Dear All Cite HR Friends,
I would like to proceed for Training need identification process in my organization, I work for Paint Industries, Please tell me the process step by step how to proceed for TNI, I should start this process from a workman to officer grade. After TNI process I should be able to prepare training calendar based on TNI output. Your suggestions would be helpful for me and I would appreciate if any of Cite HR member would come forward for the same.
From India, Telangana
36I would like to proceed for Training need identification process in my organization, I work for Paint Industries, Please tell me the process step by step how to proceed for TNI, I should start this process from a workman to officer grade. After TNI process I should be able to prepare training calendar based on TNI output. Your suggestions would be helpful for me and I would appreciate if any of Cite HR member would come forward for the same.
From India, Telangana
Hi... You could have a questionnaire for each level/ role based on the job profiles, interfaces. roles, skills and competencies required for each role. Questionnaire could be developed after talking to /interviewing a few in each category. This would give you a fair idea of the current levels/ desired skills and competencies and the gaps. Based on that TNI can be assessed.
Regards
Amrita
From India, New Delhi
Regards
Amrita
From India, New Delhi
Dear Rammi24,
You are from manufacturing company. Your primary need is to manage the following costs:
a) Inventory Carrying Cost of Raw Materials
b) Work in Progress (WIP) Inventory Costs
c) Inventory Carrying Cost of Finished Goods
d) Capital costs to run the operations
e) Capacity costs
f) Maintenance costs
g) Quality costs
h) Ordering cost
i) Set up cost
k) Inspection cost
My humble request is to measure these costs. To do this, you need to study your complete supply chain and identify the direct and indirect costs associated with the parties involved in the supply chain. Training will be conducive only if you focus your training activities to reduce these costs. Otherwise training may become not just rhetoric but humbug too.
Of the above list, you can avail of my services for training from (a) to (e). To know more about my services in the field of purchase and inventory management, you may click the following links.
Profile: - Dinesh V Divekar - Procurement Faculty
Programme Structure of various Programmes in the field of Supply Chain Management.
If you hire my services, you will be dealing with training professional directly. I do no outsource training to some third party.
In addition to this, I have given so many replies on the training related subject. You may click the following link to refer the replies:
#post2015092
#post1969910
https://www.citehr.com/311628-measur...ml#post1411484
(though this is related to technical training, the comments are useful to behavioural training as well)
https://www.citehr.com/119766-kirkpa...tml#post758770
https://www.citehr.com/171892-honeym...tml#post743051
https://www.citehr.com/137807-parame...tml#post712618
https://www.citehr.com/479129-how-ge...ml#post2112781
https://www.citehr.com/336611-roi-ca...ml#post1552221
https://www.citehr.com/423763-evalua...ml#post2149785
https://www.citehr.com/498440-how-ca...utomobile.html
https://www.citehr.com/446478-traini...-industry.html
I recommend you going through the above links patiently. It will enhance your training awareness.
All the best!
Dinesh V Divekar
From India, Bangalore
You are from manufacturing company. Your primary need is to manage the following costs:
a) Inventory Carrying Cost of Raw Materials
b) Work in Progress (WIP) Inventory Costs
c) Inventory Carrying Cost of Finished Goods
d) Capital costs to run the operations
e) Capacity costs
f) Maintenance costs
g) Quality costs
h) Ordering cost
i) Set up cost
k) Inspection cost
My humble request is to measure these costs. To do this, you need to study your complete supply chain and identify the direct and indirect costs associated with the parties involved in the supply chain. Training will be conducive only if you focus your training activities to reduce these costs. Otherwise training may become not just rhetoric but humbug too.
Of the above list, you can avail of my services for training from (a) to (e). To know more about my services in the field of purchase and inventory management, you may click the following links.
Profile: - Dinesh V Divekar - Procurement Faculty
Programme Structure of various Programmes in the field of Supply Chain Management.
If you hire my services, you will be dealing with training professional directly. I do no outsource training to some third party.
In addition to this, I have given so many replies on the training related subject. You may click the following link to refer the replies:
#post2015092
#post1969910
https://www.citehr.com/311628-measur...ml#post1411484
(though this is related to technical training, the comments are useful to behavioural training as well)
https://www.citehr.com/119766-kirkpa...tml#post758770
https://www.citehr.com/171892-honeym...tml#post743051
https://www.citehr.com/137807-parame...tml#post712618
https://www.citehr.com/479129-how-ge...ml#post2112781
https://www.citehr.com/336611-roi-ca...ml#post1552221
https://www.citehr.com/423763-evalua...ml#post2149785
https://www.citehr.com/498440-how-ca...utomobile.html
https://www.citehr.com/446478-traini...-industry.html
I recommend you going through the above links patiently. It will enhance your training awareness.
All the best!
Dinesh V Divekar
From India, Bangalore
You should have one format for T.N.I. Circulate that format to different departments and keep followup and provide any assistance required in filing up of forms collect them and summarize it according to department and topics , prepare training calendar, prepare list of training programee and trainers' pool either internal or external arrangement. Make a Training Budget and get it approve and then circulate monthly training schedule to all department and conduct the training as per plan other documents you may maintain as per ISO or TS standards.
