hi guys, I work for an NGO as Training and Career Coach, in the NGO we have many different programs with different training courses, exams. all the training is conducted on external bases. no of them are for in-house training.
my question: is there any standards that we can use to keep the material maintained and controlled ? such as ISO or STO ?
From Egypt, Cairo
my question: is there any standards that we can use to keep the material maintained and controlled ? such as ISO or STO ?
From Egypt, Cairo
Dear Hellkid,
If you are Training and Career Coach, then you major concern should be on measurement of ROI on training. While writing this, I would not like to underestimate the importance of the training records, nevertheless, what is the essence of the records? Essence of the employee training lies in measuring the value that is derived from the training.
Secondly, whether in-house trainer or external trainer, who conducts the training that does not matter. Formula for ROI on training is same for all. Therefore, my humble request is to measure the effectiveness of the training. That is your No 1 standard. Everything else is secondary.
In this connection, you may refer my following replies:
https://www.citehr.com/523786-traini...ml#post2222367
and
https://www.citehr.com/526237-traini...ml#post2228047
As far as records are concerned, you may maintain the following records:
a) Number of training hours per employee - budged Vs actual
b) Break up of training budget on various training verticals like soft skills, functional, technical, IT etc
c) Break of hours of training on various training verticals like soft skills, functional, technical, IT etc
d) Break up of training days - external trainers Vs in-house trainers
e) Break up of training budget - external trainers Vs in-house trainers
f) ROI per training programme - projected Vs actual
g) % of training spend per employee Vs % of revenue generated per employee (may not be applicable to you)
h) Knowledge assets generated per programme (i.e. have the trained employees created any videos or presentations on how did they implement the learning and saved the consumption of various resources)
Hope the above records are more than sufficient for you.
My Constructive feedback: - This is a professional forum and your query also relates to your profession. Therefore, you could have been little professional. There are few spelling and grammatical errors. Hardly this is expected from "Training and Career Coach". Worst still your login ID is "hellkid". This kind of login ID goes well with humour section and not for professional query. Your concern is for maintaining standards for the training department. Please show similar concern in raising your personal standards as well. Do not allow informality to dwarf your standards lest this very informality may dwarf your career as well!
All the best!
Dinesh Divekar
From India, Bangalore
7879If you are Training and Career Coach, then you major concern should be on measurement of ROI on training. While writing this, I would not like to underestimate the importance of the training records, nevertheless, what is the essence of the records? Essence of the employee training lies in measuring the value that is derived from the training.
Secondly, whether in-house trainer or external trainer, who conducts the training that does not matter. Formula for ROI on training is same for all. Therefore, my humble request is to measure the effectiveness of the training. That is your No 1 standard. Everything else is secondary.
In this connection, you may refer my following replies:
https://www.citehr.com/523786-traini...ml#post2222367
and
https://www.citehr.com/526237-traini...ml#post2228047
As far as records are concerned, you may maintain the following records:
a) Number of training hours per employee - budged Vs actual
b) Break up of training budget on various training verticals like soft skills, functional, technical, IT etc
c) Break of hours of training on various training verticals like soft skills, functional, technical, IT etc
d) Break up of training days - external trainers Vs in-house trainers
e) Break up of training budget - external trainers Vs in-house trainers
f) ROI per training programme - projected Vs actual
g) % of training spend per employee Vs % of revenue generated per employee (may not be applicable to you)
h) Knowledge assets generated per programme (i.e. have the trained employees created any videos or presentations on how did they implement the learning and saved the consumption of various resources)
Hope the above records are more than sufficient for you.
My Constructive feedback: - This is a professional forum and your query also relates to your profession. Therefore, you could have been little professional. There are few spelling and grammatical errors. Hardly this is expected from "Training and Career Coach". Worst still your login ID is "hellkid". This kind of login ID goes well with humour section and not for professional query. Your concern is for maintaining standards for the training department. Please show similar concern in raising your personal standards as well. Do not allow informality to dwarf your standards lest this very informality may dwarf your career as well!
All the best!
Dinesh Divekar
From India, Bangalore
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.
Department Training Need Analysis.doc
SPECIAL HIGH INTENSITY TRAINING (S.H.I.T).gif
HR Generalist Practical Training in Delhi.pdf