Dear Monica,
The best way would have been to prepare the format which focuses on their roles and responsibilities, their level of work pressure, training required etc - nothing but a format similar to the appraisal form. once that employee fills that document, need to analyse their performance through individual meeting with the employee and then with their supervisors. At this point of time, you have a clear picture of their KRA's and the training requirements. here the time to analyse, through - Expected Job profile / Current Job profile / Deviation / Action Points - If the employee is not up to the expected profile, then the same as to be analysed with the current profile to check out their deviation. once you identify the deviation, action points to be charted out to bring him back to the expected profile.
then you can start planning out for the Training calendar - Annually / Quarterly, based on the inputs of the employees in the format and ensure that the same has been approved by the supervisor.
Parallely the analysis has to be done to prepare the skill set database, with the help of the supervisors.
The term motivation is a wider term, it cannot be done in a vague, without knowing their working conditions, interest, etc . once you complete the above analysis, you would be having a brief idea, where the employees are de-motivated and what are the measures, that can to taken to make them productive. putforward the same to the management with clear justification for the further action.
Regards
Sundar
From India, Bangalore
17The best way would have been to prepare the format which focuses on their roles and responsibilities, their level of work pressure, training required etc - nothing but a format similar to the appraisal form. once that employee fills that document, need to analyse their performance through individual meeting with the employee and then with their supervisors. At this point of time, you have a clear picture of their KRA's and the training requirements. here the time to analyse, through - Expected Job profile / Current Job profile / Deviation / Action Points - If the employee is not up to the expected profile, then the same as to be analysed with the current profile to check out their deviation. once you identify the deviation, action points to be charted out to bring him back to the expected profile.
then you can start planning out for the Training calendar - Annually / Quarterly, based on the inputs of the employees in the format and ensure that the same has been approved by the supervisor.
Parallely the analysis has to be done to prepare the skill set database, with the help of the supervisors.
The term motivation is a wider term, it cannot be done in a vague, without knowing their working conditions, interest, etc . once you complete the above analysis, you would be having a brief idea, where the employees are de-motivated and what are the measures, that can to taken to make them productive. putforward the same to the management with clear justification for the further action.
Regards
Sundar
From India, Bangalore
Hi Monica,
In my opinion you must have studied Training & Development process in your course curriculum, follow the steps accordingly, make plan for each activity right from identification of training need to evaluation and feedback. You can make layers of employees on the basis of knowledge and skills, like we have three layer, we are in food processing industry/manufacturing with approx 450 employees
Thanks & Regards
Vivek Mishra
Asst. Manager-HR
From India, Karnal
In my opinion you must have studied Training & Development process in your course curriculum, follow the steps accordingly, make plan for each activity right from identification of training need to evaluation and feedback. You can make layers of employees on the basis of knowledge and skills, like we have three layer, we are in food processing industry/manufacturing with approx 450 employees
Thanks & Regards
Vivek Mishra
Asst. Manager-HR
From India, Karnal
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
How to start factory in pondicherry 1.doc
How.to.Stop.Wor rying.and.Start .Living,.Dale.C arnegie.pdf