KB 39 HR Outsourcing


KNOWLEDGE BEANS a human resource newsletter issue no 39 | oct 2011






Training and learning are the tools that can create a long-term competitive advantage for any business or organization. An organization that has training and development in its DNA constantly requires training content to be developed for numerous reasons. The decision to outsource is determined by a number of factors unique to an organization, its stakeholders, business environment as well as the product and service offerings. The service could be one or a combi- nation of many. Further, the training partners could be one or many to cater to the needs of each function or each business unit. It is best to select and constantly evolve to a model that fits your organization.




JasmineFramjee,isayoungMBAHRprofessionalwhostartedhercareer2yearsbackaccomplishingmilestones likeCertified Internal Auditor,Certified BPHR and more.Currently she is working with an IT company and holds the position of centre HR whilemanaging over 200 employees.

The question is: Does your organization need to “outsource”its training?Well, experts say, “With increase in budgetary outlays the importance of determining spending effectiveness increases. With an expert coming in, the costs are easily tracked and ROI can be objectively measured and ineffective service providers can be weeded out easily”.

Deeksha Jawa, Head – Project Management, Atyaasaa Consulting Private Limited, is a post graduate in Management HR and Green Belt in Six Sigma with a background in Psychology. She is also a DISC certified behavior analyst with a passion for behavioral sciences and combines her knowledge of psychometric testing with her management expertise to manage projects end to end and design & develop workshops in order to meet the changing needs of businesses. THE EDITOR’S COLUMN Deeksha Jawa

Atyaasaa Consulting Private Limited is a leading Human Resource Training & Consulting Organization partnering with some of the best brands in the country and overseas. Atyaasaa has been a catalyst & a contributor in their quest for people development and business excellence. The core differentiator of Atyaasaa process is continual innovation, unique customization and use of state of the art technology tools implemented through ethical and experienced operations and human resource facilitators having contribution as their core value.

Trainingisanintegralpartoftheadministrativeandmanagerialprocessofanyorganization.Youneed to keep your employees trained and up to date with the latest skills, business and functional technolo- gies. Extensive training calls for equally extensive supporting content, used to deliver the training. Today, you can outsource this core function of developing your corporate training and get quick, high-quality, and informative content. This issue of Knowledge Beans will help you understand the importance and the need for doing this.

Write to us For information : info@atyaasaa.com For contributing articles : atyaasaaeditor@atyaasaa.com For suggestions : feedback@atyaasaa.com

Khushnawaz Munshi - Associate Consultant Atyaasaa Consulting Private Limited, has completed her Masters in Business Administration and has majored in Human Resource Management. She is a keen observer of human behavior and loves to explore the dynamics of interpersonal relations. She is passionate about literary and oratory forums. NOTES FROM SUB-EDITOR Khushnawaz Munshi

Compress the learning process and save time, engage the participants in a learning process with clear contentandrightcontextaswellasperspective.That’swhataneffective instructionaldesign iscapable of. It is more than just putting an array of information in front of the learner. Discover more on what experts have to say about instructional designs, in the subsequent issue of Knowledge Beans. Share with us your views and opinions on the theme ‘Instructional Designs – The Upcoming Trend’! Send us a 300 word article, sharing your insights on the theme along with your photography in jpeg format and your brief profile.

KNOWLEDGE BEANS a human resource newsletter

issue no 39 | oct 2011

continued from previous page | OUTSOURCING CONTENT DEVELOPMENT FOR TRAINING PROGRAMS : Jasmine Framjee Many training departments are also fairly small and flat providing limited career growth. An expert is able to attract the best talent as he/she provides diversity of experiences, and ensures a more robust career growth than in an ‘in-house’ training function. Most organizations, especially in the growth phase tend to be very lean and grow only by adding more clients. It is far more advisable to rent out the services of an expert rather than create an ‘in house’ training team and incur idle costs while you wait for clients to roll in. Training and learning is what differentiates the quality of your knowledge worker, which in turn differentiates your service or product in an increasingly competitive market place. If done properly training and learning can enhance top line growth through higher productivity, lower costs by managing attrition. Realizing the benefits of a well-designed, targeted and measurable training function is now easier than ever. Training is critical in today’s growing economy and its impact on productivity, attrition, top line and bottom line is well known. However, with the possibility of outsourcing training, it need not be seen as function that isn’t strategic with immeasurable costs and objectives; but outsourcing content development enhances and leverages the value of learning.

