Maximize ROI Through Effective Training and Development

Supporting the advancement of factory-floor associates in Sri Lanka Mas Holdings, a global apparel manufacturer founded in 1987 operates in 17 countries in Asia, Europe and the USA. The company has implemented various training and development programs to upskill the employee's performance ensuring the company goals and objectives. The HRM at MAS Holdings focused on developing both technical and soft skills and encouraged employees to apply higher levels such as team leader and group leader. In 2021 more than 1000 employees got leadership training and grew their career life as well as personal life. The majority of the workforce at MAS Holdings consists of women. Many of them are young but lack of formal education. To support their growth, HRM introduced a training program named PACE (Personal Advancement and Career Enhancement) for enhancing communication, decision making and time management skills. In 2021 more than 900 candidates participated in the training and gained signifi...

In the modern industry HRM faces set of challenges while planning, designing and implementing the training program. HRM should overcome these challenges strategically   Identify the training needs 👉Challenge HRM should carry out accurate training needs analysis to design effective training and development programs. This will be a challenge due to Unclear organization goals Communications issues Unavailability of data Difficulty in measuring soft skills Bias in self-assessments 👉Best Practices To analyze the training needs effectively organization must establish well-defined goals. The training programs should align with those objectives. If reliable data is unavailable, it’s essential to implement data collection methods such as questionnaires, surveys, interviews, and performance evaluations to gather the required data. HRM should wisely select the appropriate data collection methods to align with the different levels and categories of employees to minimize communication...

Industry 4.0 is considered a fourth industrial revolution that encompasses the integration of technology in manufacturing and industrial processes. It involves the use of automation with robotics, Artificial Intelligence, Cloud computing, and Virtual reality integration while enhancing the productivity and the quality of the product. The advancement of technology helps both Training And Development and Return On Investments immensely. It makes the training more easy, accurate and cost-effective. Technology helps HRM in the below ways to organize T&D and ROI. Identify training needs with big data analysis To carry out effective Training Need Analysis HRM must assess the current status of the employee, organization, and trends of the current industry. HRM utilizes tools such as Excel, Power BI, Visier, Tableau to make accurate TNA. These tools have advanced capabilities such as data visualization,  which makes it easy to identify trends and patterns. E-learning With the evoluti...

In the modern industry, companies are investing significant resources like money and time on TND to ensure sustainable growth. Therefore, it is essential to post-evaluate the success rate of the training and development program. ROI helps to assess the financial impact of the training and development programs on the organization. Additionally, the outcome will help to determine the effectiveness of the upcoming training programs. The Kirkpatrick Model of Training Evaluation Kirpatrick’s Four level training evaluation model is a framework used to measure the effectiveness of the training programs. The model was developed by Dr. Donald Kirkpatrick in 1959. This model consists of four levels of evaluation. 01. Reaction – 👉 This section evaluates the learner’s responses and reactions to the training. Evolution can be done through post-training questionnaires or surveys. 02. Learning – 👉This stage evaluates whether the learners have acquired the expected knowledge and skills. When de...

HRM plays a crucial role in Training and development ensuring that employees consist with up to date knowledge and skills to meet organization goals and objectives. Training and knowledge sharing programs are the best aid for the skill and knowledge gaps. Below are the key areas in which HRM focuses on T&D.   👉Identifying Training Need (TNA) Before organizing training program it’s essential to assess the employee skill levels. An effective TNA will help to develop a successful training program by identifying the employees competencies, knowledge level and abilities. It also enables trainer or the organizer(HRM) to determine appropriate type of trainings and necessary resources. There are three critical level of TNAs. 👉Designing an effective training program Based on the findings of TNA, HRM designed the training program while addressing the following key areas. Define training objectives. HRM established training objectives to address the knowle...

The methods of T&D have evolved significantly over time. The history of training and development dates back to before the 18th century. Despite the word “Training” was rare, individuals acquired skills themselves through observation and practice. In the late 19th and early 20th centuries, vocational training was introduced, laying the foundation for modern training and development methodologies. This approach ensured that the learners could acquire the necessary technical skills to perform effectively in their job roles. Since T&D was not a widely recognized concept in the past, justifying the cost to financial decision-makers was challenging. There was a lack of clear understanding about the returns and benefits generated from the training (Return On Investment) which led to deny the budgets for T&D initiatives. However, with the emergence of Human capital theory organizations have begun to realize that investing on T&D is a strategic value addition rather than a co...