Re: Communication skill development_grammar part
U must start with yr back ground, as brief as possible, in context with the topic u r gng to talk about. U must focus on the possible outcomes of the seminar or the result part participants are gng to get out of the seminar/ppt so that their attention can be drawn.
Go without any stresses...just enjoy it so that audience can feel the energy and flow of this...
pankaj
From India, Ghaziabad
3U must start with yr back ground, as brief as possible, in context with the topic u r gng to talk about. U must focus on the possible outcomes of the seminar or the result part participants are gng to get out of the seminar/ppt so that their attention can be drawn.
Go without any stresses...just enjoy it so that audience can feel the energy and flow of this...
pankaj
From India, Ghaziabad
Dear Anisha,
Train can beprovided to deal with present problemz(to enhance KSA as required) or for future needs (introducin a new software in the organization)
It depends on organization type.
If you are into education then the training has to be more basic because the training syllaby is already designed but if you are into more practical organization then first of all you have to conduct training need analysis .the simplest way to do that is by getin in touch wth the departmental heads and knowin the present and past issues related to employees in the organization you can also check previous records as in for which related areas training was provided to the people. you can also check the training needs by auditin if your organization allows you to do that.
once you are clear about the problematic area then you have to judge whether training can be provided to solve the problem or not becauz there can be both trainin and non -trainin needs for the problem.
Once you come to know that there are trainin needs to sought out the problem define the problem and the objective of your training that what objective you want to fullfil after conductin the training in par with the organization policies . try also to set learning needs which will give brief to the traineez that what they will learn from the trainin.
Now try to develope contents related to the objective3 of the training and the problem .If you are matter expert you can develope contents from your side only because you have the knowledge but if you are not matter expert then take help of inernet,journals books most important SOP'S of the organization. Try to put in some visual effects andc pictures to make it more interestin.
once you have developed the contents try to consult the departmental heads for the relevance of contents.
when it is approved decide the venue for training and the trainer.
get ready with the handouts for trainees if any.
get approval from the management and decide further thinz on the basis of the time and organizationz trainin budget.
decidin the time for trainin payz crucial role as in there are two possible ways eithr the time for training can be after the shift of the trainees or on there off dayz this you have to decide as per your organisation policy.
conduct the training and try to make it more interactive by askin questiuons which are more relevant related to the organizatioin or job profile.
evaluation of trainin has two phases durin and post evaluation.
judge the trainin relevance durin trainin that howz the training goin and how much are the trainz understanin you will come to know bout that by there participation.
Post eve3luation will happen after trainin to judge the effectivenz and impact of trainin this you can do by judin trainz on basis of questionnaire.
Remember:
TNA is the most crucial step because it helpz you to identify training need if it will go wron all trainin will be uselez.
Try to set the module in par with the organizationz policies,procedures,budget and most important SOPz.
So thanz Anisha this was somthin which i can gather in a short span of time for you.
enjoy takecare cya.
From India, Delhi
Train can beprovided to deal with present problemz(to enhance KSA as required) or for future needs (introducin a new software in the organization)
It depends on organization type.
If you are into education then the training has to be more basic because the training syllaby is already designed but if you are into more practical organization then first of all you have to conduct training need analysis .the simplest way to do that is by getin in touch wth the departmental heads and knowin the present and past issues related to employees in the organization you can also check previous records as in for which related areas training was provided to the people. you can also check the training needs by auditin if your organization allows you to do that.
once you are clear about the problematic area then you have to judge whether training can be provided to solve the problem or not becauz there can be both trainin and non -trainin needs for the problem.
Once you come to know that there are trainin needs to sought out the problem define the problem and the objective of your training that what objective you want to fullfil after conductin the training in par with the organization policies . try also to set learning needs which will give brief to the traineez that what they will learn from the trainin.
Now try to develope contents related to the objective3 of the training and the problem .If you are matter expert you can develope contents from your side only because you have the knowledge but if you are not matter expert then take help of inernet,journals books most important SOP'S of the organization. Try to put in some visual effects andc pictures to make it more interestin.
once you have developed the contents try to consult the departmental heads for the relevance of contents.
when it is approved decide the venue for training and the trainer.
get ready with the handouts for trainees if any.
get approval from the management and decide further thinz on the basis of the time and organizationz trainin budget.
decidin the time for trainin payz crucial role as in there are two possible ways eithr the time for training can be after the shift of the trainees or on there off dayz this you have to decide as per your organisation policy.
conduct the training and try to make it more interactive by askin questiuons which are more relevant related to the organizatioin or job profile.
evaluation of trainin has two phases durin and post evaluation.
judge the trainin relevance durin trainin that howz the training goin and how much are the trainz understanin you will come to know bout that by there participation.
Post eve3luation will happen after trainin to judge the effectivenz and impact of trainin this you can do by judin trainz on basis of questionnaire.
Remember:
TNA is the most crucial step because it helpz you to identify training need if it will go wron all trainin will be uselez.
Try to set the module in par with the organizationz policies,procedures,budget and most important SOPz.
So thanz Anisha this was somthin which i can gather in a short span of time for you.
enjoy takecare cya.
From India, Delhi
Dear Ms.Singh,
Greetings of the day!!
Thanks for getting in trainin because now through u people will learn to act and behave good in thr livz.
There are basically two types of traininz technical(related to operations) and non technical(related to non-operational fiels).
So first you need to do audits in departments to check the operations in line with ur organisation standards or consult HOD's wherein the department people are lackin.Through this you can get the operational topics or other way is if you have just joined in just go on for SOP training for employees of thr respective departments this will help freshers also to know company standards and for old and workin in employees it will be as a refresher training.
Rest non-technical training related to customer services,behavioural,soft skills and communication will be good to be conducted regularly.
Now this technical and non-technical will help you to plan your organizations monthly training calendar.
There is one more go for training either the training can be planned also called in recognized(the ways I mentioned to idetify both technical and non-technical training).
Second training can be un-planned or requested, topic for which won't be decided or known before which is infact requested at sudden due to some major faults,change in standards or products,emergency,request etc.
Ya so thanks thatz all hope god and your company people will help you on.
Regards,
Gautam Anand.
Non
From India, Delhi
Greetings of the day!!
Thanks for getting in trainin because now through u people will learn to act and behave good in thr livz.
There are basically two types of traininz technical(related to operations) and non technical(related to non-operational fiels).
So first you need to do audits in departments to check the operations in line with ur organisation standards or consult HOD's wherein the department people are lackin.Through this you can get the operational topics or other way is if you have just joined in just go on for SOP training for employees of thr respective departments this will help freshers also to know company standards and for old and workin in employees it will be as a refresher training.
Rest non-technical training related to customer services,behavioural,soft skills and communication will be good to be conducted regularly.
Now this technical and non-technical will help you to plan your organizations monthly training calendar.
There is one more go for training either the training can be planned also called in recognized(the ways I mentioned to idetify both technical and non-technical training).
Second training can be un-planned or requested, topic for which won't be decided or known before which is infact requested at sudden due to some major faults,change in standards or products,emergency,request etc.
Ya so thanks thatz all hope god and your company people will help you on.
Regards,
Gautam Anand.
Non
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.
GUIDELINES TO START NEW PRIVATE INDUSTRIAL TRAINING CENTRES IN AUGUST 2013 SESSION.pdf
How to start factory in pondicherry 1.doc
SPECIAL HIGH INTENSITY TRAINING (S.H.I.T).gif