At a recent gathering of training managers, one of them was heard commenting about her hectic work life. She said, “Work’s hectic! What with having to keep track of multiple training programs across four locations, keeping them up to date, and juggling trainings for want of space. And then there are the assessments and collation of those results; and tying up goals and achievements! And then, when it’s all done, I start all over again with the next batch of trainees – it never ends!”
Then, as an afterthought, she added, “… it’s exhausting! I wonder if I do justice to any aspect of my job! My plate’s more than full and I desperately need help!”
The rest of the group agreed that there were several times when they had all felt that way.
Sounds familiar? How often do you, as a training manager or instructor, feel overworked and unable to devote sufficient time to training? Here’s an account of an organization whose instructors felt that way.
A premier training organization actively involved in training industrial security forces on disaster management, aviation security, and critical infrastructural security.
Conducted over a 53-week period; almost 3,000 periods of both indoor (classroom) and outdoor training that includes specialized training, upgrading of managerial skills and knowledge, and induction of sophisticated gadgetry. Cadets pass out with the highest mental and physical fitness.
The Day-to-day Responsibilities:
- Planning and updating training calendars and material
- Enrolling participants, assigning faculty, and allocating facilities
- Recording attendance; collecting feedback
- Creating and delivering indoor and outdoor training; creating assessments
- Evaluating assessments, training, and feedback; Creating individual report cards
- Consolidating reports on performance, attendance, and feedback
- 80% of time spent on manual administrative work and only 20% on training
- Phenomenal amount of paperwork across departments that had to be collected from all departments, and collated
- Difficulty in tracking and training learners
- Reports were late in coming in
- Notifications on course updates were put up on noticeboards and were often missed by both faculty and students
- Decentralize training for easier management
- Improve efficiencies
- Reduce costs
- Enhanced training approach using technology
1. A Learning management system that is:
- Able to accommodate growing requirements
- Simple and easy-to-use
- Has knowledge sharing features
- Able to automate all manual processes associated with training and reporting
2. Development/evaluation of final test and performance
3. Deploy pre-training, eLearning, and final assessments using the new technology
Open Source Learning Management System (LMS)
- Scalable and secure
- Customized to reflect organization’s branding and image
- Configured to include required features
- Simple and clean user interface
- Discussion forums, blog, and chat features
- Customized reports
- Creation of training calendar
- Automatic reminders
A simple solution for a complicated problem – that solved several training-related issues at one go; successfully returning the focus back to training.
- Instructors relieved of administrative duties
- More time dedicated to creating and conducting training and assessments
- Instant access to error-free reports
- Able to pull out any type of report required, across departments
- Drastic reduction in time, costs, and manpower linked to administration
The life of a training manager is not easy. It’s the technical aspects of training, the psychological aspects of adult learning, training a multigenerational workforce, satisfying the requirements of the organization and the needs of employees – both present and remote, that training managers should concern themselves with. It’s all in a day’s work for the training manager – so why not let the LMS do the rest?
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