Dear All,, Please help me out. Currently i am working as an HR Executive with an organization that are an electrical contractor and have various projects in Mumbai as well as all over India. I have to plan out for the Training Program. We are having Project managers, Electrical Engineers, Accountants, Design Engineers. If i have to start with i need to do Training needs Analysis. Like in which areas to give training. It can be done through Questionnaires. But after that what are the steps and how the practical applications to be applied for the program. Please advise me. It will be helpful.
From India, Mumbai
5From India, Mumbai
Dear Shraddha.
Sharad has given you sound advice in brief. For a longer explantion please go to How to Conduct a Simple Training Needs Assessment - That Works
Have a nice day
Simhan
Leaning and Teaching Fellow (Retd)
The University of Bolton, UK
Chief Advisor, Promentor-consulting
From United Kingdom
Sharad has given you sound advice in brief. For a longer explantion please go to How to Conduct a Simple Training Needs Assessment - That Works
Have a nice day
Simhan
Leaning and Teaching Fellow (Retd)
The University of Bolton, UK
Chief Advisor, Promentor-consulting
From United Kingdom
Dear Shraddha,
This subject of TNI or subject related to this comes up for discussion quite often. You can click the following link to read my previous reply:
https://www.citehr.com/377472-method...ml#post1741198
I had given one more reply at another forum i.e. Linkedin also. Click here to read my reply.
Thanks,
Dinesh V Divekar
Beware of false knowledge; it is more dangerous than ignorance.
From India, Bangalore
This subject of TNI or subject related to this comes up for discussion quite often. You can click the following link to read my previous reply:
https://www.citehr.com/377472-method...ml#post1741198
I had given one more reply at another forum i.e. Linkedin also. Click here to read my reply.
Thanks,
Dinesh V Divekar
Beware of false knowledge; it is more dangerous than ignorance.
From India, Bangalore
Dear All,
Thanx for your valuable suggestion and inputs. TNA can be through questionnaires or through simple Training needs assessment. Once the needs are evaluated, need to plan the training calender. The training Calender will include the topics of the areas through which the discussion with the HOD's or with management. Once shortlised then the cost and the evaluation.
Really thanx i would like to share the questionnaires on TNA worked on my internship project which will help me in building training program.
Regards,
Shraddha Jadhav
From India, Mumbai
Thanx for your valuable suggestion and inputs. TNA can be through questionnaires or through simple Training needs assessment. Once the needs are evaluated, need to plan the training calender. The training Calender will include the topics of the areas through which the discussion with the HOD's or with management. Once shortlised then the cost and the evaluation.
Really thanx i would like to share the questionnaires on TNA worked on my internship project which will help me in building training program.
Regards,
Shraddha Jadhav
From India, Mumbai
Dear Shraddha,
regarding how to conduct training for a company do the following.
1) identify the training needs
2) Do the TNA( Training Need Analysis)
3) List out the training modules from TNA
4)Then prepare skill metric.
5) Submit the training modules to the department HOD'S.
6) If the training is related to practical oriented means on the job training then the department HOD's should put an effort to it.off the job training means theory class in training classroom.
7)Hr / training dept. should prepare a training calender for different departments.
8) Training to commence according to the training calender.
9) Send mail to dept.HOD with the TRAINING CALENDER.
from S.Ghosh
From India, Hyderabad
regarding how to conduct training for a company do the following.
1) identify the training needs
2) Do the TNA( Training Need Analysis)
3) List out the training modules from TNA
4)Then prepare skill metric.
5) Submit the training modules to the department HOD'S.
6) If the training is related to practical oriented means on the job training then the department HOD's should put an effort to it.off the job training means theory class in training classroom.
7)Hr / training dept. should prepare a training calender for different departments.
8) Training to commence according to the training calender.
9) Send mail to dept.HOD with the TRAINING CALENDER.
from S.Ghosh
From India, Hyderabad
Dear Shraddha Jadhav
Initially you must define, what is that your organisation wish to get your employees trained for while co-relating/associating with ORGANISATION's BUSINESS OBJECTIVES, which is nothing but "MAKING YOUR ORGANISATION TO EXCEL & GENERATE MORE PROFITS"
1) SKILLS
2) KNOWLEDGE
3) ATTITUDE
You need to CATEGORIZE your TRAINING MODULES based on
1) TECHNICAL &
2) NON-TECHNICAL
or
1) GENERIC - COMMON SKILLS required in most of your EMPLOYEES
2) JOB/DESIGNATION/DOMAIN BASED - SPECIFIC SKILLS required to PERFORM/EXECUTE DOMAIN SPECIFIC JOB/ROLES.
Rather just focusing on TRAINING EMPLOYEES, kindly do FOCUS on IMPLEMENTATION PART - POST TRAINING because most of the TRAINERS may not be support LEARNING PROCESS because it is the JOB and RESPONSIBILITY of the RESPECTIVE EMPLOYEES leading various EMPLOYEES/TEAM, including the MANAGEMENT(DECISION MAKERS).
Kindly don't force any employee to undergo TRAINING but, make him REALIZE what is LACKING, what need to be DEVELOPED for BETTER PRODUCTIVITY relating it with COMPENSATION FACTORS.
Good Luck
With profound regards
From India, Chennai
Initially you must define, what is that your organisation wish to get your employees trained for while co-relating/associating with ORGANISATION's BUSINESS OBJECTIVES, which is nothing but "MAKING YOUR ORGANISATION TO EXCEL & GENERATE MORE PROFITS"
1) SKILLS
2) KNOWLEDGE
3) ATTITUDE
You need to CATEGORIZE your TRAINING MODULES based on
1) TECHNICAL &
2) NON-TECHNICAL
or
1) GENERIC - COMMON SKILLS required in most of your EMPLOYEES
2) JOB/DESIGNATION/DOMAIN BASED - SPECIFIC SKILLS required to PERFORM/EXECUTE DOMAIN SPECIFIC JOB/ROLES.
Rather just focusing on TRAINING EMPLOYEES, kindly do FOCUS on IMPLEMENTATION PART - POST TRAINING because most of the TRAINERS may not be support LEARNING PROCESS because it is the JOB and RESPONSIBILITY of the RESPECTIVE EMPLOYEES leading various EMPLOYEES/TEAM, including the MANAGEMENT(DECISION MAKERS).
Kindly don't force any employee to undergo TRAINING but, make him REALIZE what is LACKING, what need to be DEVELOPED for BETTER PRODUCTIVITY relating it with COMPENSATION FACTORS.
Good Luck
With profound regards
From India, Chennai
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