Dear friends,
I am new to HR and I have been asked for the following:
Come up with a plan to ensure there is a training plan for each employee in the organization.
Just to let you know there are more than 3000 employee in our organization.
So if there are any ideas, materials to help me with this project. I would really appreciate it.
Thanks
From Saudi Arabia, Riyadh
I am new to HR and I have been asked for the following:
Come up with a plan to ensure there is a training plan for each employee in the organization.
Just to let you know there are more than 3000 employee in our organization.
So if there are any ideas, materials to help me with this project. I would really appreciate it.
Thanks
From Saudi Arabia, Riyadh
Dear friend,
If you are new to HR and if you have been told to come up with a plan to train all the 3,000 employees then the person who has told you this appears to be new to management science itself! Probably he/she does not know what to delegate and what not to delegate.
Training is not a job of some simpleton. Training 3,000 employees would require massive efforts. Even a seasoned training manager also will take lot of time in framing such a plan.
Anyway let me not disappoint you. What you need to recommend first is to have a proper training department headed by VP (Training). Let him/her be supported by GM Training (Technical) and GM Training (Non-technical). Further let each one be supported by Training Managers who will conduct in-house training or manage the external vendors.
Lastly, to assess the effectiveness of training how much manpower will require can be estimated only after knowing your actual requirements.
By the way, what budgetary provision that person has done who has told you to come up with plan of training of 3,000 employees? Is he for real or while sitting in ivory tower just building castles?
DVD
From India, Bangalore
7884If you are new to HR and if you have been told to come up with a plan to train all the 3,000 employees then the person who has told you this appears to be new to management science itself! Probably he/she does not know what to delegate and what not to delegate.
Training is not a job of some simpleton. Training 3,000 employees would require massive efforts. Even a seasoned training manager also will take lot of time in framing such a plan.
Anyway let me not disappoint you. What you need to recommend first is to have a proper training department headed by VP (Training). Let him/her be supported by GM Training (Technical) and GM Training (Non-technical). Further let each one be supported by Training Managers who will conduct in-house training or manage the external vendors.
Lastly, to assess the effectiveness of training how much manpower will require can be estimated only after knowing your actual requirements.
By the way, what budgetary provision that person has done who has told you to come up with plan of training of 3,000 employees? Is he for real or while sitting in ivory tower just building castles?
DVD
From India, Bangalore
Hi
As per the description of your senior which you quoted, You have been given post training work. But, your work starts before the training manager comes into the picture. I agree with Dinesh, that training is not a simple work. I would also like to add that providing training may not be the solution everytime. Less of the companies understand this.
Anyways, for your job, you need to check with the HR department or your senior whether there is performance management system in the company. Does the company have competencies identified for each indivdiual. Training can be provided only if the competencies have been identified. Simply designing training programmes for each employees would be a waste of time, money and effort.
Devising a training plan for 3000 odd employees is not easy. So, first check whether the competencies are identified, verified and assessed. and after that you can carry on ur work. If the company have the competencies assessed, look at the previous data for the employees and see which area needs training. if the competencies have not been identified, then you have to do a "Training Needs Analysis" exercise.
Hope this will help u.
regards
Anuradha
MINDSHARE HR Consultancy Private Limited
From India, Delhi
As per the description of your senior which you quoted, You have been given post training work. But, your work starts before the training manager comes into the picture. I agree with Dinesh, that training is not a simple work. I would also like to add that providing training may not be the solution everytime. Less of the companies understand this.
Anyways, for your job, you need to check with the HR department or your senior whether there is performance management system in the company. Does the company have competencies identified for each indivdiual. Training can be provided only if the competencies have been identified. Simply designing training programmes for each employees would be a waste of time, money and effort.
Devising a training plan for 3000 odd employees is not easy. So, first check whether the competencies are identified, verified and assessed. and after that you can carry on ur work. If the company have the competencies assessed, look at the previous data for the employees and see which area needs training. if the competencies have not been identified, then you have to do a "Training Needs Analysis" exercise.
Hope this will help u.
regards
Anuradha
MINDSHARE HR Consultancy Private Limited
From India, Delhi
I have been appealing to bloggers at CiteHr to post complete details at the outset, when raising questions. I read this post early in the morning (UK time) and did not think it was worth responding. It appeared to me that the initiator of the thread was "groping in the dark", as there was no indication of the type (technical, managerial, safety, etc) of training that was being sought nor the organisational support that exists.
In a manufacturing organisation (about 300 staff), that I worked for, there was a Training Manager working under Personnel Manager (The present HRM). Under him he had a number of trainers for straining shopfloor staff (Training Within Industry policy was there). For supervisory staff they used external trainers. Similarly, Industrial Engineers were sent out to the HQ or external courses to get training in Method and Time Studies, etc.
Hence, I find Dinesh Divekar's and Anuradha's views most appealing.
Finally, I suggest that you search the web. For example, searching for "how to set up a Training department" I found this http://trainingzone.co.uk <link updated to site home> at http://www.google.co.uk/#hl=en&sourc...5fa1389cdc9558
Have a nice day.
