Hi, Beej, thanks for your sharing your thoughts. QA/QC and Project Management (PM) team with ID team frequently and may be a natural transition for an ID. I've been thinking about this and I guess my struggle is that as an ID, you can "design" the course, but with PM and QC, you do anything else but "design". It's almost like a good editor-in-chief may not be a good "writer. Well, it all comes down to what "Fanatic" says: goals and interests need to be determined up-front.

Fanatic, you brought up an excellent point: OVERHEAD. As an ID, I constantly see that "training" as a department in a corporation usually is considered an "expenditure" and hardly does "Return on Investment" is mesured. Can you give more examples of what you refer to as "overhead"?

Hi, All of group!
I m naila and i m student of MBA(HRM, I havt't professional experience as trainer.But i can share my knowlege about training.
Design program for your employee is most effective in the sense of Cost and Time.

Hi MapleIN

Training is expendeture and also Risky bcz Mostly employees after training leave the job and go 4 another better job. I think Manager should take sign on contract of Maximum 5 years. What do u think?

Naila, thanks for your reply. What you mentioned about "cost and time" is the key and often an issue too.
1). "Training" departement in a corporation is often considered "overhead", as ROI often doesn't demonstrate the return. When in a ecnomomic "crisis", the training department is the first few to "cut" to save costs. In this way, I believe as an instructional designer, "organizational development" is a good path to follow.

2). As you mentioned, the employees who receive the training often go for other "better" jobs. How to keep the best employees is HR's top prority. I don't know if signing a contract will work, but from my persoanal experience, it's not the "contract" that keep the employees, but the encouraging company culture and harmonious relationships with the team members.

Your thoughts?

As I read through this thread I am struck by the fact that people seem to think that they can easily swing from one area to the other simply by changing jobs - whatever strikes their fancy. For example, one can go from training or ID to organizational development or QC/QA or project management or who know what all else and vice versa. Credentials and "know-how" are not even mentioned as concerns.

It makes one think that anybody can do training, ID, QC, QA, OD, project management - any and all jobs that are anywhere remotely related to HR - and maybe anyone can do these jobs. I guess that's the bottom line.