dear all, i have to prepare training calender for one year.pl.hlp what ae the steps,how shud i go about it. regards rooma
From India, Lucknow
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1From India, Lucknow
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Hi Rooma, Are looking at making the training calender manually or are you looking at a software to help with this? Our sister concern has a semi-customizable software for the same. Regards Asawari
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Hello Rooma,
Constructing a training plan should start with a gap analysis – the gap between what skills your employees have and what they need to move the business forward. For the gap analysis, you could refer to a number of data sources. These include:
-training records
-company strategy and planning documents
-employee performance appraisals
-interviews with managers and supervisors
-interviews with employees
-production data
-quality data
-customer complaints
Once you have determined the gap, construct a plan that shows schedule, training participant numbers and cost. Working with your allocated budget, you will need to prioritize the training.
We categorize training needs into:
-induction for new recruits
-training required for the employee’s current job
-training for future career development
Generally speaking, your plan should cover:
-Management, leadership and supervision skills
-Soft skills such as communication and conflict resolution
-Environment, health and safety
-HR processes such as performance management
-Business skills such as strategy, planning and process improvement
-Technical line and staff skills such as telephone etiquette and inventory management
Also, look at what new recruits need to be proficient at soon after they join your organization.
An effective program will take all of these training requirements into consideration. This is just the bare bones, but I hope it helps. We have more information and tools at http://www.businessperform.com/html/...anagement.html
For training suppliers, you might also want to look at http://www.businessperform.com/links...suppliers.html for a list of local and international training directories. For example, Seminar Information Service is an international database of training providers.
Vicki Heath
Human Resources Software and Resources
http://www.businessperform.com
From Australia, Melbourne
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Constructing a training plan should start with a gap analysis – the gap between what skills your employees have and what they need to move the business forward. For the gap analysis, you could refer to a number of data sources. These include:
-training records
-company strategy and planning documents
-employee performance appraisals
-interviews with managers and supervisors
-interviews with employees
-production data
-quality data
-customer complaints
Once you have determined the gap, construct a plan that shows schedule, training participant numbers and cost. Working with your allocated budget, you will need to prioritize the training.
We categorize training needs into:
-induction for new recruits
-training required for the employee’s current job
-training for future career development
Generally speaking, your plan should cover:
-Management, leadership and supervision skills
-Soft skills such as communication and conflict resolution
-Environment, health and safety
-HR processes such as performance management
-Business skills such as strategy, planning and process improvement
-Technical line and staff skills such as telephone etiquette and inventory management
Also, look at what new recruits need to be proficient at soon after they join your organization.
An effective program will take all of these training requirements into consideration. This is just the bare bones, but I hope it helps. We have more information and tools at http://www.businessperform.com/html/...anagement.html
For training suppliers, you might also want to look at http://www.businessperform.com/links...suppliers.html for a list of local and international training directories. For example, Seminar Information Service is an international database of training providers.
Vicki Heath
Human Resources Software and Resources
http://www.businessperform.com
From Australia, Melbourne
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Hi,
Just to add a few more inputs you may like to consider:
- Consider drawing up a format for each employee based on the gap analysis/employee interview/appraisal of a Training Needs Assessment page. It can also be incorporated into the Appraisal format so that the training needs are captured and addressed as actions are taken.
- Segregate the training areas into skill training and attributes/competency training.
- Cluster the group of employees requiring similar or the same modules for scheduling on your calendar.
Thanks and regards,
S.D. Lahkar.
From India, Delhi
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Just to add a few more inputs you may like to consider:
- Consider drawing up a format for each employee based on the gap analysis/employee interview/appraisal of a Training Needs Assessment page. It can also be incorporated into the Appraisal format so that the training needs are captured and addressed as actions are taken.
- Segregate the training areas into skill training and attributes/competency training.
- Cluster the group of employees requiring similar or the same modules for scheduling on your calendar.
Thanks and regards,
S.D. Lahkar.
From India, Delhi
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