LEVERAGE ON STRENGTHS BY OUTSOURCING YOUR CONTENT DEVELOPMENT Back in the mid 90’s, Volvo & GE, were the first companies to realize that although their training programs focused on the essential components of ‘technicals’, they lacked heavily, on what has acquired immense importance in worldwide trade – Intangible Components! Most of my peers would buy the conventional logic that content development for training programs should be driven from internal sources! However, sample these facts! a) 93% of the world’s Fortune 500 companies - Outsource their training programs & curriculum development to the 20 largest training firms round the world. b) Almost 67% of the biggest 100 companies - Reported 16 – 33% jump in overall brand image, revenue & sales, as well as employee retention on account of higher motivation levels! – “Tailor fit training content” being the primary reason. c) Training Industry – Especially content development is a $4.7 billion industry worldwide, employing more than 45,000 employees across 96 countries.



Kaushik Devi has done his B.E – Mechanical Engineering & has completedhisMBA–MarketingfromtheUniversityofPune.Hehasan overall experience of about 15 months & overlooks Industrial Marketing & Technical Sales for Compressor Technique division at Atlas Copco (India). Currently pursuing his Masters – International Business,hehasapenchantforanalyzingbusiness& industryglobally. He also takes great pleasure in understanding human dynamics across business & geographic boundaries.


The bare necessary technical and commercial info - most companies manage this well !


Self clarity, Image building, motivation and soft skills needed


Business Communications, Interaction and presentation skills

Companies lack in developing effective learning solutions themselves - in the bottom 2 aspects.

KNOWLEDGE BEANS a human resource newsletter

issue no 39 | oct 2011


We all agree that in a fiercely competitive industry, the strongest industries leverage all their strengths on 4 primary essentials – Selling, R & D, Product Development & Marketing. However, here lies the biggest challenge; they lack the intangibles – communication, etiquettes, relationship building & image enforcement. In today’s 21st century, companies cannot afford to compromise on flawed/ incompetent training literature, which can jeopardize the entire fortunes of a corporation. Outsourcing content development is beneficial to corporations in many ways. While companies can look to reduced costs, time & human resources engaged, training experts specialized in content development can bring in an all together new dimension in understanding customer requirements, developing effective solutions & bettering the “ what–can–be–done?” approach. I personally feel that “High Clarity & Simplified Approach” – are traits that companies should look out while outsourcing content development to third party agencies. With a radical shift being observed in the competence level expected by customers, can we afford to stay behind? As for competent training firms – the sky’s the limit, I say!


