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Training Process Outsourcing |
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| Introduction |
| Toyota’s Just In Time philosophy has worked well with organizations albeit in a different context. The JIT philosophy is built on the principle that a consumer’s demand has to be met with minimum delay, which works well for a human supply chain, too.
Owing to it’s specialized nature of functioning (process & people orientation), training departments are being outsourced in a lot of industry segments like insurance, retail and BPO.Many large corporations have little idea of their total expenditures for employee training, even though most are spending well over $5,000 annually per employee (ASTD 2008 statistics).
The training process has many of the same characteristics of other business functions that have been successfully outsourced. Training programs will benefit from best practices and procedures, new systems and new technology, and also from the leverage that outsourcing brings inside an enterprise and from enterprise to enterprise. Outsourcing enables a client to reduce unit cost and head count, reduce its training investment, leverage existing assets, and ensure that the best talent is being used to deliver training. |
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| Turning Point Approach |
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| As part of the TPO business, Turning Point offers its services in the following areas: |
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| Trainer Outsourcing |
| Given the growing demand for employee development in organizations, even in times of economic slowdown, many organizations have chosen to outsource trainers to keep costs at a minimum and protect or insulate themselves from attrition. |
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Process of Trainer Outsourcing |
| Sourcing of trainers: |
| We, at Turning Point understand that hiring the right trainer profile is critical for the delivery of programs. Hence our evaluation process includes – |
- Source candidate profiles from consultants, portals or references
- Thorough background check of candidates
- Experience mapping
- Assessment for behavioural alignment
- Interviewing (with Turning Point & the client organization)
- Offer letter
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| Development of trainers: |
| All trainers selected by Turning Point and the client organization go through the following developmental initiatives – |
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| A. Train The Trainer – Level One |
| Intensive Level One Train The Trainer (TTT) for six days. The six days covers topics like introduction to training, understanding corporate training through adult learning principles, facilitation & platform skills, training methodologies and developing personal delivery styles. Participants will undergo this training at an offsite with lots of practice sessions, assignments and imbibe the concept of “learning with fun” |
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| B. Trainer The Trainer – Level Two |
| Trainers come back for a level two certification after they complete six months on the job and have done certain number of training programs. Level Two certification is spread over three days and includes subjects like instructional design, advanced training methodologies, use of technology in training delivery and understanding behaviours for self assessment & audience analysis. |
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| C. Certified Professional Behavioural Analyst (CPBA) – |
| Trainers also go through an intense 2 day workshop in understanding behaviours and their impact on workplace. The CPBA certification is based on successful completion of an online written evaluation. |
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| D. "UNNATI" Continuous Learning Process – |
| all Turning Point trainers are on a continuous learning mode. The Learning & Development team of Turning Point constantly researches for new areas of development and shares this with all the trainers as part of UNNATI. |
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