I am associated with a newly established company in India, what are the mandatory training which need to be provided to employees? I am already working on POSH training.
From India, Noida
Acknowledge(0)
Amend(0)
1From India, Noida
Acknowledge(0)Amend(0)
Dear Alankrita Gangwar,
Though you have raised a query, you have provided information on the nature of your industry, your finished product or service, the employee count in your company, your designation, and so on.
The employee training will depend on the type of culture your top leadership wishes to develop. In fact, employee training will also depend on the budgetary allocations. The percentage of revenue allocated for employee training decides everything.
Long ago, I provided an exhaustive reply on employee training. You may click the following link to refer to it:
https://www.citehr.com/523786-traini...ml#post2222367
Thanks,
Dinesh Divekar
From India, Bangalore
Acknowledge(0)Amend(0)
Though you have raised a query, you have provided information on the nature of your industry, your finished product or service, the employee count in your company, your designation, and so on.
The employee training will depend on the type of culture your top leadership wishes to develop. In fact, employee training will also depend on the budgetary allocations. The percentage of revenue allocated for employee training decides everything.
Long ago, I provided an exhaustive reply on employee training. You may click the following link to refer to it:
https://www.citehr.com/523786-traini...ml#post2222367
Thanks,
Dinesh Divekar
From India, Bangalore
Acknowledge(0)Amend(0)
Thank you, Dinesh, for sharing the details. To add to your questions raised, I am the HR manager of an IT company in India with a workforce of 15 employees. The company fosters an open culture, and I am seeking insights before proposing a budget for the next quarter.
From India, Noida
Acknowledge(0)Amend(0)
From India, Noida
Acknowledge(0)Amend(0)
Dear Alankrita,
Since your company is small and has started operations recently, your top leadership has a great task of investing their time and resources in building the organization's culture. When we say "organizational culture," it is a composite of various sub-cultures. The sub-cultures are:
- a culture of self-learning
- a culture of competitiveness
- a culture of performance
- a culture of ownership
- a culture of innovation
- a culture of values
- a culture of change
- a culture of welfare
- a culture of celebration
- a culture of teamwork
- a culture of communication
- a culture of measurement
- (above all) a culture of discipline
Therefore, when you organize the training programs, ensure that the focus is to build a culture and the focus is also on measuring the effectiveness of anything and everything.
If you could not do the above, then at least train your staff in building an inventory of "lessons learned." Let me explain to you what I meant to say. Recently, I conducted training for the procurement professionals of a prominent IT company that is more than 25 years old. Though the company is more than a quarter-century old, they do not have any records that captured "lessons learned" in an organized manner after the negotiations with its vendors or suppliers. The company relied on the "experience" of the procurement professionals.
However, in the recent past, the company faced a huge problem when a good number of procurement professionals left the company. During my training, I taught them how to record the lessons in a very organized manner. If they implement what I taught, then the records generated will be useful to them for future negotiations.
The employees can be taught to record the lessons on completion of their project. What I am trying to say is to teach your employees "Knowledge Management" practices. This will sow seeds of growth in your company.
Thanks,
Dinesh Divekar
From India, Bangalore
Acknowledge(0)Amend(0)
Since your company is small and has started operations recently, your top leadership has a great task of investing their time and resources in building the organization's culture. When we say "organizational culture," it is a composite of various sub-cultures. The sub-cultures are:
- a culture of self-learning
- a culture of competitiveness
- a culture of performance
- a culture of ownership
- a culture of innovation
- a culture of values
- a culture of change
- a culture of welfare
- a culture of celebration
- a culture of teamwork
- a culture of communication
- a culture of measurement
- (above all) a culture of discipline
Therefore, when you organize the training programs, ensure that the focus is to build a culture and the focus is also on measuring the effectiveness of anything and everything.
If you could not do the above, then at least train your staff in building an inventory of "lessons learned." Let me explain to you what I meant to say. Recently, I conducted training for the procurement professionals of a prominent IT company that is more than 25 years old. Though the company is more than a quarter-century old, they do not have any records that captured "lessons learned" in an organized manner after the negotiations with its vendors or suppliers. The company relied on the "experience" of the procurement professionals.
However, in the recent past, the company faced a huge problem when a good number of procurement professionals left the company. During my training, I taught them how to record the lessons in a very organized manner. If they implement what I taught, then the records generated will be useful to them for future negotiations.
The employees can be taught to record the lessons on completion of their project. What I am trying to say is to teach your employees "Knowledge Management" practices. This will sow seeds of growth in your company.