Regards
P.K.Mishra
From India
Regards
P.K.Mishra
From India
Hello,
You can initiate the training need identification process by the following steps:
1. Find out the various positions across all the departments.
2. Identify the specific tasks for each position.
3. Ascertain the knowledge and skills required for each position( This step needs to be periodically reviewed since every functional area undergoes evolutionary change that has to be looked into)
4. Find out the performance level of each employee.
You may talk with each employee and his immediate boss regarding items 2,3 and 4 mentioned above. You may prepare a questionnaire for this purpose.When you undertake this exercise, it is worthwhile to find out whether there is any mismatch between any employee's knowledge & skills with the position he holds. This will help you to decide the need for any job redesign or lateral movement for anyone. Training alone may not be, in some cases, enough for satisfactory performance. Sometimes training may not serve much purpose due to some organizational issues. It means that you have to identify training and non training interventions. Very important point for your success. Get the green signal from your boss and the CEO. Also decide the organizational readiness for this exercise. If you are new to the organization, contact all department heads and union representatives for support.
All the best.
With regards,
Dr.P.N.Vasudevan
Academy for Personal Excellence
E-mail:acp.excel@gmail.com
Website:academy-excellence.com
From India
You can initiate the training need identification process by the following steps:
1. Find out the various positions across all the departments.
2. Identify the specific tasks for each position.
3. Ascertain the knowledge and skills required for each position( This step needs to be periodically reviewed since every functional area undergoes evolutionary change that has to be looked into)
4. Find out the performance level of each employee.
You may talk with each employee and his immediate boss regarding items 2,3 and 4 mentioned above. You may prepare a questionnaire for this purpose.When you undertake this exercise, it is worthwhile to find out whether there is any mismatch between any employee's knowledge & skills with the position he holds. This will help you to decide the need for any job redesign or lateral movement for anyone. Training alone may not be, in some cases, enough for satisfactory performance. Sometimes training may not serve much purpose due to some organizational issues. It means that you have to identify training and non training interventions. Very important point for your success. Get the green signal from your boss and the CEO. Also decide the organizational readiness for this exercise. If you are new to the organization, contact all department heads and union representatives for support.
All the best.
With regards,
Dr.P.N.Vasudevan
Academy for Personal Excellence
E-mail:acp.excel@gmail.com
Website:academy-excellence.com
From India
Who should identify the training needs? Should it be employee or his/ her manager? If this aspect gets defined, the balance of process is easy to be determined.
For the workers category of employees, it is desirable that their respective supervisors/ managers should play this role since most workers may find it difficult to define their training needs. After all, training has to be aligned to the organizational/ departmental objectives, a task which the manager alone can do.
For executives, it is fair that they are permitted to define their own needs keeping in view their job description & departmental goals.
In both the above cases, one approach is that the training/ HR Manager, based on organizational objectives, lists out the various training programs planned to be conducted during the next training year for workers & the executive categories of employees. These should preferably be got approved from the CEO/ Management. These should be circulated to all managers/ supervisors with a direction to identify 2 - 3 programs (of a total duration of say, 6 days) which each individual worker is required to attend. Details, department wise, should be forwarded to the HR/ Training Manager for consolidation and scheduling of programs in the training calendar for the year. Similarly, the Executives may choose their own programs & forward for approval to their respective reporting managers. The data, duly consolidated department wise, to be submitted to the HR/ Training manager for planning of training.
To do the above in an organized manner, software support through approaches such as utilizing 'EmpXtrack' training management system may facilitate easy & accurate collection and compilation of data. After all, the preparation of training calendar based on TNI and allocation of different programs to each employee, keeping under control the minimum requirement of manpower to manage daily operations in different departments, is a complex task, which can surely be managed more efficiently by using appropriate software solutions. It is to be appreciated that imparting training based on TNI is as important as collecting and analysing training feed back from the employees & their departments. This helps in launching improvements during the next year. This cyclic process, followed year over the year, helps in generating trained resources to meet the company objectives.
From India, Delhi
For the workers category of employees, it is desirable that their respective supervisors/ managers should play this role since most workers may find it difficult to define their training needs. After all, training has to be aligned to the organizational/ departmental objectives, a task which the manager alone can do.
For executives, it is fair that they are permitted to define their own needs keeping in view their job description & departmental goals.
In both the above cases, one approach is that the training/ HR Manager, based on organizational objectives, lists out the various training programs planned to be conducted during the next training year for workers & the executive categories of employees. These should preferably be got approved from the CEO/ Management. These should be circulated to all managers/ supervisors with a direction to identify 2 - 3 programs (of a total duration of say, 6 days) which each individual worker is required to attend. Details, department wise, should be forwarded to the HR/ Training Manager for consolidation and scheduling of programs in the training calendar for the year. Similarly, the Executives may choose their own programs & forward for approval to their respective reporting managers. The data, duly consolidated department wise, to be submitted to the HR/ Training manager for planning of training.
To do the above in an organized manner, software support through approaches such as utilizing 'EmpXtrack' training management system may facilitate easy & accurate collection and compilation of data. After all, the preparation of training calendar based on TNI and allocation of different programs to each employee, keeping under control the minimum requirement of manpower to manage daily operations in different departments, is a complex task, which can surely be managed more efficiently by using appropriate software solutions. It is to be appreciated that imparting training based on TNI is as important as collecting and analysing training feed back from the employees & their departments. This helps in launching improvements during the next year. This cyclic process, followed year over the year, helps in generating trained resources to meet the company objectives.
From India, Delhi
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.
SPECIAL HIGH INTENSITY TRAINING (S.H.I.T).gif
HR Generalist Practical Training in Delhi.pdf