Dear Sir ,
i am looking after Training and Development Dept In a Automobile Parts Small Company
my One of the Recruitment authority ask me to how you can generate revenue to the company ...
i told by , training and development , by Motivation Training and Capacity Enhancement and etc.
so he wanted to majer the production ,sales and revenue and giving me 2-3 Month now how can i do this thing please suggest ?
From India, Bhopal
2i am looking after Training and Development Dept In a Automobile Parts Small Company
my One of the Recruitment authority ask me to how you can generate revenue to the company ...
i told by , training and development , by Motivation Training and Capacity Enhancement and etc.
so he wanted to majer the production ,sales and revenue and giving me 2-3 Month now how can i do this thing please suggest ?
From India, Bhopal
Dear friend,
Of course, you 've given a brief and apt answer and the questioner might be well aware of the answer. If you really want to translate the answer in terms of tangible results, better first identify the areas in every activity say inventory, production, sales and the like where deficiencies are noticed and then select the type of training and its modules befitting the purpose and effective trainers for the purpose. Whether the organization is small or large, the training imparted should simultaneously cover all the inter-related activities or departments to have a holistic effect.For example,. the effective handling of inventory depends upon the combined co-ordination of the Purchase Dept or the Materials Dept, Productiopn Dept and the Sales Dept. More than reqiured stocks of inventory in the form of raw materials or semi-finished products or finished products will certainly result in unnecessary locking-up of working capital. Therefore, the personnel of these departments should first be trained to develop a mind-set of interdependence and plan their activities in consultation with one another so as to keep the stock position, irrespective of their type, in optimal quantities. If the production dept encounters higher rate of rejection and re-working the supervisors or unit heads should be well-trained to identify the actual reasons such as defective raw-materials, insufficient maintenance and handling of machinery, lack of co-ordination among the various segments of the assembly line and the like. Even the conservancy staff have to be trained effectively to understand the importance of their job which plays a vital role in the upkeep of cleanliness and hygeine of the entire premises. Better form a Training Committee comprising of the heads of all departments.
From India, Salem
Of course, you 've given a brief and apt answer and the questioner might be well aware of the answer. If you really want to translate the answer in terms of tangible results, better first identify the areas in every activity say inventory, production, sales and the like where deficiencies are noticed and then select the type of training and its modules befitting the purpose and effective trainers for the purpose. Whether the organization is small or large, the training imparted should simultaneously cover all the inter-related activities or departments to have a holistic effect.For example,. the effective handling of inventory depends upon the combined co-ordination of the Purchase Dept or the Materials Dept, Productiopn Dept and the Sales Dept. More than reqiured stocks of inventory in the form of raw materials or semi-finished products or finished products will certainly result in unnecessary locking-up of working capital. Therefore, the personnel of these departments should first be trained to develop a mind-set of interdependence and plan their activities in consultation with one another so as to keep the stock position, irrespective of their type, in optimal quantities. If the production dept encounters higher rate of rejection and re-working the supervisors or unit heads should be well-trained to identify the actual reasons such as defective raw-materials, insufficient maintenance and handling of machinery, lack of co-ordination among the various segments of the assembly line and the like. Even the conservancy staff have to be trained effectively to understand the importance of their job which plays a vital role in the upkeep of cleanliness and hygeine of the entire premises. Better form a Training Committee comprising of the heads of all departments.
From India, Salem
Hi,
The inputs given by Additional Labour Commissioner are apt and in the right direction.
First an analysis of data needs to be done w.r.t. various departments. Then, Finance Dept. also should be involved for various Costing Activities.
Production and Assembly time should be worked out and converted to Cost of the production. Even cost of various functions should be taken into production.
Value addition to be worked out. This is a big process. However, a road map can be done in 2-3 months. All the employees should be educated on this, so training the employees is required in case of skill gaps, so that production time comes down. Their skill levels needs to be upgraded so that re-work and rejections are brought to the least. Many of the industries in Manufacturing have a 20-60% scrap generation which needs to be brought down, which also improves environment if implement to a 100% scrap free generating company.
First Management has to accept for such a study and give permission. Without the support of Management, it may be up-hill task. Since, in this case Management has asked for this, their support is understood to be given. There may be a lot of technical things, which needs to be understood by the HR.
Do it professionaly, you will get the answers. All the best!
Regards
Lot of brainstorming sessions and interactions with various department s are required to bring out
From India, Bangalore
The inputs given by Additional Labour Commissioner are apt and in the right direction.
First an analysis of data needs to be done w.r.t. various departments. Then, Finance Dept. also should be involved for various Costing Activities.
Production and Assembly time should be worked out and converted to Cost of the production. Even cost of various functions should be taken into production.
Value addition to be worked out. This is a big process. However, a road map can be done in 2-3 months. All the employees should be educated on this, so training the employees is required in case of skill gaps, so that production time comes down. Their skill levels needs to be upgraded so that re-work and rejections are brought to the least. Many of the industries in Manufacturing have a 20-60% scrap generation which needs to be brought down, which also improves environment if implement to a 100% scrap free generating company.
First Management has to accept for such a study and give permission. Without the support of Management, it may be up-hill task. Since, in this case Management has asked for this, their support is understood to be given. There may be a lot of technical things, which needs to be understood by the HR.
Do it professionaly, you will get the answers. All the best!
Regards
Lot of brainstorming sessions and interactions with various department s are required to bring out
From India, Bangalore
Identify performance bottlenecks , be that people, processes or workflow .Map ..performance improvement brought in by you through whatever steps you are taking .quantify qualitative business performance augmentation such as higher customer satisfaction through motivated teams / better employee morale , product , business flow quality etc and template that to your inputs ....bingo you got there .
From India, Surat
From India, Surat
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.
152120-very-use ful-hr-manageme nt-software-bui lt-excel-psa-hr -manager-mainta in-payrrol-exce l-soft.zip
Anand Kumar- HR Manager.doc