When have you learned the most from a planned company programme? What were the k

Question

1. When have you learned the most from a planned company programme? What were the key success factors of the programme?
2. What company-sponsored training did you feel was a 'waste of time'? What could the company and/or HR department have done differently to improve your experience?
3. To what extent have your company training experiences been followed-up and/or evaluated?
4. Have you ever tried to evaluate your own behavioural changes following a training programme? If so, with what results?

1. When have you learned the most from a planned company programme? What were the key success factors of the programme?
2. What company-sponsored training did you feel was a 'waste of time'? What could the company and/or HR department have done differently to improve your experience?
3. To what extent have your company training experiences been followed-up and/or evaluated?
4. Have you ever tried to evaluate your own behavioural changes following a training programme? If so, with what results?

Explanation / Answer

One of the few activities that I feel has brought a major change in my persona is the leadership development program. These leadership programs were aimed to improve the Managerial and Human skills required for exceptional performance in the organization. It was aimed to imbibe a sense of responsibility towards the organization target and empower the participants to work upon their skills to reach their potential. It was also able to outlay the incentives of being innovative in our approach and explain what we shall achieve on being an exceptional performer for the organization.

I consider the following things as the key success factors for these programs-

At my position, I believe the company sponsored programs for 'Effective Communication Skill' is not a worthy program to attend. This programs had been repeating the same content through different mediums and it has become such an ineffective proposition that you tend to lose focus from the program altogether.

I believe the HR department should only expose employees at the entry level of the organization and they can afford to exclude tenured and experienced professional from these trainings. Moreover, if they are required to adhere to some training mandates, they should look forward for a complete overhaul of the course content and can preferably change their tactics for the program. They have to become more innovative in their approach.

In my organization, every program is followed up with a evaluation procedure by means of survey forms, interviews, summarization, assignments, etc. In addition to this, at every end of a financial year, a more detailed survey is conducted to analyze the employees' perception towards the program.

At my personal level, I take conscious efforts to utilize my learning from these programs. I create notes during these programs and periodically refer back to them so as to evaluate my behavioral changes due to these programs. In addition to this, my enhanced performance and positive appraisal also acts as an indicator for the effectiveness of these training programs.

Please provide your reviews in comments. :-)

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