Training and Development at Rva

TRAINING AND DEVELOPMENT AT RVA: A NON-PROFIT ORGANIZATION Before the training and development need and plan are addressed it is empirical that we understand the nature of business and the external environment. RVA is a non-profit organization and very less or no money to spend on training programs. Secondly in this case the situation has been so because of economic downturn were people join NGO’s just to earn lively hood and not out of interest. NGO is a form of business which attracts people who have reached their self actualisation level (Maslow’s need hierarchy theory). Hence I would suggest that for the present business of RVA to stabilize it should streamline its recruitment process first and hire only those who are motivated enough to work for a noble cause and for the society. These form of employees take ownership and responsibility towards the society at large and any form of developmental or financial need are not the superior most for them. In this way the organization can attract and retain people for a long term. The present situation at RVA and developmental program/plan I would like to suggest the following plan to handle the present situation at RVA 1. The firm can take advantage of Government support of 2000 (GBP) p/a and utilize it effectively for training purpose. 2. It can also approach several training institute who are voluntarily willing to provide any kind of support on developmental programs with a very minimal charges suitable to various categories of employees at RVA. ( several firms do have options of such training tailor made for NGO’s) 3. Most importantly today with advent of technology and virtual training session people can learn at the convenience and comfort of their home or office. This e-training module is very much famous and perfect for those who cannot afford a high amount but are still interested in quality learning. At the same time these courses provide certification which are widely acceptable in the professional world with minimum cost (if in case people intend on getting certification done to improve future prospect). 4. It is seen that people are not willing to take on the technical of hard skills training which means they are more likely and interested in soft skill training or behavioural training, so it is good option if the set of employees can be rotated over the various jobs which will make them learn both the aspects of learning and make the job much more enriched and enjoyable (for learning hard skills), and can go fir virtual training on soft skills. 5. Further to stop attrition it can be mandated that initially for the first two years nobody would be eligible for additional training apart for that which are required for the job getting accomplished successfully

6. And once the employee has attended for a development program he must accept to work for the same organization for at least 6 months to 1 year time. In such a way the organization can rip the fruit of investment on its resources. Submitted By Dipak Thakur 17.09.2013