The Care-Link - a Pharmaceutical and Health Care Company Case

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- Not evaluated the outcomes of each persons’ training

since post training phase is not much considered The post training period has not been used effectively by the management related to training, and the outcomes of the training, in the individual basis has not been properly evaluated, and therefore the consequences have been arisen since the employees not take the training much beneficial for their job career advancement or improvement.

- Soft skill training was not properly planned and not directed the employees to gain what is exactly needed

Therefore, the employees were not able to express what they gained from the soft skill training and what was covered in the overall program at least. The major issue what has been caused this situation would be, the employees were not directed properly in relation to the soft skills and its application in their day to day jobs. And the employees have not seriously considered the value of the training to their progression in the job respectively.

- Trainees were not directed through the correct path to be closer with the organizational goals and objectives

The trainees have not undergone a proper identification of the overall organizational goals and objectives and to map them with their training, which could be used much more effectively to perform well in the job. And also they had not used the training sessions in order to improve their productivity, job satisfaction, the self efficacy as well as the professional development as, they have not achieved in identifying the best outcomes of training accordingly to the company’s goals and objectives.

- Absence of Training Need Analysis

Certain managers consider the training subjects based on their own perception. But mostly considered needs are different than the actual needs of their staff. (To a certain extent, this may be correct.) However, in absence of Training need analysis (Annexure 1) to identify the needs to best suit the requirement before its implementation has caused issues at Care link.

- Training Manager lacking of related professional knowledge

In an organization Training and Development plays major role. Training Manager is the key person to set the trainings in line with organizational corporate objectives. The given case itself says that Mr. Fernando had over 10 years’ experience in pharmaceuticals and it has not stated that he had any training experience or knowledge. Organizing Training is a long process which required lot of skills and knowledge. It is not just allocating an external or internal training programme to employees. Training manager needs to follow the training cycle according to the requirements of organizations, departmental and individual. If he success by doing it systematically, then as a team organization can experience the return on the investment.

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THE ROLE OF TRAINING MANAGER

When we look at the role of a training manager, his/ her role consists of different knowledge, skills and attitudes compared to ordinary managers. Simply put, it says Training manager should be equipped with extra items when he holds the title of Training Manager. Main Job purpose of Training manager is responsibility for planning, organizing, leading and supervising training department in order to maintain and improve employee’s job skills, and possibly prepare for jobs requiring greater skill. In the given case Mr. Ravi Fernando lacks certain skills, knowledge and competencies that a training manager should have. Therefore, current problematic situation has been aroused in the organization.

Following can be identified as the main reasons;

Lacks skills as a trainer

There are some special skills which every trainer should develop before commencing the training. Mainly he or she should have good presentation skills, skill to connect with the audience and focus. Trainer can not only be professionals in documentation. Development on both training materials and presenting to the audience, both are equally important. Audience should be able to learn and understand what the trainer expresses. Then only the learning completes. Mr. Fernando was the trainer for in house training programmes. He was doing product trainings and he has done it for an extensive time. When Mr. Perera checks employee’s product knowledge it was at very lower level. Since Mr. Fernando failed to evaluate completed training sessions he didn’t know real status of employees as well as what he lacks as a trainer.

Training and development didn’t have a systematic approach

Planning and development is an important part of every training manager's job. In order to identify and assess training needs within the firm, He may confer with managers and supervisors or conduct surveys. Also periodically evaluate training effectiveness. But when we consider this job responsibility with the training manager of care link, there is significant difference. Mr. Fernando has not discussed with other managers and he hasn’t done any survey to identify the actual requirement of the training before planning the training programmes. Understanding the needs of the organization are a key responsibility of a training manager in order to plan and develop trainings. Training Manager is not just simply there to send employees to general trainings without a purpose. Even if employees are required to send for an outsourced programme it has to be different from the other general programmes. Since they are sent behalf of the organization, programme should be relevant to organizational purpose. So it is training manager’s duty to consider and relate the subjects and even their contents, the significant features for corporate training programmes. Corporate training should emphasize on practicability and applicability. Employees need to grab things which relevant to their development.

Evaluation of training effectiveness

Evaluation of training programme or training process determines whether or not the training achieved the desired objective. Through that organizations can proactively monitor the effectiveness of employee education. Also evaluating training will help to show how effective it was at meeting the objective. Proper evaluation of training gives number of benefits to the organization; It helps employees to monitor

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