A wonderfully designed and organized training programwithout the right“quality content” is like offering a great packaging for a mediocre product. The content is what nourishes the soul of a participant and thus needs parmount focus. Prior to development of content, a precise need has to be established for which the training program is being conducted. This is normally not an issue in a training process. The design also is well developed, which creates the needed confidence in a trainingmanager. However, the content and delivery at times is not in line with the objectives that the workshop needs to accomplish. Following is the methodology of creating a great content: 1. Define the goals and objectives of a workshop very precisely. This is a uphill task. It needs an in-depth assessment of the situational gaps. Ideally, a good tool needs to be developed for ascertaining the goals and objectives. Goal is a specific aim while objectives are tactics that we use to achieve this goal. Toomany goals can create confusion in content development. If you wish to integrate the goals, see the linkages. Disconnected non-conjoint goals can wreck the content. 2. Objectives determine the development process of the content. List the objectives clearly and prioritize them in terms of intensity and frequency with which they need to be treated in a workshop. Incorrect objectives will give a confusing message to the consumer of the content. 3. Understand the constraints under which the content needs to be developed. The simple formula is first you tell “them” what you wish to tell them. Then you tell“them”. In the end, you tell themwhat you told“them”. Look at the constraints like cultural sensitivity, comprehension dynamics, depth of treatment and understand that the content needs to cater to primary senses like visual, feelings and hearing. In a training process observation and hearing creates a great impact. 4. The content can be a PowerPoint presentation, case studies, manuals, journals, etc. The constraints and risk of each, needs to be assessed which requires a professional content development approach. The said tools are a few alternatives that can be taken in various training processes. E-learning tools success purely lies in the creative ability of a content developer. 5. A validation process is crucial in content development process and thus the content can undergo numerous iterations. It is needless to mention that the content needs to be rich, flawless and beautifully presented. It is thus an art and a science. Experience plays a crucial role in development of content and is surely an area of expertise. Thus, it is not a surprise that organizations invest in in-house content developers and outsourced agencies for this most important and effective aspect of knowledge up-gradation and documentation.

Niket Karajagi is the Founder Director of Atyaasaa Consulting Private Limited, Pune which contributes to top corporate brands globally. He is an established international management consultant and an innovative human resource trainer with niche areas of expertise & contributions. Niket is an authority on creativity & innovation, emotional intelligence and statistical methodologies apart from his operations background in understanding of management processes.

KNOWLEDGE BEANS a human resource newsletter

issue no 39 | oct 2011

Ever wondered what the widely outsourced functions have in common – be it IT, payroll or legal function? Well! For one, these definitely are critical to the functioning of organizations. Secondly, these functions demand expertise and experience to ensure effectiveness. Thus, outsourcing gives you an expertise in a function that is not your core competence. With the current and anticipated future business dynamics, it expected that more functions would be added to the list of outsourced functions. One such rapidly emerging function is – content development. The training and development departments as well as learning centers of corporate organizations are fast realizing the need to focus on organizational diagnosis and talent development strategies. Thus, they prefer to involve themselves in the need assessment and program design, while letting the content development be dealt with by experienced, knowledge rich partners. Atyaasaa with over 12 years of experience in training, coaching, consulting is a proud owner of many terabytes of research, experience as well as insight based knowledge. This content includes theme-specific, elaborate manuals, precise handouts, live case studies, thought provoking caselets, stimulating workbooks, exiting activity sheets and engaging PPTs. Though, we have over 72 theme based standard content kits ready for organizational use, we believe that each organization is unique and hence customization is a must. The content development team at Atyaasaa follows a highly structured process to ensure that the content is precise, clear, authenticate and quality perfect. All the content has been tested in dry run workshops to ensure that only the best goes to the client. You can get your workshop/training content developed from us either on a one time charge basis or periodic royalty basis. The ready, research based content is sure to give your workshop an edge and be a distinguishing factor for effectiveness. RICH TRAINING CONTENT- A DISTINGUISHING FACTOR FOR EFFECTIVENESS THEWORKSHOPWAY NehaKamat NehaKamat-Consultant,AtyaasaaConsultingPvt.Ltd.,hasapostgraduate diploma and is a Goldmedalist in the field of Human Resources.She is also a DISC certified behavioral analyst. She uses her analytical skills to apply management knowledge in dynamic business context and facilitate people to bring out the best in themselves. She aspires to gain expertise and contribute in all facets of HR.


A psychometric profiling tool on seven highly researched professional competencies. It aids in exploring your latent strengths and weaknesses and maps your competencies around your personality type. This is a standardized tool validated across multiple geographies and cultures.

“Outsourcing: Focusing on your core competencies to ensure a comparative advantage.” BEAN STATEMENT

Find the link to this tool here: http://psychometricprofiling.atyaasaa.com/

This is not a paid service. Your feedback on the tool will be greatly appreciated and used to further improve this service.

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