Thanks,
Dinesh Divekar
From India, Bangalore
Acknowledge(0)Amend(0)
Dear Citehr Member, Ms. Alankrita,
With thanks to Shri Dinesh Divekar for providing a detailed outline of various elements of a training program, I would seek permission to point out to Ms. Alankrita that your post is still lacking the primary details of the nature of business of your IT company. IT is a broad term, and we can divide IT companies into two main sectors: (i) system developers and (ii) Software Technology users. There would be further subdivisions in each sector. Therefore, the need for training would depend on the type of IT work for which a particular set of employees would be selected for training. Additionally, there can be other service departments such as the Finance & Accounts Dept., Sales/Client Development Dept., Procurement Dept., etc. The training curriculum for these service departments would be different from that of core IT work-based training.
You may review the organizational structure of your company, finalize the job descriptions of various categories of employees, and then plan training for all concerned employees.
With good wishes,
Chandramani Lal Srivastava
Master Consultant
9315516083
srivastavacmlal@gmail.com
New Delhi/24.07.2022/00:22 hrs
From India, New Delhi
Acknowledge(0)Amend(0)
With thanks to Shri Dinesh Divekar for providing a detailed outline of various elements of a training program, I would seek permission to point out to Ms. Alankrita that your post is still lacking the primary details of the nature of business of your IT company. IT is a broad term, and we can divide IT companies into two main sectors: (i) system developers and (ii) Software Technology users. There would be further subdivisions in each sector. Therefore, the need for training would depend on the type of IT work for which a particular set of employees would be selected for training. Additionally, there can be other service departments such as the Finance & Accounts Dept., Sales/Client Development Dept., Procurement Dept., etc. The training curriculum for these service departments would be different from that of core IT work-based training.
You may review the organizational structure of your company, finalize the job descriptions of various categories of employees, and then plan training for all concerned employees.
With good wishes,
Chandramani Lal Srivastava
Master Consultant
9315516083
srivastavacmlal@gmail.com
New Delhi/24.07.2022/00:22 hrs
From India, New Delhi
Acknowledge(0)Amend(0)
How much do you know about your organization's vision, mission, and values? Training relates to skill building, behavioral, competency-based requirements. Management should never consider training as an expenditure but an investment in human resources. There are different methods of training needs assessment. If you have a properly established performance management system, the feedback and individual assessment will highlight grey areas, development needs, and gaps in skills and competencies. Immediate superiors can add their own personal assessment of each team member's need for specific training.
Best wishes
From India, Bengaluru
Acknowledge(0)Amend(0)
Best wishes
From India, Bengaluru
Acknowledge(0)Amend(0)
Dear Alankrita, Certainly training is required to every employee for performance appraisal and skill development. thanks & Regards, from, Sumit Kumar Saxena
From India, Ghaziabad
Acknowledge(0)Amend(0)
From India, Ghaziabad
Acknowledge(0)Amend(0)
Training Policy
I. General
The Company is increasingly recognizing the pragmatic need for the continual development of the knowledge and skills of the employees as essential to organizational success and individual employee achievement. Job competence constantly interfaces with technological advances, economic change, employee advancement, and a host of other demands. As a result, management has come to have greater and greater expectations from the training and development function. The Company will provide education and training to all employees to ensure the continued availability of competent professional employees and to increase the efficiency of the employees' performance in their present job assignments, guaranteeing the continuous growth of the organization in the current competitive business environment.
II. Principles
Training will receive the full commitment and support of top management, supervisory personnel, and the labor union. Top management must ensure that personnel and funding are adequate to provide the training programs needed by the Company to remain competitive and to meet the needs of the employees. Supervisors must be able to identify the specific training needs of their subordinates and assist them in acquiring the knowledge and skills they need to succeed in their job assignments and to progress in their career fields. The Labor Union must recognize the importance of training and encourage their members to take advantage of opportunities for training.
III. Purpose
Training can solve a variety of manpower problems that militate against optimum productivity.
• Increase productivity
• Improve the quality of work and raise morale.
• Develop new skills, knowledge, understanding, and attitudes.
• Use new tools, machines, processes, methods, or modifications thereof correctly.
• Reduce waste, accidents, turnover, lateness, absenteeism, and other overhead costs.
• Implement new or changed policies or regulations.
• Fight obsolescence in skills, technologies, methods, products, markets, capital management, etc.
• Bring incumbents to the level of performance that meets the standard of performance for the job.
• Develop replacements, prepare people for advancement; improve manpower deployment, and ensure continuity of leadership.
