Hello,
I am Neha Kaushik, working as an HR executive in a software company. I have to organize some training programs in our company. Please help me out to prepare a training needs analysis and suggest a training program to be organized because our company has not conducted any training programs so far.
From India, Hyderabad
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1I am Neha Kaushik, working as an HR executive in a software company. I have to organize some training programs in our company. Please help me out to prepare a training needs analysis and suggest a training program to be organized because our company has not conducted any training programs so far.
From India, Hyderabad
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Hi All member, I am working in maintanance service partner of one manufacturing company & the same i need to organize so kindly request you people to provide us.
From India, Ahmadabad
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From India, Ahmadabad
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Hi Neha,
Training Needs Analysis is a very important step before providing training to employees. If your employee pool is vast, then you can carry out this analysis by creating an online survey form. It includes competency-based assessment, performance-based assessment, and their own opinions about training needs.
From India, Mumbai
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Training Needs Analysis is a very important step before providing training to employees. If your employee pool is vast, then you can carry out this analysis by creating an online survey form. It includes competency-based assessment, performance-based assessment, and their own opinions about training needs.
From India, Mumbai
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Hi Neha,
I am Vijay Laxmi Nayak from Bangalore. I think as an HR executive, you are well aware of the importance of a training program. You can divide training into two parts:
1. Training related to work: It involves process training and technical training mainly related to a specific domain.
2. Training related to culture: It involves training on soft skills, team bonding/teamwork, stress management, people management, etc., which will help employees develop their skills, benefiting both the employees and the organization.
For training analysis, it is essential. To analyze, you first need to determine what kind of training your employees require. To obtain the necessary data, you can engage with employees one-on-one. This method is highly beneficial.
The outcomes of the analysis should include:
1. Who requires the training?
2. What training is needed?
3. How much training is required?
Only then can you decide on the type of training to organize for your organization.
Regards,
Vijay Laxmi Nayak
From India, Bangalore
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I am Vijay Laxmi Nayak from Bangalore. I think as an HR executive, you are well aware of the importance of a training program. You can divide training into two parts:
1. Training related to work: It involves process training and technical training mainly related to a specific domain.
2. Training related to culture: It involves training on soft skills, team bonding/teamwork, stress management, people management, etc., which will help employees develop their skills, benefiting both the employees and the organization.
For training analysis, it is essential. To analyze, you first need to determine what kind of training your employees require. To obtain the necessary data, you can engage with employees one-on-one. This method is highly beneficial.
The outcomes of the analysis should include:
1. Who requires the training?
2. What training is needed?
3. How much training is required?
Only then can you decide on the type of training to organize for your organization.
Regards,
Vijay Laxmi Nayak
From India, Bangalore
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Dear Neha,
First and foremost, please understand the organization, its business, how it is done, the organization's values system, corporate objectives, vision, and mission statements, and try to arrive at some conclusion as to what kind of training is required. Then decide how you want the training programs to be organized - in-house or through some external agencies. Merely doing training for the sake of it does not make sense.
Cheers!!! Vasant Nair
From India, Mumbai
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First and foremost, please understand the organization, its business, how it is done, the organization's values system, corporate objectives, vision, and mission statements, and try to arrive at some conclusion as to what kind of training is required. Then decide how you want the training programs to be organized - in-house or through some external agencies. Merely doing training for the sake of it does not make sense.
Cheers!!! Vasant Nair
From India, Mumbai
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Intro to Employee Training & Development - PPT.ppt
Training and Development.doc