have recently joined as Manager-HR in a poly bags Manufacturing industry.
As of now, there was no HR dept. in the company and now I am supposed to develop HR dept here. I am confused about how to design a Training calendar for employees as this company also has checklist like floor checklist, glass checklist. Safety and hygienic training ppt if any other gov records needed so give me details.
Kindly guide me. I hope, I am clear and waiting for your response.
From India, Raipur
As of now, there was no HR dept. in the company and now I am supposed to develop HR dept here. I am confused about how to design a Training calendar for employees as this company also has checklist like floor checklist, glass checklist. Safety and hygienic training ppt if any other gov records needed so give me details.
Kindly guide me. I hope, I am clear and waiting for your response.
From India, Raipur
Dear Rahul,
Employee training activities should translate into a higher level of performance. Therefore, try identifying the relationship between operational ratios and training activities. The aim of the training programmes should be to reduce:
a) Reduction in the consumption of resources
b) Reduction in turnaround time of some process
c) Reduction in the generation of scrap
d) Reduction of some cost like inventory carrying cost, inspection cost etc
e) Reduction in energy consumption
f) Number of suggestions generated before the engagement program and after the program
g) Improvement in Customer satisfaction
h) Reduction in Cost of Poor Quality (COPQ)
Of the above list, try identifying the most critical issues and conduct the training programme. On completion of the training, you should be able to measure the training effectiveness after a specific time period.
Please note that the HR professional's job does not end at designing the training calendar and conducting the training programmes but the target is to bring the change. Your boss could be more interested in the positive results of the training than the training calendar.
Training calendar also depends on the budget at hand. However, if you study the organisation's issues and aim at reducing the operational cost because of the training, getting budgetary approval should not be a problem. Many HR professionals approach their management without doing Cost-Benefit-Analysis (CBA) of the training programmes. Since HR is not clear about the estimated benefits, their proposals are shot down.
I have written several posts on this topic earlier. Click the following few links to refer to my past replies:
https://www.citehr.com/523786-traini...ml#post2222367
Thanks,
Dinesh Divekar
From India, Bangalore
7884Employee training activities should translate into a higher level of performance. Therefore, try identifying the relationship between operational ratios and training activities. The aim of the training programmes should be to reduce:
a) Reduction in the consumption of resources
b) Reduction in turnaround time of some process
c) Reduction in the generation of scrap
d) Reduction of some cost like inventory carrying cost, inspection cost etc
e) Reduction in energy consumption
f) Number of suggestions generated before the engagement program and after the program
g) Improvement in Customer satisfaction
h) Reduction in Cost of Poor Quality (COPQ)
Of the above list, try identifying the most critical issues and conduct the training programme. On completion of the training, you should be able to measure the training effectiveness after a specific time period.
Please note that the HR professional's job does not end at designing the training calendar and conducting the training programmes but the target is to bring the change. Your boss could be more interested in the positive results of the training than the training calendar.
Training calendar also depends on the budget at hand. However, if you study the organisation's issues and aim at reducing the operational cost because of the training, getting budgetary approval should not be a problem. Many HR professionals approach their management without doing Cost-Benefit-Analysis (CBA) of the training programmes. Since HR is not clear about the estimated benefits, their proposals are shot down.
I have written several posts on this topic earlier. Click the following few links to refer to my past replies:
https://www.citehr.com/523786-traini...ml#post2222367
Thanks,
Dinesh Divekar
From India, Bangalore
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