Dear Sheeba,
The subject has been discussed in this forum over and over. Earlier I had given exhaustive reply on the similar query. Please check the following link to refer it:
https://www.citehr.com/523786-traini...ml#post2222367
About Pharma Companies : - Each industry has its own idiosyncracy and takes a lopsided view about the employee training. Your industry is no different. All that matters in your industry is to train the medical representatives and beyond than that nothing else.
Instead of focusing on individual needs, you may focus on organisation's needs. Therefore, concentrate on the following:
1. Reduction in Inventory in Days (or Inventory Carrying Cost) because of the training.
2. Reduction in credit cycle because of the training. Instead of this ratio, you may measure reduction in Cash to Cash Cycle (C to C) Ratio as well.
3. Reduction in Distribution Cost because of the training.
4. Reduction in sales cost because of the training
Training Needs Analysis: - Taking the above costs as the base, identify the skills needed amongst the employees and train them. On completion of the training, measure whether the cost was reduced or not. If not, then find out what went wrong and the corrective measures.
What I have proposed here is off the beaten track. Hardly any HR professional does this. However, if you do this, you will be able to measure the training effectiveness and establish your credibility.
For Mr RK Singh: - The approach that you have suggested is dated one. Because of this approach, it becomes difficult to measure the training effectiveness. If individual employees were to be that intelligent to understand their deficiencies (or shortcomings), then they would have overcome these by self-learning and no training is required. However, that does not happen. Because of the focus on individual instead of the organisation, today we have a situation where hardly any HR or Training Manager is in position to provide evidence on training effectiveness.
Thanks,
Dinesh Divekar