• Ensure the survival and growth of the Company.
Hope this could be of help.
Best regards,
John Chiang
From China, Shanghai
Acknowledge(0)Amend(0)
I. General
The Company is increasingly recognizing the pragmatic need for the continual development of the knowledge and skills of the employees as essential to organizational success and individual employee achievement. Job competence constantly interfaces with technological advances, economic change, employee advancement, and a host of other demands. As a result, management has come to have greater and greater expectations from the training and development function. The Company will provide education and training to all employees to ensure the continued availability of competent professional employees and to increase the efficiency of the employees' performance in their present job assignments, guaranteeing the continuous growth of the organization in the current competitive business environment.
II. Principles
Training will receive the full commitment and support of top management, supervisory personnel, and the labor union. Top management must ensure that personnel and funding are adequate to provide the training programs needed by the Company to remain competitive and to meet the needs of the employees. Supervisors must be able to identify the specific training needs of their subordinates and assist them in acquiring the knowledge and skills they need to succeed in their job assignments and to progress in their career fields. The Labor Union must recognize the importance of training and encourage their members to take advantage of opportunities for training.
III. Purpose
Training can solve a variety of manpower problems that militate against optimum productivity.
• Increase productivity
• Improve the quality of work and raise morale.
• Develop new skills, knowledge, understanding, and attitudes.
• Use new tools, machines, processes, methods, or modifications thereof correctly.
• Reduce waste, accidents, turnover, lateness, absenteeism, and other overhead costs.
• Implement new or changed policies or regulations.
• Fight obsolescence in skills, technologies, methods, products, markets, capital management, etc.
• Bring incumbents to the level of performance that meets the standard of performance for the job.
• Develop replacements, prepare people for advancement; improve manpower deployment, and ensure continuity of leadership.
• Ensure the survival and growth of the Company.
Hope this could be of help.
Best regards,
John Chiang
From China, Shanghai
Acknowledge(0)Amend(0)
Hi all,
Good afternoon! I am handling a Talent Management profile in which I am asked to conduct webinars and seminars every month for all levels of employees in my organization. I have been tasked with creating an annual calendar for these events.
I am facing difficulties in coming up with topics for the webinars and seminars for employees. I have made an effort to brainstorm some ideas, but they have not been as impactful as I had hoped.
I kindly request your assistance in suggesting a list of topics for planning an annual calendar with the best topics.
Thanks and regards,
Dilsha
From India, Mumbai
Acknowledge(0)Amend(0)
Good afternoon! I am handling a Talent Management profile in which I am asked to conduct webinars and seminars every month for all levels of employees in my organization. I have been tasked with creating an annual calendar for these events.
I am facing difficulties in coming up with topics for the webinars and seminars for employees. I have made an effort to brainstorm some ideas, but they have not been as impactful as I had hoped.
I kindly request your assistance in suggesting a list of topics for planning an annual calendar with the best topics.
Thanks and regards,
Dilsha
From India, Mumbai
Acknowledge(0)Amend(0)
Hi,
This is Sathish from Zwilling. Below, I have listed out the mandatory training list:
1. POSH External Member Training
2. First Aid Training (Authorized Institution)
3. Emergency Evacuation & Awareness Training
4. Fire Fighting Training (6 months once mock drill for all shifts & employees)
5. OBT, depending upon your company's process
6. Job Instruction/Orientation/Induction Training for new employees
7. Anti-corruption & Money Laundering Training
8. Environment Training
9. If IT-related, Cybersecurity & Network Training
10. Yearly Mental Health Stress Relief Training
Thank you.
From undefined, undefined
Acknowledge(0)Amend(0)
This is Sathish from Zwilling. Below, I have listed out the mandatory training list:
1. POSH External Member Training
2. First Aid Training (Authorized Institution)
3. Emergency Evacuation & Awareness Training
4. Fire Fighting Training (6 months once mock drill for all shifts & employees)
5. OBT, depending upon your company's process
6. Job Instruction/Orientation/Induction Training for new employees
7. Anti-corruption & Money Laundering Training
8. Environment Training
9. If IT-related, Cybersecurity & Network Training
10. Yearly Mental Health Stress Relief Training
Thank you.
From undefined, undefined
Acknowledge(0)Amend(0)
Dear sir, you must be arrange Basic safety , BBS and 5s system. Regards Bijay
From Philippines, San Pablo City
Acknowledge(0)Amend(0)
From Philippines, San Pablo City
Acknowledge(0)Amend(0)
Thanks for your help. As a fresher, I am looking to provide training for my team members. I kindly request the seniors to add me to any group or team where I can learn how to give training effectively using the basic methods.