Simhan
A retired academic in the UK
From United Kingdom
In a manufacturing organisation (about 300 staff), that I worked for, there was a Training Manager working under Personnel Manager (The present HRM). Under him he had a number of trainers for straining shopfloor staff (Training Within Industry policy was there). For supervisory staff they used external trainers. Similarly, Industrial Engineers were sent out to the HQ or external courses to get training in Method and Time Studies, etc.
Hence, I find Dinesh Divekar's and Anuradha's views most appealing.
Finally, I suggest that you search the web. For example, searching for "how to set up a Training department" I found this http://trainingzone.co.uk <link updated to site home> at http://www.google.co.uk/#hl=en&sourc...5fa1389cdc9558
Have a nice day.
Simhan
A retired academic in the UK
From United Kingdom
hi
Wow..... yes actually both of dem are correct but i will tell u one thing. I am not a veteran T&D guy but still i have been given T&D profile in a good organization. We look at the world with the glasses we put on and i think my HR manager puts on OPTIMISM Glasses ...... I am a fresher ( well not technically as i have done projects as an asst trainer with one of the best trainer in India) and still i look after T&D and recruitment(and the best part is that my HR manager is my immediate supervisor)........ well i work hard and work late (0900hrs - 0000 hrs) but i get my job done ........ and i believe in delivering quality.
Dude just put in whatever u know and gather data from around be confident(and not over confident) in watever u do.... i think den u will be able to pull it together and dont worry about the falls u will take as those falls will hurt u a bit but lessons from those falls will become pillars of strengths in years to come ..........
ALL da best with wat u r doing
if u want ne help mail me on
PS: dis is just to make u understand dat nothing is impossible rest technical details will be mailed to u if u want.....
From India, Delhi
Wow..... yes actually both of dem are correct but i will tell u one thing. I am not a veteran T&D guy but still i have been given T&D profile in a good organization. We look at the world with the glasses we put on and i think my HR manager puts on OPTIMISM Glasses ...... I am a fresher ( well not technically as i have done projects as an asst trainer with one of the best trainer in India) and still i look after T&D and recruitment(and the best part is that my HR manager is my immediate supervisor)........ well i work hard and work late (0900hrs - 0000 hrs) but i get my job done ........ and i believe in delivering quality.
Dude just put in whatever u know and gather data from around be confident(and not over confident) in watever u do.... i think den u will be able to pull it together and dont worry about the falls u will take as those falls will hurt u a bit but lessons from those falls will become pillars of strengths in years to come ..........
ALL da best with wat u r doing
if u want ne help mail me on
PS: dis is just to make u understand dat nothing is impossible rest technical details will be mailed to u if u want.....
From India, Delhi
Hi,
I don't know if this may be of any help to you.
You can start by doing a training need analysis.
Enlist the help of the team leaders, prepare a list of questionnaire and narrow down the list to identify the training need. This will enable you to understand what is the need of the programme and address it accordingly.
From India, New Delhi
I don't know if this may be of any help to you.
You can start by doing a training need analysis.
Enlist the help of the team leaders, prepare a list of questionnaire and narrow down the list to identify the training need. This will enable you to understand what is the need of the programme and address it accordingly.
From India, New Delhi
Hi,
After reading all the answer I would like to suggest you to first of all make a plan for the training, you can prepare this on quarterly bases after discussing by the all head. And add Trainer name too in this list, than approved this list by the sr. Management and share the plan with the dept head at least 1 week in advance and ask for the participant who will attend this training. And arrange all the things related to Training like room, proper chair, refreshment, and you can add quiz Activity too, to make the training more excited. With this plan you can plan the training because every body can’t be entitled for attending all the training. So let’s done this part by team head. let them share the participants name . after conducting the training you can organize a test as suitable to you by another trainer .. any one can suggest for this
From India, Delhi
After reading all the answer I would like to suggest you to first of all make a plan for the training, you can prepare this on quarterly bases after discussing by the all head. And add Trainer name too in this list, than approved this list by the sr. Management and share the plan with the dept head at least 1 week in advance and ask for the participant who will attend this training. And arrange all the things related to Training like room, proper chair, refreshment, and you can add quiz Activity too, to make the training more excited. With this plan you can plan the training because every body can’t be entitled for attending all the training. So let’s done this part by team head. let them share the participants name . after conducting the training you can organize a test as suitable to you by another trainer .. any one can suggest for this
From India, Delhi
I Think you should take this as an opportunity to prove yourself in the field of HR. Nothing is impossible,may be tedious but nobody can stop anybody from starting an effort. First don't try to eat the whole things just try to break into pieces. Since the matter of 3000 employees first split them into small groups depending on their positions in the organization. As per their job requirement frame areas of training needs.Prepare systematic training calender. groom and prepared yourself for hefty schedule and then take the action.
From India, Mumbai
From India, Mumbai
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