Capability Building Through Training

When a project is executed every single person in the project organization has a role to play to ensure that it is successful. Every single person should have the right capacity and capability so that he can deliver upto that level and the resultant output is as per the desired levels.

If we agree to the hypothesis that "Nobody wants to do a bad work" then it is either the lack of skills or the casual attitude towards his work which in turn can lead to a defective/undesirable outcome. At an organization level the different ways to address the casual attitude towards work is to understand the right reasons for the same, provide the timely, constructive feedback to an individual and then support him so that he can give up his casual attitude.

There are times and instances when even after all the support the person is not able to bring the change in himself, it is then it is important to part ways as then it is creating a Loose-Loose situation. 

On the contrary if we witness that a person lacks the required skills but has the willing ness to learn, it then becomes the responsibility of the organization to help that individual to build his capability and bring him upto the level where he can start performing as per the expected levels or better.
Capability Building then becomes a very important Strategic part of the Organization's learning and development initiative. Capability building is an exercise which involves carving a strategic, progressive, engaging, continually measuring and improving growth plan for an individual or a group of individuals. This also needs the commitment of the Top Management as it requires the investment of organization's money and time & effort of both the organization and resource, more so this investment is over a period of time and not just one time and hence demands lot of patience from the either side- the organization and the resource.

The Capability building exercise starts with the Baselining Activity, which is measuring the current capability levels of the resources on the agreed skill set. Once this is done the next step is to Identify the Gaps at an individual level and then create a content  and curriculum which addresses this Gap. The next step then is to deliver this curriculum to the participant and measure his learnings at frequent intervals, and the learning continues till the time the person gains perfection on the said topic.

This entire process of building the capability of an individual takes anything between 6 months to a Year. 

To break the monotonicity of learning, the various interventions are planned through a combo of classroom session, On The Job Learning, Web sessions, E-Learning, One-O-One mentoring/coaching session and even to the extent of shadow learning.

It has been seen at various instances that this slow and steady approach of providing learning inputs in small packets at regular intervals has not only led to low attrition but also has resulted in better more evolved and responsible teams and excellent sustained results.