Hi all,
Please provide valuable assistance. What's the correct, effective, and productive strategy for arranging all types of training for workers required for the manufacturing industry, if production workers are around 1000?
Thanks.
From India, Gurgaon
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Please provide valuable assistance. What's the correct, effective, and productive strategy for arranging all types of training for workers required for the manufacturing industry, if production workers are around 1000?
Thanks.
From India, Gurgaon
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Hi Ashish,
You require a collaborative platform for various stakeholders to perform training needs collection and collation, training plan creation and launch of training calendar, inviting nominations, finalization of participants, tracking training participation, scores, competency improvements, feedback collection, and monitoring effectiveness, etc., without spending hours on documentation.
You need to ensure that the right people attend the right course at the right time by facilitating quick and three-dimensional training need identification, i.e., needs by self, by manager, and recommendations by human resources or training representatives.
It is critical to map knowledge, skills, and competencies with courses and to track improvement post-training. This, in turn, helps the business consider training as an investment towards better performance.
Ready-to-use processed employee training information helps business heads arrive at critical workforce inferences and, of course, improve business decisions.
If you are looking for a systematic approach for Training Administration equipped with self-service, revert to me with your contact particulars. I can recommend an excellent Training Administration Software for your organization.
From India, Bangalore
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206You require a collaborative platform for various stakeholders to perform training needs collection and collation, training plan creation and launch of training calendar, inviting nominations, finalization of participants, tracking training participation, scores, competency improvements, feedback collection, and monitoring effectiveness, etc., without spending hours on documentation.
You need to ensure that the right people attend the right course at the right time by facilitating quick and three-dimensional training need identification, i.e., needs by self, by manager, and recommendations by human resources or training representatives.
It is critical to map knowledge, skills, and competencies with courses and to track improvement post-training. This, in turn, helps the business consider training as an investment towards better performance.
Ready-to-use processed employee training information helps business heads arrive at critical workforce inferences and, of course, improve business decisions.
If you are looking for a systematic approach for Training Administration equipped with self-service, revert to me with your contact particulars. I can recommend an excellent Training Administration Software for your organization.
From India, Bangalore
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Hi Ashish,
There are two aspects that training, learning, and engagement are associated with:
1) Strategic: This involves looking at the entire process and considering important metrics such as Competency, Duration, and Expected levels of improvement. This information needs to be expanded into a training plan, incorporating various forms of measurement to gauge how well the process is being managed.
2) On Ground: This pertains to the actual delivery of the training, where decisions need to be made regarding the courseware and content that are both useful and relevant. Additionally, decisions about potential partners should be based on their strengths.
As an organization, we have developed an engagement product that enables soft skills training for a 1000-person workforce at INR 20 per person. This product provides complete control and the ability to drive initiatives independently on-site and at your convenience.
For more details, feel free to contact me at pratvii@4deg.in.
Warm Regards,
Pratvii
From India, Bangalore
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There are two aspects that training, learning, and engagement are associated with:
1) Strategic: This involves looking at the entire process and considering important metrics such as Competency, Duration, and Expected levels of improvement. This information needs to be expanded into a training plan, incorporating various forms of measurement to gauge how well the process is being managed.
2) On Ground: This pertains to the actual delivery of the training, where decisions need to be made regarding the courseware and content that are both useful and relevant. Additionally, decisions about potential partners should be based on their strengths.
As an organization, we have developed an engagement product that enables soft skills training for a 1000-person workforce at INR 20 per person. This product provides complete control and the ability to drive initiatives independently on-site and at your convenience.
For more details, feel free to contact me at pratvii@4deg.in.
Warm Regards,
Pratvii
From India, Bangalore
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Hi Ashish,
Greetings from IIIT. IIIT is a training division of Involute Automation, which is a pioneer in providing automation solutions to automotive industries. IIIT has the necessary infrastructure, training kits, faculty, and expertise to train individuals with qualifications of 10th, 12th, and IIIT passed, making them factory-ready in 30 days in the following streams:
1. CNC machining
2. Maintenance (Electrical, Pneumatics, Hydraulics, PLC)
3. Assembly Fitting
During the training, we provide accommodation and food facilities to the candidates. We also have the capability to offer skill upgrade programs for existing employees in the above streams. We have sourced, trained, and deployed our trainees in renowned companies in Chennai, Pune, Aurangabad, and Hyderabad. We also conduct skill upgrade programs in the above-mentioned streams.
Feel free to contact:
AJRAO
08978026304
From India, Pune
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Greetings from IIIT. IIIT is a training division of Involute Automation, which is a pioneer in providing automation solutions to automotive industries. IIIT has the necessary infrastructure, training kits, faculty, and expertise to train individuals with qualifications of 10th, 12th, and IIIT passed, making them factory-ready in 30 days in the following streams:
1. CNC machining
2. Maintenance (Electrical, Pneumatics, Hydraulics, PLC)
3. Assembly Fitting
During the training, we provide accommodation and food facilities to the candidates. We also have the capability to offer skill upgrade programs for existing employees in the above streams. We have sourced, trained, and deployed our trainees in renowned companies in Chennai, Pune, Aurangabad, and Hyderabad. We also conduct skill upgrade programs in the above-mentioned streams.
