Effective Training Delivery Mechanism-A Successful Case Study

Abstract

Training and development is recognized as critical support function of the organization. It has greater impact on assets which are diverse depending on the delivery mechanism. Identifying the most effective training solution to enhance the human resource and eventually organizational capability is only one aspect of delivery mechanism. The main and very critical aspect of delivery mechanism which has two way impacts on the organization is the adequate tools and techniques adopted to implement the learning solutions. Kuwait Oil Company has introduced a comprehensive integrated delivery mechanism ensuring the quality control at all stages; planning, implementation and evaluation. As a case study, this paper will present the mechanism of two learning solutions/ learning tools (Instructor led training course and on job training). A multidimensional assessment tool kit to determine the effectiveness of the Instructor led courses and on-job training has been established which is a systematic approach of delivery mechanism and that lead to Quality Assessment team to evaluate the effectiveness more accurately. Accordingly, key elements have been identified which indicate the training efficiency. The training efficiency is then checked with knowledge assessment (Gap Filled) with the aim to ensure accuracy. An equation for instructor led and on the job training has been evolved to determine the efficiency of the training delivery mechanism. The present paper is focusing on effective training delivery mechanism adopted by Kuwait Oil Company for learning solutions ensuring various aspects i.e. meeting the training objective, cost effectiveness and quality control. Defining competencies, ensuring the alignment with business needs, assessing the current competency level of employees and developing action plans accordingly are the main examples of a systematic approach of capability development at planning stage. Such an approach will help the company to meet its strategic target. To resolve the issue of capability development and the associated challenges, a long-term and genuine cultural change is required to create environments where knowledge sharing is expected and normalized. The solution needs to be driven from the top, with senior management making a visible commitment.