Regards,
Mohanalakshmi
7305089996
monasuresh.27@gmail.com
From India, Chennai
Acknowledge(0)Amend(0)
Regards,
Mohanalakshmi
7305089996
monasuresh.27@gmail.com
From India, Chennai
Acknowledge(0)Amend(0)
Dear Ms. Mohanalakshmi,
Earlier, I provided a comprehensive response on the subject of employee training. You can refer to it by clicking the following link:
https://www.citehr.com/523786-traini...ml#post2222367
Thanks,
Dinesh Divekar
+91-9900155394
From India, Bangalore
Acknowledge(0)Amend(0)
Earlier, I provided a comprehensive response on the subject of employee training. You can refer to it by clicking the following link:
https://www.citehr.com/523786-traini...ml#post2222367
Thanks,
Dinesh Divekar
+91-9900155394
From India, Bangalore
Acknowledge(0)Amend(0)
Training of employees.
First question here is, are we hiring freshers?
Second, what are the areas where we would require training?
Third, is the management ready to spend on training at par with the requirement?
Fourth, what does our training policy say if it's there?
Is the performance management team equipped with KRAs and KPIs department-wise?
Having said this, every business needs training as it's a vital activity in the development of the organization. So, start with planning of training, scheduling of training, and develop progress reports on training and assessments. More handy would be to take department-wise review where training is required the most frequent and continual focus.
Hope this helps.
From India, Vadodara
Acknowledge(0)Amend(0)
First question here is, are we hiring freshers?
Second, what are the areas where we would require training?
Third, is the management ready to spend on training at par with the requirement?
Fourth, what does our training policy say if it's there?
Is the performance management team equipped with KRAs and KPIs department-wise?
Having said this, every business needs training as it's a vital activity in the development of the organization. So, start with planning of training, scheduling of training, and develop progress reports on training and assessments. More handy would be to take department-wise review where training is required the most frequent and continual focus.
Hope this helps.
From India, Vadodara
Acknowledge(0)Amend(0)
When I notice you are giving POSH training, I wish to add that in the IT sector or any work related to computers, while training or even during work and interaction with staff about a doubt, two people are in very close proximity.
I just recall that during Aadhaar Enrolment, I observed a very good environment. That is, the enrolling person sitting in front of the monitor and observing the information, and giving corrections to their name and spelling with options provided. When a spelling mistake occurs, the operator shows the options, and the person replies with the correct one. These kinds of situations are necessary when two people have to interact for training or for doubt, ensuring it is at a reasonable distance to avoid any controversy.
From Saudi Arabia
Acknowledge(0)Amend(0)
I just recall that during Aadhaar Enrolment, I observed a very good environment. That is, the enrolling person sitting in front of the monitor and observing the information, and giving corrections to their name and spelling with options provided. When a spelling mistake occurs, the operator shows the options, and the person replies with the correct one. These kinds of situations are necessary when two people have to interact for training or for doubt, ensuring it is at a reasonable distance to avoid any controversy.
From Saudi Arabia
Acknowledge(0)Amend(0)
If you mean "legally required" training to be imparted to every employee, there is no such thing. If it is "mandatory" by the organizations, it may be different. These requirements arise from the occupational risks, customer needs, prescriptions of the standards adopted (like ISO), etc.
Whether mandatory or not, the importance and effectiveness of training come from the proper TNI, planning, and execution of the training activities, adequate involvement not only of the management but also of the trainees/participants.
From India, Haldwani
Acknowledge(0)Amend(0)
Whether mandatory or not, the importance and effectiveness of training come from the proper TNI, planning, and execution of the training activities, adequate involvement not only of the management but also of the trainees/participants.
From India, Haldwani
Acknowledge(0)Amend(0)
As per the Factories Act of 1948, safety training is mandatory for workmen involved in manufacturing operations. Conversely, the Factory Inspector charges the Factory Occupier & Manager for its violation when an accident happens. The nature of the training required to be given would vary with the type of work being done.
From India, Mumbai
Acknowledge(0)Amend(0)
From India, Mumbai
Acknowledge(0)Amend(0)Looking for something specific? - Join & Be Part Of Our Community and get connected with the right people who can help. Our AI-powered platform provides real-time fact-checking, peer-reviewed insights, and a vast historical knowledge base to support your search.
Intro to Employee Training & Development - PPT.ppt