Dear All,I'm working as an HR in a Manufacturing concern. I want to establish a platform for training in this organization which is presently not there. As I have to start from scratch, can anyone give me ideas how to find out the training need for the Associates here. At present, we are having around 700 staff, for which the training analysis needed to be done. Can anyone please guide me for the same??
From India, Bangalore
From India, Bangalore
Dear Vinim,
The end result of the training should be increased productivity, decreased consumption of resources, decreased operational expenditure, improved organisation's image etc.
I will help you in raising the training department with proper department's KRAs. However, my services are paid one. Please talk to your management and confirm how can we proceed together.
If you with to know more about my training activities, you can click here to read my one of the posts.
Thanks,
Dinesh V Divekar
From India, Bangalore
7884The end result of the training should be increased productivity, decreased consumption of resources, decreased operational expenditure, improved organisation's image etc.
I will help you in raising the training department with proper department's KRAs. However, my services are paid one. Please talk to your management and confirm how can we proceed together.
If you with to know more about my training activities, you can click here to read my one of the posts.
Thanks,
Dinesh V Divekar
From India, Bangalore
Dear Vinim. Kindly reply what type of manufacturing you are working as HR. According to that I can guide you for a proper training.
From India, Madras
From India, Madras
Thank you all...
M working in a garment industry, I did go through a couple of methods to conduct TNA, and the questionnaire seems to be the most favourable one. But the problem lies in getting all the Associates to fill in as well as the accuracy of the survey.
Any suggestions??
From India, Bangalore
M working in a garment industry, I did go through a couple of methods to conduct TNA, and the questionnaire seems to be the most favourable one. But the problem lies in getting all the Associates to fill in as well as the accuracy of the survey.
Any suggestions??
From India, Bangalore
Hi Vinim,
The training needs can be identified from various sources. The main sources are
1. Performance Review documents - gaps identified by supervisors, skills required to meet the future demands
2. Training needs recommended by Supervisors
3. Organizational needs eg. change in the process
My suggestion is you better talk to your line managers / supervisors and understand the needs, based on the feedback received plan for programs accordingly.
As a first step this would be more helpful and easy to gather information rather collecting needs from every individual. The Line manager / Supervisor will have more information about his / her team members.
Thanks,
Anil
From India, Hyderabad
The training needs can be identified from various sources. The main sources are
1. Performance Review documents - gaps identified by supervisors, skills required to meet the future demands
2. Training needs recommended by Supervisors
3. Organizational needs eg. change in the process
My suggestion is you better talk to your line managers / supervisors and understand the needs, based on the feedback received plan for programs accordingly.
As a first step this would be more helpful and easy to gather information rather collecting needs from every individual. The Line manager / Supervisor will have more information about his / her team members.
Thanks,
Anil
From India, Hyderabad
Dear Vinim,
It’s true what Mr. Dinesh has quoted, that the end result of the training should be increased productivity, decreased consumption of resources, decreased operational expenditure, improved organisation's image etc.
As you are concerned with manufacturing and having around 700 staff members, you need to design a training skill matrix on the basis of department's KRAs ( Key Result Areas) and it may vary with department.
The skill matrix should incorporate the technical Skills, Management Skills along with the behavioral parameters and accordingly skill level Viz. Basic Knowledge Only, Can work under Supervision, Can work Independently, Can train others may be decided.
Once parameters and skills levels are determined accordingly training parameters can be evaluated on the skill level basis for each individual by department head and then you can decide the need based training skills for TRAINING PROGRAM PLANNING.
At initial stage it involves bull works. To avoid the same you can take help of competencies mapping software or it can be designed with the help of Spread Sheets.
All the best.
Best Regards,
Nemendra.
From India, Pune
It’s true what Mr. Dinesh has quoted, that the end result of the training should be increased productivity, decreased consumption of resources, decreased operational expenditure, improved organisation's image etc.
As you are concerned with manufacturing and having around 700 staff members, you need to design a training skill matrix on the basis of department's KRAs ( Key Result Areas) and it may vary with department.
The skill matrix should incorporate the technical Skills, Management Skills along with the behavioral parameters and accordingly skill level Viz. Basic Knowledge Only, Can work under Supervision, Can work Independently, Can train others may be decided.
Once parameters and skills levels are determined accordingly training parameters can be evaluated on the skill level basis for each individual by department head and then you can decide the need based training skills for TRAINING PROGRAM PLANNING.
At initial stage it involves bull works. To avoid the same you can take help of competencies mapping software or it can be designed with the help of Spread Sheets.
All the best.
Best Regards,
Nemendra.
From India, Pune
Hi Dear!
First of all you will have to see that what are the fields where your employees/organization's productivity is lacking. After analysing this short out the reasons. If lack of skill, knowledge is a reason and the training is going to benifit in a profitable manner choose such aspects for training, and yes take advice from experts of that field. Hope this will work for you.
From India, Mumbai
First of all you will have to see that what are the fields where your employees/organization's productivity is lacking. After analysing this short out the reasons. If lack of skill, knowledge is a reason and the training is going to benifit in a profitable manner choose such aspects for training, and yes take advice from experts of that field. Hope this will work for you.
From India, Mumbai
Hi Vinim,
Employee Competency Management is a process which needs to be aligned to your business Vision, Operational competency and Target Competency. At TUV Rheinland India Pvt Ltd-EBS we offer it as a service. You could please reach me @ 9047777447 to further discuss on the same.
Thanks and Regards,
Lakshmi
From India, Coimbatore
Employee Competency Management is a process which needs to be aligned to your business Vision, Operational competency and Target Competency. At TUV Rheinland India Pvt Ltd-EBS we offer it as a service. You could please reach me @ 9047777447 to further discuss on the same.
Thanks and Regards,
Lakshmi
From India, Coimbatore
Dear Mr. Vinim,
We at Training Threads provide custom designed technical training to garment industries in the areas of textiles, designing, production, merchandising, pattern making, etc. for all levels. You can visit our website trainingthreads.com and contact me at
or 9845144180 for further details.
Regards,
Veena S Venkatesh
From India, Bangalore
We at Training Threads provide custom designed technical training to garment industries in the areas of textiles, designing, production, merchandising, pattern making, etc. for all levels. You can visit our website trainingthreads.com and contact me at
Regards,
Veena S Venkatesh
From India, Bangalore
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