Request all inputs on the minimum number of days that an employee should undergo some kind of training. Ours is a financial services firm. I know it depends on the kind of business, etc., however, I just wanted to know what is the practice across the service sector.
From India, New Delhi
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From India, New Delhi
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Dear Anuradha,
You've asked a very important question. You should take comfort from knowing that even the largest of organizations struggle to answer it. Not because it's difficult to answer (in an ideal world), but because the real answer has many competing demands.
In my experience - both as a senior leader and now as a training organization - differentiate between 2 critical training types. These will be:
1. Core competency - Technical Skills Training (in your case - financial services related); and
2. Core competency - Non-Technical Skills Training (usually referred to as Soft Skills and includes Leadership training, etc.)
To add more complexity, you can declare certain training as mandatory each quarter, half-yearly, or annually. Other training can be termed 'desirable' but not mandatory. Once you do this, then you narrow your focus on first getting your people through their mandatory training. This makes your job of deciding 'how much training' a lot easier.
Figure out what group of people will need what quantum of which training. Once you've done that, allocate their training requirement in hours. Never allocate training in days. It's a very misleading measure and will throw your ROI calculations into a tailspin.
To help you, most Professional Bodies from the Financial Services such as the Institute of Insurance Providers, Institute of Chartered Accountants, The CPA Institute, etc., have determined that their membership must undergo a certain minimum hours each year. And, this number varies between 30 to 50 hours per year.
I hope my answer helped you somewhat. I have tried to present a critical exercise very simplistically.
If you need an in-depth analysis and a true representation, just ring or email me, and we will take it from there.
Kind regards,
From India, Gurgaon
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95You've asked a very important question. You should take comfort from knowing that even the largest of organizations struggle to answer it. Not because it's difficult to answer (in an ideal world), but because the real answer has many competing demands.
In my experience - both as a senior leader and now as a training organization - differentiate between 2 critical training types. These will be:
1. Core competency - Technical Skills Training (in your case - financial services related); and
2. Core competency - Non-Technical Skills Training (usually referred to as Soft Skills and includes Leadership training, etc.)
To add more complexity, you can declare certain training as mandatory each quarter, half-yearly, or annually. Other training can be termed 'desirable' but not mandatory. Once you do this, then you narrow your focus on first getting your people through their mandatory training. This makes your job of deciding 'how much training' a lot easier.
Figure out what group of people will need what quantum of which training. Once you've done that, allocate their training requirement in hours. Never allocate training in days. It's a very misleading measure and will throw your ROI calculations into a tailspin.
To help you, most Professional Bodies from the Financial Services such as the Institute of Insurance Providers, Institute of Chartered Accountants, The CPA Institute, etc., have determined that their membership must undergo a certain minimum hours each year. And, this number varies between 30 to 50 hours per year.
I hope my answer helped you somewhat. I have tried to present a critical exercise very simplistically.
If you need an in-depth analysis and a true representation, just ring or email me, and we will take it from there.
Kind regards,
From India, Gurgaon
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Hi Gaurav,
That was really helpful. I will surely be keen on discussing this further. In the meantime, can I get an idea of the cost for, let's say, a 20-member training on communication/presentation skills? The venue could be ours.
From India, New Delhi
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That was really helpful. I will surely be keen on discussing this further. In the meantime, can I get an idea of the cost for, let's say, a 20-member training on communication/presentation skills? The venue could be ours.
From India, New Delhi
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Dear Anuradha,
The number of hours of training required by an organization actually depends on the current skill and knowledge level of the human capital.
I also agree with the views expressed by Mr. Gaurav Sareen above.
Additionally, you need to evaluate the needs of each employee separately and then decide on the kind of training to be given to them.
It should not be a routine for HR to achieve their target of imparting certain training hours. It should be done seriously so that both the people and the organization benefit from the investment.
If you wish to avail the services of professional trainers, our team of seasoned trainers would be pleased to help you with customized training modules.
Please feel free to contact us or share your contact details so that we can touch base and discuss this further.
