Dear all, I have to show that unit achieved training target of minimum two man days for external training, how to show this during audit?
From India, Chennai
From India, Chennai
Dear Rahul,
The average man-day is eight hours. Therefore, two man-days equal sixteen hours. Suppose, your company has a hundred employees, then you need to achieve the training target of (100 x 16 =) 1,600 hours. To decide the manpower count, take the average of the manpower count on the first and the last day of the financial year.
Have you maintained training records to prove that you have met the target? In any case, my above reply answers your query. But I wish to go beyond your query.
This method of assigning the number of hours of training and proving that the target is met is bureaucratic and outdated. It would have suited in good old days of personnel management but not the HR management of the 21st century. Conducting training itself should not be the goal; measuring what is achieved out of the training should be to goal. I have expressed my scepticism about assigning the number of hours of training per employee per year in the past threads. You may refer to my following replies:
https://www.citehr.com/showpost.php?p=2033164&postcount=4
https://www.citehr.com/showpost.php?p=2415117&postcount=2
https://www.citehr.com/showpost.php?p=2451364&postcount=3
https://www.citehr.com/showpost.php?p=2228047&postcount=2
Please go through my replies and come back with your views.
Thanks,
Dinesh Divekar
From India, Bangalore
7884The average man-day is eight hours. Therefore, two man-days equal sixteen hours. Suppose, your company has a hundred employees, then you need to achieve the training target of (100 x 16 =) 1,600 hours. To decide the manpower count, take the average of the manpower count on the first and the last day of the financial year.
Have you maintained training records to prove that you have met the target? In any case, my above reply answers your query. But I wish to go beyond your query.
This method of assigning the number of hours of training and proving that the target is met is bureaucratic and outdated. It would have suited in good old days of personnel management but not the HR management of the 21st century. Conducting training itself should not be the goal; measuring what is achieved out of the training should be to goal. I have expressed my scepticism about assigning the number of hours of training per employee per year in the past threads. You may refer to my following replies:
https://www.citehr.com/showpost.php?p=2033164&postcount=4
https://www.citehr.com/showpost.php?p=2415117&postcount=2
https://www.citehr.com/showpost.php?p=2451364&postcount=3
https://www.citehr.com/showpost.php?p=2228047&postcount=2
Please go through my replies and come back with your views.
Thanks,
Dinesh Divekar
From India, Bangalore
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