Dear Friends,
I have made a rough grid which talks about no of man days of training required for different levels in the organization and an approximate cost attached to the same.
Request your feedback whether it is right or not.
Regards,
Mayank
From India, Mumbai
2I have made a rough grid which talks about no of man days of training required for different levels in the organization and an approximate cost attached to the same.
Request your feedback whether it is right or not.
Regards,
Mayank
From India, Mumbai
Hi Mayank,
I have seen your file. Sorry to say this, But this is not the format which you have to use for Corporates.
I can help you in designing the format. But before that I need few details. You can call me anytime on my number so that I can help u in the format.
ALL THE BEST.
From India, Hyderabad
I have seen your file. Sorry to say this, But this is not the format which you have to use for Corporates.
I can help you in designing the format. But before that I need few details. You can call me anytime on my number so that I can help u in the format.
ALL THE BEST.
From India, Hyderabad
Dear Mayank,
Cost of the training apart, your allocation of certain number of days of training is too ambitious. I doubt senior management will give the approval. They may approve but its implementation may prove quite difficult.
Ok...
Dinesh V Divekar
From India, Bangalore
Cost of the training apart, your allocation of certain number of days of training is too ambitious. I doubt senior management will give the approval. They may approve but its implementation may prove quite difficult.
Ok...
Dinesh V Divekar
From India, Bangalore
Dear Dinesh, Could you suggest what is appropriate according to the industry standards. Regards, Mayank
From India, Mumbai
From India, Mumbai
Dear Mayank,
There are no industry standards per se. However, what you propose that you should implement also. Try to go ahead with the existing standards that you have set. Find out what problems do you face and then do the upward or downward revision.
Ok...
Dinesh V Divekar
From India, Bangalore
There are no industry standards per se. However, what you propose that you should implement also. Try to go ahead with the existing standards that you have set. Find out what problems do you face and then do the upward or downward revision.
Ok...
Dinesh V Divekar
From India, Bangalore
Hi Mayank
I saw ur sheet, its very basic work u have exhibited.
Please relate ur last year trg mandays and make a realisitic training plan but before that go for training need analysis for all available personnel in ur organisation.
Then check for training courses and fees structure in market.
Vinod B
From Oman, Muscat
I saw ur sheet, its very basic work u have exhibited.
Please relate ur last year trg mandays and make a realisitic training plan but before that go for training need analysis for all available personnel in ur organisation.
Then check for training courses and fees structure in market.
Vinod B
From Oman, Muscat
Dear Seniors
There is a lot of discussion in training activiites. But in normal standards, what is minimum hours / mandays for each employee of an organisation to be given training in a year? Basically it should cover each emplopyee in an organisation.
M Srinivas
Asst Manager - HR
Ramky Group of Companies
Hyderabad
9866005600
From India, Hyderabad
There is a lot of discussion in training activiites. But in normal standards, what is minimum hours / mandays for each employee of an organisation to be given training in a year? Basically it should cover each emplopyee in an organisation.
M Srinivas
Asst Manager - HR
Ramky Group of Companies
Hyderabad
9866005600
From India, Hyderabad
Hi
Since I was just reviewing my own T&D methods, Id just thought Id share this with you on how we do our training reporting
1. Starts of with when we do our HR Budget - budgeting process that should include recommendations from Appraisal or any such methods and we have a min no of days per year that we believe is best practice for say 3 levels (Staff/Manager/Exec) and a tentative cost. we then have an annualised figure integrated as part of the financials etc etc. Budgets approved - we are set to go to next level
2. Training Plan is set based on individuals (obviously for this purpose we are not going to be talking about the coaching and other non direct formal training approaches) time frame and cost. At this time you already have a planned no of man days (from budget).
3. In my case I report on a quarterly basis so what I do is to report of on the budget vs actuals and any variation will do a reforecast and give justifications on variance.
4. We also report on type e.g. Technical/Software/Soft Skills
Reportings isnt set in stone and an excel sheet can do many miracles...
Hopes this helps
From Mauritius
Since I was just reviewing my own T&D methods, Id just thought Id share this with you on how we do our training reporting
1. Starts of with when we do our HR Budget - budgeting process that should include recommendations from Appraisal or any such methods and we have a min no of days per year that we believe is best practice for say 3 levels (Staff/Manager/Exec) and a tentative cost. we then have an annualised figure integrated as part of the financials etc etc. Budgets approved - we are set to go to next level
2. Training Plan is set based on individuals (obviously for this purpose we are not going to be talking about the coaching and other non direct formal training approaches) time frame and cost. At this time you already have a planned no of man days (from budget).
3. In my case I report on a quarterly basis so what I do is to report of on the budget vs actuals and any variation will do a reforecast and give justifications on variance.
4. We also report on type e.g. Technical/Software/Soft Skills
Reportings isnt set in stone and an excel sheet can do many miracles...
Hopes this helps
From Mauritius
hi, i would like to learn more regarding training,process flow and workmen’s compensation. your help for the same would be appreciated. thank you. Pranita B. HR Skill Resource Software pvt ltd
From India, Pune
From India, Pune
hi madhav,
i work with a software co as a HR. its a small organization with few HR activities taking place.i've recently joined and would like to know what all can be done to improve HR-Operations/activities in the co.
Also,how should i start with these.
i would like to learn more regarding training,process flow and workmen's compensation etc. your help for the same would be appreciated.
thank you.
Pranita B.
HR
Skill Resource Software pvt ltd
From India, Pune
i work with a software co as a HR. its a small organization with few HR activities taking place.i've recently joined and would like to know what all can be done to improve HR-Operations/activities in the co.
Also,how should i start with these.
i would like to learn more regarding training,process flow and workmen's compensation etc. your help for the same would be appreciated.
thank you.
Pranita B.
HR
Skill Resource Software pvt ltd
From India, Pune
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