In Session: Creating Solid Partnerships

Community MeetUp on Navigating Training Needs Identifications and HR Collaborations

If you are a trainer, facilitator, or coach seeking for a fresh take on all things training, keep reading :)

We absolutely loved the power-packed fireside chat with Minakshi! ??

Her vast experience driving HR functions in SMEs, along with the endless questions from the community, resulted in a very interesting QnA about how trainers and facilitators effectively collaborate with the HR teams.

Q: What are the best possible ways to reach out to people working in HR??

Be in their networks. Create visibility where they are.

Given the nature of your business, referrals and visibility matter the most.?

Typically, HR professionals look for trainers within their personal and professional circles.

Q: How do you build visibility, if you're a trainer just entering the field?

1. Identifying your target audience and determining where they will be is crucial.?

For example, events organised by SHRM and ETHR are great if your target audience includes CHROs and HR Leadership. Always research whether your target audience is attending the event.

2. Your personal networks are your best bet. Spread the word. Don't hesitate to ask for recommendations within your network.

3. Embrace the opportunity to conduct demo sessions. Establish clear boundaries and do a few demos to showcase the value that you bring. These sessions could serve as a preview, offering a glimpse into the broader range of services you provide.

Do you conducting complimentary demo sessions is a good idea? Comment below!        

Q:? Who handles training needs analysis?

Larger organisations - the Learning and Development team derives training needs from comprehensive research, performance reviews and customer surveys. Clear objectives and expected outcomes are communicated to the trainers.

Smaller organisations - trainers are encouraged to probe and conduct an analysis of knowledge and skills gaps, and then identify and design programs.

Q: What's the selection process, and how can we distinguish ourselves from competitors?

We interview / do a small session with the candidates who apply. The right fit could be selected on the basis of a combination of the following factors:

• Years of experience
• Background and its relevance to the training
• Duration of training
• Proposal as a package: Pre, Post Assessments, Reports, Followup Sessions, etc.
• Culture fit: Ensuring alignment between the candidate's training philosophy and topic with our organisation's values and ideology

Has building a niche worked for you? Let us know in the comments.        

Q: Million dollar question, in a field as vast as talent development - how do we price trainings right?

1. Conduct Market Research: Investigate how trainers in your vicinity price their services. Analyze variations in pricing for startups versus MNCs. If your methodology influences the number of participants, consider pricing based on participants rather than time. Seek guidance from a mentor to determine suitable estimates.

2. Take the Budgeting Approach: Calculate your expenses and time invested in content creation and delivery. Allocate a profit margin to sustain future needs.

Community Pro Tip by Tapaswini: Budget for 4 things - Need Analysis, Content, Delivery and Assessment. Build in the costs, service-by-service, into your invoice.?

Q: If companies are uncertain about their training budgets, how should we handle negotiations?

1. Thorough market research becomes invaluable. Prepare your Excel sheets with approximate figures, whether based on hourly rates or per participant costs.
2. For SME organisations venturing into training for the first time, offering a first-time discount could be a compassionate approach to establishing a long-term partnership. This strategy not only demonstrates empathy but also fosters a strong and enduring relationship

Q: How do we measure the outcomes of the training?

Before the training:

1. Draw clear expectations and guidelines in the beginning, so that there is less chance of logistical error (such as incorrect room / number of participants ) impacting the outcome.?
2. Draw clear outcomes in the beginning as well, depending on the duration and objective of the training.?

Once these two are taken care of, participant's feedback is the biggest indicator of the success of the training modules.?

Fun Fact: People didn't realise how time flew by! So many questions and conversations AND WE <3 IT. 

We would love to hear your perspective as well :)
Drop us a comment below.