Hi,
just done with the PMS activites in the company. we are into manufacturing and exports of diamond studded jewelry. this year we have set goal and planed the career of each individual employee for the next year. now the next step is identifying the training needs to acheive their goals. everybody has got something or the other new thing to do out of their routine work as per their strenths and interest.
can anybody suggest me how to identify the needs for training in such case?
From India, Pune
just done with the PMS activites in the company. we are into manufacturing and exports of diamond studded jewelry. this year we have set goal and planed the career of each individual employee for the next year. now the next step is identifying the training needs to acheive their goals. everybody has got something or the other new thing to do out of their routine work as per their strenths and interest.
can anybody suggest me how to identify the needs for training in such case?
From India, Pune
Dear Smita,
If you have PMS, goals are identified then what is the problem now?
Now you need to identify the competencies of the employees so that they can attain their goals. Talk to all the HODs and make list of the competencies. Based on this, you can make a training calendar.
Do not go ahead with the training unless you are clear about the goal statement of the training. To know what is the goal statement, you can click here and read my comments on previous post.
All the best!
Dinesh V Divekar
Beware of false knowledge; it is more dangerous than ignorance.
From India, Bangalore
7883If you have PMS, goals are identified then what is the problem now?
Now you need to identify the competencies of the employees so that they can attain their goals. Talk to all the HODs and make list of the competencies. Based on this, you can make a training calendar.
Do not go ahead with the training unless you are clear about the goal statement of the training. To know what is the goal statement, you can click here and read my comments on previous post.
All the best!
Dinesh V Divekar
Beware of false knowledge; it is more dangerous than ignorance.
From India, Bangalore
Thanks divakar ....the link has really helped me.. but now to begin with ....All the goal sheets are wid me.. now shall i design any form to understand their competencies in a better manner..
From India, Pune
From India, Pune
Dear Smita,
I really like your question. You've invested your time, energy, and efforts in a process, and now, you're seeking some guidance re: next steps. I admire that! Well done!
I want to add to my good friend Dinesh's comments:
Along with the Goal Statement, also canvass whether it would be worth conducting a SWOT Analysis for your people. Given that any SWOT is a fairly involved process, I highly recommend doing it for your senior people, as well as the next line of command that's already been identified.
A SWOT and Goal Statement (remember - one goal each for personal and professional topics!) together make a heady cocktail with significant potential to identify not only current strengths, weaknesses, future ambitions etc... but also go a long way in identifying today's minor issues which have the potential to become tomorrow's explosive threats.
Just a thought. That's all! And, once again, its always a pleasure to spend time replying to a post from someone like you who first does their bit and then seeks further inputs!
All the best!!!
From India, Gurgaon
I really like your question. You've invested your time, energy, and efforts in a process, and now, you're seeking some guidance re: next steps. I admire that! Well done!
I want to add to my good friend Dinesh's comments:
Along with the Goal Statement, also canvass whether it would be worth conducting a SWOT Analysis for your people. Given that any SWOT is a fairly involved process, I highly recommend doing it for your senior people, as well as the next line of command that's already been identified.
A SWOT and Goal Statement (remember - one goal each for personal and professional topics!) together make a heady cocktail with significant potential to identify not only current strengths, weaknesses, future ambitions etc... but also go a long way in identifying today's minor issues which have the potential to become tomorrow's explosive threats.
Just a thought. That's all! And, once again, its always a pleasure to spend time replying to a post from someone like you who first does their bit and then seeks further inputs!
All the best!!!
From India, Gurgaon
Hi Smita,
From my experience, what I can suggest is the following,
Think on 3 core competency areas - Functional : Leadership : Cultural / Soft skills
Then you may sit with the HODs or other senior managers and figure out what activities each role in their function need to perform. Once you have that list, try to identify if some roles have common activities (specially in the leadership area). Then use your judgement to align an activity to a expected competency (give the competency a name) and place it under one of the above three headings. Then you have your competency mapped to role.
This matrix should help you define what are the training programs you need to deliver to your staff / team.
Defining the training calendar is dependant on budget and availability of staff for the training. This you can plan later.
Hope the above helps you.
From Oman, Muscat
From my experience, what I can suggest is the following,
Think on 3 core competency areas - Functional : Leadership : Cultural / Soft skills
Then you may sit with the HODs or other senior managers and figure out what activities each role in their function need to perform. Once you have that list, try to identify if some roles have common activities (specially in the leadership area). Then use your judgement to align an activity to a expected competency (give the competency a name) and place it under one of the above three headings. Then you have your competency mapped to role.
This matrix should help you define what are the training programs you need to deliver to your staff / team.
Defining the training calendar is dependant on budget and availability of staff for the training. This you can plan later.
Hope the above helps you.
From Oman, Muscat
I think a simple whiteboarding exercise with your senior management would suffice. A 2 hour session on the budget and the optimum use of the budget will help you more than doing a detailed assessment yourself...
To facilitate the process, you can come up with a list of training programs and their approximate costs and benefits (what increase in ratings do you expect from them).
From United States, Daphne
To facilitate the process, you can come up with a list of training programs and their approximate costs and benefits (what increase in ratings do you expect from them).
From United States, Daphne
Hi Gaurav,
Thanks for appreciation!
I would need your help moving ahead as heading towards implementing the next step of Appraisal.
at this point of time wht i think required is research and only research, coz shaping someone's career is a responsibility.
From India, Pune
Thanks for appreciation!
I would need your help moving ahead as heading towards implementing the next step of Appraisal.
at this point of time wht i think required is research and only research, coz shaping someone's career is a responsibility.
From India, Pune
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