Hi,
I am working with reputed organisation as an Assistant Manager-HR I am looking Learning and development alone kindly guide me to improve the process. I am looking forward for futher improvement in the Training and Development process.
Ruchi
From India, Valsad
I am working with reputed organisation as an Assistant Manager-HR I am looking Learning and development alone kindly guide me to improve the process. I am looking forward for futher improvement in the Training and Development process.
Ruchi
From India, Valsad
this is nagarjuna working in t&d in a pharma industry my mail id is kandimalla.nagarjuna 9885403060 u can ask me regarding improving your activity / i will help you :-) regards , nagarjuna kandimalla
From India, Visakhapatnam
From India, Visakhapatnam
Hi i am HR Manager of a 3 Star Hotel and planning to have Performance Appraisal System in my Hotel for the first time .....kindly help me in preparing the whole module....
From India, Bhopal
From India, Bhopal
Dear Ms Ruchi
I am working as Training officer for the past 7 years in a medium size organization. If you are interested in improving I will tell you lot of ideas, . I ' ve given a list submit little in person. Why you have send an empty mail to introduce you and yourself.
I will mail forms. ok?
yours
k venugopal
09345964864
From India, Selam
2I am working as Training officer for the past 7 years in a medium size organization. If you are interested in improving I will tell you lot of ideas, . I ' ve given a list submit little in person. Why you have send an empty mail to introduce you and yourself.
I will mail forms. ok?
yours
k venugopal
09345964864
From India, Selam
Dear Ms Sujata
Please note that nowadays, there is no perf. appraisal system. Now competency mapping is being done and gaps are analysed and then training programmes are conducted to fill the gap.
Please First take each and every function and break the function into daily routine activities. What is your expectation in each activity to be tabled and actual performance to be entered daily for every function and for every employee. For example:
A. Housekeeping the kitchen:
Activities to perform:
1. All the utensils in its place... Target - 100% Actual...
2. All the utensils are neatly cleaned...Target -100% Actual...
3.Cleaning tools are in its position...Target -100% Actual...
4.Levels maintained for all the pockets / jars kept for grocery...Target-100% Actual...
5. Levels are maintained for all oil varieties... Target 100% Actual...
B. Next preparation for breakfast:
All utensil requirements are available at the table:
All the vegitables are on the table for cutting:
etc.etc.
Similar breakup of functions to be done as a table and maintained everyday. Employee absent %, non-availablity of resources %, customer satisfaction% etc. are apart from the indoor functions.
ok?
Please respond if it is not ok.
Thanks and regards,
k venugopal
09345964864
Erode
T
From India, Selam
Please note that nowadays, there is no perf. appraisal system. Now competency mapping is being done and gaps are analysed and then training programmes are conducted to fill the gap.
Please First take each and every function and break the function into daily routine activities. What is your expectation in each activity to be tabled and actual performance to be entered daily for every function and for every employee. For example:
A. Housekeeping the kitchen:
Activities to perform:
1. All the utensils in its place... Target - 100% Actual...
2. All the utensils are neatly cleaned...Target -100% Actual...
3.Cleaning tools are in its position...Target -100% Actual...
4.Levels maintained for all the pockets / jars kept for grocery...Target-100% Actual...
5. Levels are maintained for all oil varieties... Target 100% Actual...
B. Next preparation for breakfast:
All utensil requirements are available at the table:
All the vegitables are on the table for cutting:
etc.etc.
Similar breakup of functions to be done as a table and maintained everyday. Employee absent %, non-availablity of resources %, customer satisfaction% etc. are apart from the indoor functions.
ok?
Please respond if it is not ok.
Thanks and regards,
k venugopal
09345964864
Erode
T
From India, Selam
There is a ton of stuff here on CiteHR about training, process improvement and almost any other questions you might have.
Use the Research Box at the top of the page and all will be revealed.
Search FIRST Ask SECOND.
CiteHR is a fantastic resource and can help you immensely. Use it!
From Australia, Melbourne
Use the Research Box at the top of the page and all will be revealed.
Search FIRST Ask SECOND.
CiteHR is a fantastic resource and can help you immensely. Use it!
From Australia, Melbourne
Please find Training & Development Activity Flow Diagram designed by me: — Regards, Venkatesh.Noupada HRD T&D Team
From India, Vijayawada
From India, Vijayawada
Hi Ruchi,
John is very right, there's lot of stuff on CiteHr and searching further will provide you with great inputs. Just to add on to what's already there, here's an article that might be of some help to you:
Improving Corporate Learning and Development ROI « Mitchell Osak Online
Also, the quickest and a reliable way to find out where to hit and improve is to interview the stakeholders and ask for the top 2 or 3 concerns that they wish to be addressed. This will also help you in aligning the process improvements to the real business needs.
Bests!
M
From India, Gurgaon
John is very right, there's lot of stuff on CiteHr and searching further will provide you with great inputs. Just to add on to what's already there, here's an article that might be of some help to you:
Improving Corporate Learning and Development ROI « Mitchell Osak Online
Also, the quickest and a reliable way to find out where to hit and improve is to interview the stakeholders and ask for the top 2 or 3 concerns that they wish to be addressed. This will also help you in aligning the process improvements to the real business needs.
Bests!
M
From India, Gurgaon
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The Goal A process of ongoing improvement.pdf