Hi all, Please provide valuable assistance, What's the correct, effective & productive strategy for arranging all types of training for workers? which required for manufacturing industry? if production workers are around 1000.
Thanks
From India, Gurgaon
Thanks
From India, Gurgaon
Hi Ashish,
1. You require a collaborative platform for various stakeholders to perform training need collection and collation, training plan, creation and launch of training calendar, inviting nominations, finalization of participants , tracking training participation, score, competency improvements, feedback collection, monitor effectiveness etc. without spending hours towards documentation.
2. You need to ensure that right people to attend right course at right time by facilitating quick and 3 dimensional training need identification, i.e. needs by self, by manager and recommendation by human resource or training representative.
3. It is critical to map knowledge, skills and competencies with courses and to track improvement, post training. This in turn helps the business to consider training as an investment towards better performance.
4. Ready to use processed employee training information helps business heads to arrive at critical workforce inferences and of course to improve business decisions
If you are on the look out of systematic approach for Training Administration equipped with self service revert to me with your contact particulars. I can recommend an excellent Training Administration Software for your organization
From India, Bangalore
1921. You require a collaborative platform for various stakeholders to perform training need collection and collation, training plan, creation and launch of training calendar, inviting nominations, finalization of participants , tracking training participation, score, competency improvements, feedback collection, monitor effectiveness etc. without spending hours towards documentation.
2. You need to ensure that right people to attend right course at right time by facilitating quick and 3 dimensional training need identification, i.e. needs by self, by manager and recommendation by human resource or training representative.
3. It is critical to map knowledge, skills and competencies with courses and to track improvement, post training. This in turn helps the business to consider training as an investment towards better performance.
4. Ready to use processed employee training information helps business heads to arrive at critical workforce inferences and of course to improve business decisions
If you are on the look out of systematic approach for Training Administration equipped with self service revert to me with your contact particulars. I can recommend an excellent Training Administration Software for your organization
From India, Bangalore
Hi Ashish,
There are two aspects that training, learning and engagement are associated with.
1) Strategic: This is to look at the entire process and look at the metrics that are important: Competency, Duration and Expected levels of improvement. This has to then get expanded into a training plan, with different forms of measurement that give you a feel for how the whole process is getting managed.
2) On Ground: This is the actual imparting of the training and the delivery where you will probably decide on the course ware and content that is useful and relevant. Also, a decision on who the potential partners might be basis their strengths.
We as an organization have created an engagement product that allows for soft skills training at INR 20 for a 1000 man workforce, where you have complete control and ability to drive initiatives on your own in premises and at your convenience.
You can reach me on
for more details.
Warm Regards,
Pratvii
From India, Bangalore
There are two aspects that training, learning and engagement are associated with.
1) Strategic: This is to look at the entire process and look at the metrics that are important: Competency, Duration and Expected levels of improvement. This has to then get expanded into a training plan, with different forms of measurement that give you a feel for how the whole process is getting managed.
2) On Ground: This is the actual imparting of the training and the delivery where you will probably decide on the course ware and content that is useful and relevant. Also, a decision on who the potential partners might be basis their strengths.
We as an organization have created an engagement product that allows for soft skills training at INR 20 for a 1000 man workforce, where you have complete control and ability to drive initiatives on your own in premises and at your convenience.
You can reach me on
Warm Regards,
Pratvii
From India, Bangalore
Hi Ashish
Greeting from IIIT.
IIIT is a training division of In volute automation, who is a pioneer in providing automation solutions to automotive industries.
IIIT has necessary infrastructure, training kits, faculty and expertise to train people with 10th, 12th and IIIT passed qualification and make them factory ready in 30days in the following streams:
1. CNC machining
2. Maintenance (Electrical, Pneumatic s, Hydraulics, PLC)
3. Assembly Fitting
During the training we provide accommodation and food facilities to the candidates.
We also have capabilities to provide skill upgrade programs for the existing employees in the above streams.
We sourced, trained and deployed our trainees in renowned companies in Chennai, Pune, Aurangabad and Hyderabad.
[B]We conduct Skill up gradation in the above streams as well[/B]
feel free to contact
AJRAO
08978026304
From India, Pune
Greeting from IIIT.