Thanks,
Kind Regards,
Avika Kapoor
Assistant General Manager - Business Development
E-174, Kalkaji, New Delhi-110019
7503110322
Website: Kapgrow
From India, New Delhi
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The number of hours of training required by an organization actually depends on the current skill and knowledge level of the human capital.
I also agree with the views expressed by Mr. Gaurav Sareen above.
Additionally, you need to evaluate the needs of each employee separately and then decide on the kind of training to be given to them.
It should not be a routine for HR to achieve their target of imparting certain training hours. It should be done seriously so that both the people and the organization benefit from the investment.
If you wish to avail the services of professional trainers, our team of seasoned trainers would be pleased to help you with customized training modules.
Please feel free to contact us or share your contact details so that we can touch base and discuss this further.
Thanks,
Kind Regards,
Avika Kapoor
Assistant General Manager - Business Development
E-174, Kalkaji, New Delhi-110019
7503110322
Website: Kapgrow
From India, New Delhi
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Hello Anuradha,
Thank you for your reply. I am glad that my answer was of benefit to you. Also, I second Avika's suggestions. In fact, she stated critical points that I had missed out on.
Also, thank you for inquiring about the communication and presentation skills training. If it's okay with you, I'd rather have that discussion with you over email or phone. So, if it's okay with you, please drop me an email at gaurav@trainingstudio.in or ring me at 0 8800 666 770. It will be a delight to speak with you, Anuradha!
Take care,
Kind regards,
From India, Gurgaon
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Thank you for your reply. I am glad that my answer was of benefit to you. Also, I second Avika's suggestions. In fact, she stated critical points that I had missed out on.
Also, thank you for inquiring about the communication and presentation skills training. If it's okay with you, I'd rather have that discussion with you over email or phone. So, if it's okay with you, please drop me an email at gaurav@trainingstudio.in or ring me at 0 8800 666 770. It will be a delight to speak with you, Anuradha!
Take care,
Kind regards,
From India, Gurgaon
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Dear most of G.Ms think that training is a very minor and not important to an extent. Throughout my work experience, I learned that you should involve departmental managers in this task. They will show you their subordinates' gaps, therefore, you can make your training needs analysis. Eventually, a training plan could be made. As per the above answers, do not calculate or rate in days. Performance evaluation forms might help you better to maintain this.
Thank you,
Mahdi
From Sudan
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Thank you,
Mahdi
From Sudan
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our company is also an environment enggineering compay,pls any help me how do i analyse need of training program.
From India, Nagpur
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From India, Nagpur
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for It industry what is the average number of seminars and certifications that are usually seen in the industry.
From India, Delhi
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From India, Delhi
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How should we deal with training/conferences/seminars that senior management attends? We do not sponsor any of these as of now; they pay for their own. However, some of them attend such seminars on a very frequent basis. How should we deal with such absences from work? On one hand, they are upgrading themselves, and this indirectly has a positive impact on the company. On the other hand, though they manage their own work by extending hours and staying in touch with their team, as team heads, their physical absence cannot be ignored. How do you all handle this?
From India, New Delhi
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From India, New Delhi
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Hello Anuradha,
Good to see you back on CiteHR. Not sure whether you've read my last message. It was in response to your query regarding the cost of 20 Managers' training. Once again, please drop me an email at
, and we'll take it from there.
In relation to your last post about attendance at training seminars and the resulting physical absence from the workplace, there are several options, as you too would no doubt be aware. Mentioning them here would be a bit superfluous. Instead, why don't we exchange ideas on this via email.
Look forward to hearing from you.
Kind regards,
From India, Gurgaon
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Good to see you back on CiteHR. Not sure whether you've read my last message. It was in response to your query regarding the cost of 20 Managers' training. Once again, please drop me an email at
In relation to your last post about attendance at training seminars and the resulting physical absence from the workplace, there are several options, as you too would no doubt be aware. Mentioning them here would be a bit superfluous. Instead, why don't we exchange ideas on this via email.
Look forward to hearing from you.
Kind regards,
From India, Gurgaon
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