People do not need training today

People do not need training today


Date: 30/12/2016

Training has become the subject of the world of business there is always a new concept, new practice new model and new skills that come up every few months, and you can see professional coaches and trainers are travelling all around the world to market it and write books about it and conduct seminars and conferences for it, these training tactics have been practiced before time but the question is that enough for the people of this era?

Today world has changed into small village where knowledge and information broadcast all around the world all day to all people, with this power of knowledge that previously wasn’t available people today have access to huge amount of knowledge and information through small devices that can be carried all the time even children use these devices these days, although the idea is to spread the knowledge in the world but it has made it challenging for those who provide training to cope with the knowledge people can and have obtained by the technology of today, you can see in many training courses, conferences, seminars and even leadership programs people always ask the providers what  new you have to add, or comments by didn’t we know that already, or this is basic staff, so why people have become more challenging when it comes to training these days?

To answer this question we have to remember that people are self motivated to seek for knowledge and information to help them achieve what they need to achieve, and with today technology can reach to massive books, articles, training courses, conferences, researches and other sources of knowledge and information by just sitting at home and click one button on their devices and obtain what they need, therefore when it comes to knowledge and information people are not like before where they lack resources of knowledge and information, that is why training is not what they seek anymore, so what people seek then?

People are guided by subconscious all what they know, practice, believe and react to is the result of their subconscious, whatever knowledge, information, skills, behavior they need to learn and practice it has to embraced in their subconscious first, but what this has to do with training? The normal training is providing for today people what they know or could know but what they seek is how to make it work for us, another word mean how to embrace it in our subconscious, not all people realize the concept of conscious and subconscious process in person life but they know that they need to know how to make it work for them since their conscious is already filled by all these knowledge and information they receive every single seconds of their life today and block it from the subconscious to make it work for them.

Now the question is does training not needed in today world? The t is answer for that is no, people will always need training such as kids, youth and junior employees but what people today most looking for is consultant coaching training, they need expert people to shift their paradigm, reach their subconscious and embrace the positive for change and adopt the knowledge and information for better life, achieving their objectives, career growth, taking risks and facing challenges by using what they already know, incorporating consultant and coaching within training is a skill that need experience and massive knowledge of human physiology, that is why it become more challenging for old school trainers to satisfy today people need.

Training today should be about counseling and coaching people subconscious and conscious toward embracing the positive knowledge and information during training and provide them with tools and ability to drive the change and practice the knowledge by their own so it can grow with them in time to an experience and way of life.

Mohamed Alzayani

Certified CIPD & IHRME for human resources management 

Succession management and planning Why not working for Me

Succession management and planning Why not working for Me

Date:26/12/2016

In my search and working in developing human capital for ten years it come across of my attention the practices of Succession management and planning especially in Bahrain organizations in privet or public sector that made me share the outcome with business people.

It has become more and more important in business world since the business continues and success depends on who lead the organization and, resources and human capital. There are many practices, models, strategies and forms of succession management and planning performed by different kind of organization in different fields, some of these models and practices work perfectly and some are not?, the question is why some organization succeed and some do not is there one type of model for succession management and planning that can work for all?

The answer for this question is succession management and planning is a concept like any other human resources concepts that should reflect and align with the organizational culture, vision,  politics economic social technology environment legal (PESTEL) and strategy. Succession management is all about making sure the organization has the successors needed to make sure of successful business continuity, the model an organization can use for depends on the above mentioned and how to align it together in order to create a model that can work for the organization, there is no one size that fit all for sure.

In addition we need to understand the difference between succession management and succession planning in order to implement it properly. Succession management “Is the process of management resourcing strategy, workforce planning and analysis, skills analysis, the job filling process, and management development including graduate and high-flyer programs”. Succession planning “is Identification and development of potential successors for key positions in an organization, through a systematic evaluation process and training”. The difference between these two concepts should be aware for all decision makers and human resources implementing the program for the organization which will make it work for them, the reason is the concept is mostly understandable but the planning part is where the organization need to adopt, architect their model design and detailed the process and polices in order to make it work for the organization taking into account the these factors PESTEL, organizational culture and human capital that affect the implementation and the result of the program.

But still why some organization can succeed in succession management and planning and some cannot. For organization that wants to implement the succession management and planning there are three important questions they should ask before starting the designing the program these questions are:

1.     Why we need succession management and planning?

2.     What position we target for succession management and planning?

3.     How to identify potential successors for the program?

These three questions can help the organization to draw their road map for designing the program and make it work for them. Starting with a clear need, vision and results for the program will provide the perfect answer on how to design, how to make it work and how to evaluate the process and results for improvement.

But is that all what we need to design the succession management and planning, the answer is no, like any recipe there is always the secret ingredient that make it work and special, the secret ingredient for any HR program in the organization as well as succession management and planning is values, the values of the organization is what make it stick together and align with people working in the organization toward achieving the goal, it's the fuel that never end or stop even during the worse time and economic that organization face, values is what drive people with passion to matter what stand in there way, by incorporating values in the succession management and planning program from the design stage it will make all the difference in the implementation and outcomes  of the program since those who will be identified for the program will incorporate the values that the program aim with their values that serve the organization interest and workout for both in win/win situation no matter what the result was for the program.

Written by:

Mohamed Alzayani

Certified CIPD and IHRME Human Resources Management