IIIT is a training division of In volute automation, who is a pioneer in providing automation solutions to automotive industries.
IIIT has necessary infrastructure, training kits, faculty and expertise to train people with 10th, 12th and IIIT passed qualification and make them factory ready in 30days in the following streams:
1. CNC machining
2. Maintenance (Electrical, Pneumatic s, Hydraulics, PLC)
3. Assembly Fitting
During the training we provide accommodation and food facilities to the candidates.
We also have capabilities to provide skill upgrade programs for the existing employees in the above streams.
We sourced, trained and deployed our trainees in renowned companies in Chennai, Pune, Aurangabad and Hyderabad.
[B]We conduct Skill up gradation in the above streams as well[/B]
feel free to contact
AJRAO
08978026304
From India, Pune
Please decide on the following aspects before you engage any trainer/ training agencies for your workers:
(a) What is the expected outcome of training for each class/ category of worker?
(b) Can this outcome be quantified & is it measurable?
(c) What is the existing measurable outcome of each employee without training?
(d) If the focus is on team/ Group performance, what is the current output of each team/ group & how is that measured?
(e) Is the output of one team/ group dependent on that of others? Define these linkages.
(f) What are your budgets for training per employee?
(g) How many workers from one class/ category or from one Team/ Group can be spared for training at one time without affecting production?
(h) Should the Supervisor not be a part of the group of workers undergoing one training capsule?
May be you can add a few more questions as per their relevance to your type of business.
This is the basis on which you can discuss & plan. After all, your trainer needs to know your quantifiable & measurable expectations and should deliver the same. Otherwise, training shall remain to be one of the activities that an HR department is meant to organizes. For HR to be an effective partner in business, some home work is necessary before they establish contact with the training agencies. Any expenditure on training must aim at achieving quantifiable outcomes.
From India, Delhi
(a) What is the expected outcome of training for each class/ category of worker?
(b) Can this outcome be quantified & is it measurable?
(c) What is the existing measurable outcome of each employee without training?
(d) If the focus is on team/ Group performance, what is the current output of each team/ group & how is that measured?
(e) Is the output of one team/ group dependent on that of others? Define these linkages.
(f) What are your budgets for training per employee?
(g) How many workers from one class/ category or from one Team/ Group can be spared for training at one time without affecting production?
(h) Should the Supervisor not be a part of the group of workers undergoing one training capsule?
May be you can add a few more questions as per their relevance to your type of business.
This is the basis on which you can discuss & plan. After all, your trainer needs to know your quantifiable & measurable expectations and should deliver the same. Otherwise, training shall remain to be one of the activities that an HR department is meant to organizes. For HR to be an effective partner in business, some home work is necessary before they establish contact with the training agencies. Any expenditure on training must aim at achieving quantifiable outcomes.
From India, Delhi
Hi Ashish,
First you prepare a base work sheet in an xl sheet covering the following:
* what kind of training required ( this should be specified by the HOD in respect of the employees) ( if different type of training you will have to prepare according to this category of the training)
* At a time How many people you should take for training ( ofcourse you cannot put all 1000 people under a training together)
*Who are all the experts you are calling with cometitive rates ( if you are calling from outside you will have to pay some honorary amount and also fa gift to him / them)
* what is the duration of the training ( whether it is for 2 hours / 4 hours or one day training )
* If it is for a full day training, whether you / company are going to provide coffee / tea / lunch / and snacks in between the training ? ( if not for employees you will have to provide the Trainer)
* If the Trainer from in-house you need not worry about the honorary amount. ( this you should decide with the HODs.)
* How long this training continues and you will have map it with date and timings and also decided participants well in advance.
* After preparation you will have to intimate to the concerned Dept. that you are taking those employees for training on so so and date.
* If any objection from the concerned HODs for one or two employees ( due their emergency work on such dates) you will have adjust their dates accordingly.
* After the training on each day you will have to give the feed back papers to each and every employee and ask him to write about their learning from the training and also the quality of the training in which they spent their valuable time.
After preparing this what is the financial impacts about the training/s for which you will have to take prior approval from the financial approval after the CEOs approval or HODs approval. ( this you should take in advance since Finance has to provide some funds towards training on such dates.)
These are all the basic job you will have to do well in advance and go ahead...
all the best...
