Follow-up on the program on through mentoring/coaching  

Learning and Development

Learning & Development along with leadership and goals forms the overall reference against which the performance management system should be desigend. An organization giving equal emphasis on all the three factors will accelerate its journey towards building long-term human capital


Follow-up on the program on through mentoring/coaching


Effective learning requires coaching on the job as well. This is because on-the-job learning is where the training is truly internalized. Hence, it is important for the trainer to train not only in classroom session but on the job as well.

We discussed elsewhere that 70% of the internalizing any learning will be on the job itself. Hence it is important to ensure that the class-room training, which is the seed for learning, is followed up in the job itself also. This implies that the trainer must coach the employee not only in the classroom but at the job as well. The training program must be extended to the job as well. This further requires that the trainer is or can be a practitioner himself/herself as well who knows all the nuances and details of the job involved. While technical and operational training may take smaller amount of time on the job to internalize; behavioral and soft-skills training may take longer to imbibe in oneself and a much higher level of involvement, hand-holding and coaching by the trainer. This drastically improves the on-the-job execution. In fact, a lot of learning & development takes place in this phase. HR & Training department plays a major role in this strategy which goes a long way in creating a culture of performance excellence.