievement of your goals, while immediate responsibilities require immediate attention and are linked to the achievement of someone else’s goals. When we really should focus on activities that support our business goals, then we must let them dominate immediately. To avoid this disadvantage, use one of the time management tips for the work found in Stephen Covey’s book First Things First. He provides the following time management matrix, known as the Eisenhower Matrix, as an organizational tool for prioritizing tasks based on these ideas of importance and urgency.
- Important and urgent: These tasks have significant deadlines with high urgency – complete them immediately.
- Important but not urgent: These items are important, but do not require immediate action and should include a long-term development strategist. Try to spend most of your time in this quarter.
- Immediate but not important: These tasks are urgent but not important. Minimize, delegate or eliminate them as they do not contribute to your output. They are usually distracted which can result in poor planning of others.
3. Plan Your Activities
Plan your months, weeks and days based on the goals you set and the work that needs to be done. You may need to do book entries every day, so plan the time. Plan your feedback session with employees in advance. Whatever you need to do, plan the time for it. The most effective way to plan your monthly activities is to plan time for your plan. Use this planning time to check your monthly performance indicators, examine employees due to a feedback session, and look for business opportunities that you can see.
If you have set monthly goals for your business, then work backward from the date you want to meet. Plan some checkpoints for tasks that need to be completed. Prioritize outposts by subtasks that need to be completed – for example, if task A requires task B, plan the activities required for task B by the end of the first week so that task A Finally, the second week can be finished. Do this for all your weekly, monthly and semi-annual goals.
4. Find your productive zone
Some people are most productive in the morning, when their mind is fresh and before everyone else is fully awake. Some people like to dig into important work in the middle of the day when their speed is full-throttle, and still, others are night owls who leave the most important work for the end of the day when ideas and concepts Is the time to dispose of. You can cut down on the time you have to complete your work to identify the time when you do the best job, be the most productive, and plan your most important work for that time. If you are able to reduce distraction and interruptions during this focused work time, you can increase your productivity further.
Blog 5:
How To Do Goal Setting
Strategic goals represent significant or critical achievements in your organizational strategy. They are objectives to be achieved in the next three to five years, linked to your measures and initiatives. Here are a few examples:
1. Increase share of market:-This customer strategy focuses on selling more customers, thus increasing market share. For example, a landscape company wants to reach more homes; A hospital wants to serve a large portion of the local population.
2. Be clear on the goals you want to prioritize:- The biggest challenge in any business is that everything must be done at the same time. You have to find new customers, keep your existing customers happy, manage your finances, streamline your processes, and motivate your employees – all at the same time.
3. Review these goals with your team:-Every successful business owner knows that the people who work for you are your most valuable asset. When you are defining your business goals, it never happens.
Your team is working on your products or talking to customers every day. They are the kind of people who can tell you what is working and what is not, what is your business, and you should focus your efforts and set your business goals ahead.
4. Ensure your objectives are measurable:-The business objectives you established in the previous step should be measurable. For example, if one of your objectives is to reach a short term goal, post more on social media, not “post more on social media” as a strategy. Instead, make the objective as measurable as possible. Using the example above, you can “post up to three times a week on Instagram and twice a week on Facebook for eight weeks.”
5. Conversely, employees should keep in their mind their limitations:-Goals that are daunting and stretching, but warn employees of the dangers of setting goals that are completely unrealistic and given the time and resources available to them. If you have an employee who has problems with perfectionism, This is definitely one to be Careful of. Over time, your employees will get a measure of their range and their rate of progress, But in the meantime, managers have to take steps to ensure employees are not overtaking themselves.
Blog 6:
How To Develop Leaders Under You
Hiring leaders outside your business can be costly, time-consuming, and risky.
This is why the ability to develop domestic talent gives your business a competitive advantage in the long run, especially given Canada’s shortage of skilled workers. But employees are often promoted because of their job skills, not their readiness to lead. The top engineer in your company can make a destructive manager.
In addition to management skills, true leaders are determined, courageous, and able to inspire others.
1. Learn to recognize potential
Identify emerging leaders, who can play and fill key roles when necessary. Get people out of their comfort zone. Difficult or unusual situations are excellent for testing whether there is any lead content.
Look beyond job-related skills for behavior and attitudes. Learn about their interests, goals, and values.
2. Teach Them to Network
When I started one of my first management positions, my boss constantly took me to network events, even though I completely intimidated him. But through those events (in all their weird glory), I learned how to build relationships with strangers, start conversations with confidence, and get something I want or need – while mutually beneficial for my new connection. To give. And these are important skills for leaders at any level – so it is important to teach your employees how to network effectively as quickly as possible. You can start small, even within your own company: When company events occur (eg, potlucks, sponsored meals, or after-work events), encourage your leaders to train – And more importantly, interact with colleagues to branch out beyond what they already know.
Then, as they become more comfortable, you can engage them in the community- and industry-wide events – and eventually, even send them to your place to represent your company. When they advance into leadership roles, they already have valuable contacts, as well as the skills necessary for people to Succeed.
3. Give Them the Right Experience
As you finish projects and assignments, give some thought to a unique duty you have as a manager. These are skills that your employees may not be familiar with – but if they aim to move forward within the organization should keep them. Then, find ways for your employees to start gaining experience in those areas. For example, every month, I make a presentation to the most recent group in my new department, detailing what my department does within the company. This is fairly straightforward work, but something that my employees do not usually do. To help them gain public speaking experience, I started inviting them to watch for the presentation — and eventually, one by one, asked them to present it at my place.
The same can be applied to other duties that your team may not have much experience with – such as running meetings and overseeing projects. Since these tasks typically involve engaging other employees, the leader must ensure that the team stays on task, meets the objectives, and works collaboratively – all that is required of manager skill.
4. Monitor. Measure. Reward.
Make leadership development a part of your business strategy. A leadership plan should cover all levels and indicate that the employee must be ready to move to a higher position. Formal training can help, but experience and job learning are not an option. Challenging tasks or job rotations develop new capabilities, deepen understanding of the organization and improve self-confidence.