- thanks - venkat - bangalore
From India, Bangalore
First you prepare a base work sheet in an xl sheet covering the following:
* what kind of training required ( this should be specified by the HOD in respect of the employees) ( if different type of training you will have to prepare according to this category of the training)
* At a time How many people you should take for training ( ofcourse you cannot put all 1000 people under a training together)
*Who are all the experts you are calling with cometitive rates ( if you are calling from outside you will have to pay some honorary amount and also fa gift to him / them)
* what is the duration of the training ( whether it is for 2 hours / 4 hours or one day training )
* If it is for a full day training, whether you / company are going to provide coffee / tea / lunch / and snacks in between the training ? ( if not for employees you will have to provide the Trainer)
* If the Trainer from in-house you need not worry about the honorary amount. ( this you should decide with the HODs.)
* How long this training continues and you will have map it with date and timings and also decided participants well in advance.
* After preparation you will have to intimate to the concerned Dept. that you are taking those employees for training on so so and date.
* If any objection from the concerned HODs for one or two employees ( due their emergency work on such dates) you will have adjust their dates accordingly.
* After the training on each day you will have to give the feed back papers to each and every employee and ask him to write about their learning from the training and also the quality of the training in which they spent their valuable time.
After preparing this what is the financial impacts about the training/s for which you will have to take prior approval from the financial approval after the CEOs approval or HODs approval. ( this you should take in advance since Finance has to provide some funds towards training on such dates.)
These are all the basic job you will have to do well in advance and go ahead...
all the best...
- thanks - venkat - bangalore
From India, Bangalore
Hi Ashish,
Trainings are of two types
1. Behavioral training
2. Technical training
Firstly you collect the trainng needs identification against each employee for both the trainings, behavioral trainings are also important for personality development of employee/workers,
you have to collect the training needs identification from HOD, who is nearest to him & supervise the workers, because nearest person knows about person strength & weaknesses.
when you have collect all training identifications of each employee, then you make a groups of emloyees who falling on same subject of training, make a group of 20-25 workers, if the topics aor subjects are of large nos. then u make a pool of subjects & make a title of it, those workers are not nominated for that programme they also get opportunity to get exposure of other work area.
some workers known well about his specialisation work which they are already doing, you can give training to him of other work area or cross functioning training.
Identify the Internal Faculties of Manager and above position and make a schedules of training as per training contents As per title of training Programme send a mail to respective HOD's with contents of th title for make a module/presentations for serve the training, If in the pool there are more no. of contents then take 2 day programme otherwise make a plan for 1 day training.
Then make a Training Calendar as per your training target for ready reference.
Try to give behavioral training from external Faculties
Thanks
Ankit Malhotra
From India, Agra
Trainings are of two types
1. Behavioral training
2. Technical training
Firstly you collect the trainng needs identification against each employee for both the trainings, behavioral trainings are also important for personality development of employee/workers,
you have to collect the training needs identification from HOD, who is nearest to him & supervise the workers, because nearest person knows about person strength & weaknesses.
when you have collect all training identifications of each employee, then you make a groups of emloyees who falling on same subject of training, make a group of 20-25 workers, if the topics aor subjects are of large nos. then u make a pool of subjects & make a title of it, those workers are not nominated for that programme they also get opportunity to get exposure of other work area.
some workers known well about his specialisation work which they are already doing, you can give training to him of other work area or cross functioning training.
Identify the Internal Faculties of Manager and above position and make a schedules of training as per training contents As per title of training Programme send a mail to respective HOD's with contents of th title for make a module/presentations for serve the training, If in the pool there are more no. of contents then take 2 day programme otherwise make a plan for 1 day training.
Then make a Training Calendar as per your training target for ready reference.
Try to give behavioral training from external Faculties
Thanks
Ankit Malhotra
From India, Agra
In my opinion, the best vehicle to quickly train 1000 workers and get them to same excellent level at least cost is e-Learning. I can help create e-Learning certification courses for you if you so wish.
Saravjit Singh
From India, Chandigarh
Saravjit Singh
From India, Chandigarh
First Aid Training Fire Fighting Training Mock Drill Electrical Hazardous Mock Drill Safety Training 5s Team building Regards, S B Ramesh
From India, Madras
From India, Madras
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