The most suitable candidates are selected in an organization. But, these candidates should be retained in the organization. So, to update the candidate according to the organizational requirement, the candidate should be continuously provided with the train. Today, large organizations are using several tools to train the candidate effectively. To train the candidate effectively in an organization, the HR manager should undertake some important steps. They should use some important learning and development assessment tools to train the candidates. The candidates should be trained properly so that they develop the skills that are required by the organization. The organizations usually expect more from the candidate’s day-by-day. So, the skills of the candidates should be contently updated.
Before conducting any training program, the candidates should consider the following points:
Table of Contents
Identifying the needs of the candidates
They should first identify the skill gaps of the candidates and hence conduct a training program to develop their skills in the required areas. They should find answers to the three questions namely why to train? Who to train? What training should be provided to them? They should focus upon the competencies that should be developed in a candidate within the specified period. Also, they should prepare a chart of the candidates who should develop these skills. They should identify the skill gaps. So, the HR manager should also fix a training program that is suitable to the candidates to improve their skills.
Measuring the Effectiveness of training
They should also analyze how the competencies can help the organization grow and they should measure the impact of the training on the organization. They should first identify the training needs and the candidates who require training. Then, they should measure the key competencies of the candidates after providing training. In this way, they should measure the degree of improvement in all the candidates after the training program was conducted.
Using tools such as Mettle 360 view
It is known as the feedback tool and a tool for collecting appraisals. Using this software, HR can collect structured feedback from the customers. This software can perform three main functions namely identifying training needs, performance appraisal, and succession planning. They can collect information about the candidate in a holistic way using this tool. They produce a wonderful intuitive report using dashboards. Hence, the HR can acquire clear information about the candidate. They provide comprehensive feedback and can generate group reports also. They can conduct a survey by building a questionnaire and comprises the exhaustive library. They also ask multiple-type questions. It comprises personalized dashboards, and auto-save response feature and mobile-friendly interface. They can understand behavior dynamics and improve the candidate step-by-step.
Using software to evaluate the behavior of the candidate
The organization not only judges the intelligence level of the candidate but also the behavior pattern of the candidate. The candidate should also prove his good behavior apart from his intelligence level. So, they use multiple tools to judge the behavior of the candidate. They perform the virtual assessment by using the scientifically validated tools to stimulate their AC/DCs. So, this software is used to remove the hassles of logistics also. They help in generating holistic reports of the employees. So, they conduct several on-field programs to reduce their costs. The software is also useful for creating psychometric tests of employees and evaluates their key competencies. They perform strategic group activities offline also. They access several factors of the candidates using the ACDC tools such as cognitive ability test, case study stimulator, personality profile, group discussion, inbox prioritization, one-to-one role play, etc. So, they can access the personality traits of the candidates and train them in a holistic way.
Agility of learning
The organization should also discover the learning agility of the candidate. They should be able to learn novel concepts independently and hence they should use appropriate software. They use this software to hire a steady workforce in an organization, build effective Land D programs, and identify the potentials of the candidates. So, they can test the learning skills of the candidates and their ability to adapt to the changing needs of the organization. They conduct LOI of the LD programs to identify the learning preferences of the employees. The candidates also possess some hidden skills and these skills should be tapped by using certain resources. They should discover the hidden potential of the candidate so that they can undertake challenging tasks for organizational growth. This report measures the learning ability of the individuals and overall understands their competencies. They also judge the type of learning that candidates possess such as speed learning, variety learning or deep learning. Most of the candidates possess only one or two types of learning capacities. It also tests the learning preferences of the candidates. The candidates can possess any of the learning style namely self-learning, learning from mentors and classroom training. So, they can conduct training for the students by considering these factors.
So, the learning and development assessment tools are essential to the organization for growth, but the HR managers should also focus on other aspects such as improving organizational culture, performing planning, etc. to improve employee performance.
How to develop the skills of the candidates by planning and conducting some programs?
Performing succession planning
The candidates should be taught to work smartly. So, the organization should first conduct succession planning so that they can anticipate the goals of the organization in the future. In this way, they can train the candidates to maintain their competency in the future. It is a software that is used for anticipating future needs and hence the goals of the company. So, this software is used to teach the candidate to work smartly.
Leadership development
Every candidate should possess leadership qualities to be promoted in an organization. They should be able to achieve goals and to evaluate the right areas. Every organization requires a good leader because they want to continuously achieve their business goal and achieve success. So, the candidate is provided with effective leadership training to achieve competency. So, they can improve the work culture of the candidates and improve their innovativeness. They should modify their behavior pattern of the candidate is essential to the organization. So, they can change the atmosphere of the organizations to improve the capacity of the candidate instead of using only tools.
Leave a Reply