Dear All,
Please help me out. Currently, I am working as an HR Executive with an organization that is an electrical contractor and has various projects in Mumbai as well as all over India. I have to plan out the Training Program for our Project managers, Electrical Engineers, Accountants, and Design Engineers. To begin, I need to conduct a Training Needs Analysis to determine the areas requiring training. This can be achieved through questionnaires.
After identifying the training needs, I would like guidance on the subsequent steps and how to apply practical applications for the program. Your advice on this matter would be greatly appreciated.
Thank you.
From India, Mumbai
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5Please help me out. Currently, I am working as an HR Executive with an organization that is an electrical contractor and has various projects in Mumbai as well as all over India. I have to plan out the Training Program for our Project managers, Electrical Engineers, Accountants, and Design Engineers. To begin, I need to conduct a Training Needs Analysis to determine the areas requiring training. This can be achieved through questionnaires.
After identifying the training needs, I would like guidance on the subsequent steps and how to apply practical applications for the program. Your advice on this matter would be greatly appreciated.
Thank you.
From India, Mumbai
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Dear Shraddha,
Sharad has given you sound advice in brief. For a longer explanation, please go to How to Conduct a Simple Training Needs Assessment - That Works.
Have a nice day.
Simhan
Learning and Teaching Fellow (Retd)
The University of Bolton, UK
Chief Advisor, Promentor-Consulting
From United Kingdom
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Sharad has given you sound advice in brief. For a longer explanation, please go to How to Conduct a Simple Training Needs Assessment - That Works.
Have a nice day.
Simhan
Learning and Teaching Fellow (Retd)
The University of Bolton, UK
Chief Advisor, Promentor-Consulting
From United Kingdom
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Dear Shraddha,
The subject of TNI or topics related to it often arise for discussion. You can click on the following link to read my previous reply: https://www.citehr.com/377472-method...ml#post1741198. I have also provided another reply on a different forum, specifically on LinkedIn. Click here to read it.
Thanks,
Dinesh V Divekar
"Beware of false knowledge; it is more dangerous than ignorance."
From India, Bangalore
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The subject of TNI or topics related to it often arise for discussion. You can click on the following link to read my previous reply: https://www.citehr.com/377472-method...ml#post1741198. I have also provided another reply on a different forum, specifically on LinkedIn. Click here to read it.
Thanks,
Dinesh V Divekar
"Beware of false knowledge; it is more dangerous than ignorance."
From India, Bangalore
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Dear Shradha,
Training Analysis is the first and foremost of any systematic approach to a training program, followed by TNI, LEA, LEI, TNS, TST, and TTR. This is a very comprehensive approach to understanding the details. Kindly reach out to us.
Regards
From India, Delhi
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Training Analysis is the first and foremost of any systematic approach to a training program, followed by TNI, LEA, LEI, TNS, TST, and TTR. This is a very comprehensive approach to understanding the details. Kindly reach out to us.
Regards
From India, Delhi
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Dear All,
Thank you for your valuable suggestions and inputs. Training Needs Analysis (TNA) can be conducted through questionnaires or a simple Training Needs Assessment. Once the needs are evaluated, it is essential to plan the training calendar. The training calendar will include topics identified through discussions with the Heads of Departments (HODs) or management. Once the topics are shortlisted, considerations such as cost and evaluation come into play.
I would like to express my gratitude and share the questionnaires on TNA that I worked on during my internship project. These will aid me in developing a training program.
Regards,
Shraddha Jadhav
From India, Mumbai
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Thank you for your valuable suggestions and inputs. Training Needs Analysis (TNA) can be conducted through questionnaires or a simple Training Needs Assessment. Once the needs are evaluated, it is essential to plan the training calendar. The training calendar will include topics identified through discussions with the Heads of Departments (HODs) or management. Once the topics are shortlisted, considerations such as cost and evaluation come into play.
I would like to express my gratitude and share the questionnaires on TNA that I worked on during my internship project. These will aid me in developing a training program.
Regards,
Shraddha Jadhav
From India, Mumbai
Acknowledge(0)Amend(0)
Dear All,
Please help me out. Currently, I am working as an HR Executive with the organization that is an electrical contractor and has various projects in Mumbai as well as all over India. I have to plan out the Training Program for Project managers, Electrical Engineers, Accountants, and Design Engineers.
To start, I need to conduct Training Needs Analysis (TNA) to identify the areas for training. This can be done through questionnaires. After that, I would like to know the steps and how practical applications can be applied for the program. Your advice on this matter would be greatly appreciated.
Regards, Shraddha Jadhav
Dear Shraddha,
Regarding how to conduct training for a company, follow these steps:
1. Identify the training needs
2. Conduct TNA (Training Needs Analysis)
3. List out the training modules from TNA
4. Prepare a skill metric
5. Submit the training modules to the department HODs
6. If the training is practical-oriented, such as on-the-job training, the department HODs should be actively involved. Off-the-job training involves theory classes in a training classroom.
7. HR/Training department should prepare a training calendar for different departments
8. Training should commence according to the training calendar
9. Send an email to department HODs with the Training Calendar
From S. Ghosh
Email: subhakonnagar@yahoo.co.in
From India, Hyderabad
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Please help me out. Currently, I am working as an HR Executive with the organization that is an electrical contractor and has various projects in Mumbai as well as all over India. I have to plan out the Training Program for Project managers, Electrical Engineers, Accountants, and Design Engineers.
To start, I need to conduct Training Needs Analysis (TNA) to identify the areas for training. This can be done through questionnaires. After that, I would like to know the steps and how practical applications can be applied for the program. Your advice on this matter would be greatly appreciated.
Regards, Shraddha Jadhav
Dear Shraddha,
Regarding how to conduct training for a company, follow these steps:
1. Identify the training needs
2. Conduct TNA (Training Needs Analysis)
3. List out the training modules from TNA
4. Prepare a skill metric
5. Submit the training modules to the department HODs
6. If the training is practical-oriented, such as on-the-job training, the department HODs should be actively involved. Off-the-job training involves theory classes in a training classroom.
7. HR/Training department should prepare a training calendar for different departments
8. Training should commence according to the training calendar
9. Send an email to department HODs with the Training Calendar
From S. Ghosh
Email: subhakonnagar@yahoo.co.in
From India, Hyderabad
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Dear Shraddha Jadhav,
Initially, you must define what your organization wishes to train its employees for, while correlating/associating with the organization's business objectives, which is nothing but "MAKING YOUR ORGANIZATION 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 than just focusing on TRAINING EMPLOYEES, kindly focus on the IMPLEMENTATION PART - POST TRAINING because most TRAINERS may not support the LEARNING PROCESS as 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 them REALIZE what is LACKING, what needs to be DEVELOPED for BETTER PRODUCTIVITY, relating it to COMPENSATION FACTORS.
Good Luck.
With profound regards,
From India, Chennai
Acknowledge(0)Amend(0)
Initially, you must define what your organization wishes to train its employees for, while correlating/associating with the organization's business objectives, which is nothing but "MAKING YOUR ORGANIZATION 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 than just focusing on TRAINING EMPLOYEES, kindly focus on the IMPLEMENTATION PART - POST TRAINING because most TRAINERS may not support the LEARNING PROCESS as 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 them REALIZE what is LACKING, what needs to be DEVELOPED for BETTER PRODUCTIVITY, relating it to COMPENSATION FACTORS.
Good Luck.
With profound regards,
From India, Chennai
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