INVEST IN POTENTIAL HIGH PERFORMERS



Yogesh Misra



“Training is for the job-at-hand, while development is for future needs, so training is more about the skill which are needed for a position.”



Training is generally imparted in three forms, namely, formal classroom training, on-the-job training, and reading of literature. Some people are faster learners than others. Therefore, an organization, while hiring should try to ensure that they hire fast learners, for which they should use testing tools which measure fluid intelligence. So while dealing with the fast learners, intensive training can work, but if the learners are average, then the training has to be broken down into smaller modules.

Another important factor is the style of learning, as different people prefer different styles of learning, and these could include classroom training, on-the-job training or abstract conceptualization. Once the specialized certification programs on products are over, the person needs to shadow a senior person in the organization for one year.



The aim of providing training for an organization should be to ensure cross-functional expertise so that employees are able to relate theory with concepts, and can confidently face clients. Training efficiency can be measured through assessment centre, wherein employees undertake simulations of typical scenarios that they may face with clients. They are also asked to frame proposals and presentations based on which competencies are identified. They also follow a 360-degree method which helps to assess gaps and shortcomings.



Training and Development is all the more important during a recession as it can help the company acquire an edge, but one needs to differentiate between essential training (which cannot be compromised on) and feel-good training (that which involves frills). It is important to ensure that companies identify the right kind of people and then invest in them. It is just like the Pareto principle, wherein we know that 20 per cent of the people will give 80 per cent of the returns. Hence, companies need to impart the right kind of training to those 20 per cent in order to maximize returns. At a time when cost cutting is prevalent, one needs to ensure that money is invested on the right kind of people.



As it is said that one size does not fit all and the best possible trainer should be looked in for as per the specific needs of the organization. A resource database should be maintained, which contains a pool of consultants, details of previous projects and case studies which can be used by others. As there are limitations attached to e-learning programs because different people have different learning styles. E-learning is suitable for people who are comfortable with reading and have a drive to learn. Most people find e-learning boring and prefer on-the-job training. You can create an online library, which should be an addition to normal training and learning, but it cannot be a substitute.

If a company cuts on training budgets during such times, it will reduce its muscle and when the economy revives, the organization will not be in the position to execute orders. Moreover, organizations will then waste six to twelve months just building those muscles. In good times, even efforts get rewarded, but in a downturn, only results get rewarded. Hence, companies need to identify potential high-performers and continue to invest in them.