Feel free to contact:
AJRAO
08978026304
From India, Pune
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Please decide on the following aspects before you engage any trainer or training agencies for your workers:
(a) What is the expected outcome of training for each class or category of worker?
(b) Can this outcome be quantified and is it measurable?
(c) What is the existing measurable outcome of each employee without training?
(d) If the focus is on team or group performance, what is the current output of each team or group and how is that measured?
(e) Is the output of one team or group dependent on that of others? Define these linkages.
(f) What are your budgets for training per employee?
(g) How many workers from one class or category or from one team or group can be spared for training at one time without affecting production?
(h) Should the Supervisor not be a part of the group of workers undergoing one training capsule?
Maybe you can add a few more questions as per their relevance to your type of business.
This is the basis on which you can discuss and plan. After all, your trainer needs to know your quantifiable and measurable expectations and should deliver the same. Otherwise, training shall remain to be one of the activities that an HR department is meant to organize. For HR to be an effective partner in business, some homework is necessary before they establish contact with the training agencies. Any expenditure on training must aim at achieving quantifiable outcomes.
From India, Delhi
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(a) What is the expected outcome of training for each class or category of worker?
(b) Can this outcome be quantified and is it measurable?
(c) What is the existing measurable outcome of each employee without training?
(d) If the focus is on team or group performance, what is the current output of each team or group and how is that measured?
(e) Is the output of one team or group dependent on that of others? Define these linkages.
(f) What are your budgets for training per employee?
(g) How many workers from one class or category or from one team or group can be spared for training at one time without affecting production?
(h) Should the Supervisor not be a part of the group of workers undergoing one training capsule?
Maybe you can add a few more questions as per their relevance to your type of business.
This is the basis on which you can discuss and plan. After all, your trainer needs to know your quantifiable and measurable expectations and should deliver the same. Otherwise, training shall remain to be one of the activities that an HR department is meant to organize. For HR to be an effective partner in business, some homework is necessary before they establish contact with the training agencies. Any expenditure on training must aim at achieving quantifiable outcomes.
From India, Delhi
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Hi Ashish,
First, you should prepare a base worksheet in an Excel sheet covering the following:
- What kind of training is required (this should be specified by the HOD in respect of the employees). If different types of training are needed, you will have to prepare according to the specific category of training.
- At a time, how many people should you take for training? Of course, you cannot put all 1000 people in training together.
- Who are all the experts you are contacting, and what are their competitive rates? If you are inviting experts from outside, you will have to pay them an honorary amount and possibly provide a gift.
- What is the duration of the training? Whether it is for 2 hours, 4 hours, or a full day.
- If it is a full-day training, will you or the company provide coffee, tea, lunch, and snacks during breaks? If not, you will have to provide these for the employees and the trainer.
- If the trainer is from in-house, you need not worry about the honorary amount. This decision should be made with the HODs.
- How long will this training continue? You need to map it with dates, timings, and decide on participants well in advance.
- After preparing, you must inform the concerned department that you are taking these employees for training on a specific date.
- If there are any objections from the concerned HODs regarding one or two employees (due to their emergency work on those dates), you will have to adjust their training dates accordingly.
- After each training day, you should distribute feedback forms to each employee and ask them to write about their learning experience and the quality of the training.
Once you have prepared all this, consider the financial impacts of the training. You will need prior approval from the financial department, following approval from the CEO or HODs. This advance approval is necessary as the finance department will need to allocate funds for the training on those specific dates.
These are all the essential tasks you need to complete well in advance before proceeding.
All the best.
Thanks,
Venkat
Bangalore
From India, Bangalore
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First, you should prepare a base worksheet in an Excel sheet covering the following:
- What kind of training is required (this should be specified by the HOD in respect of the employees). If different types of training are needed, you will have to prepare according to the specific category of training.
- At a time, how many people should you take for training? Of course, you cannot put all 1000 people in training together.
- Who are all the experts you are contacting, and what are their competitive rates? If you are inviting experts from outside, you will have to pay them an honorary amount and possibly provide a gift.
- What is the duration of the training? Whether it is for 2 hours, 4 hours, or a full day.
- If it is a full-day training, will you or the company provide coffee, tea, lunch, and snacks during breaks? If not, you will have to provide these for the employees and the trainer.
- If the trainer is from in-house, you need not worry about the honorary amount. This decision should be made with the HODs.
- How long will this training continue? You need to map it with dates, timings, and decide on participants well in advance.
- After preparing, you must inform the concerned department that you are taking these employees for training on a specific date.
- If there are any objections from the concerned HODs regarding one or two employees (due to their emergency work on those dates), you will have to adjust their training dates accordingly.
- After each training day, you should distribute feedback forms to each employee and ask them to write about their learning experience and the quality of the training.
Once you have prepared all this, consider the financial impacts of the training. You will need prior approval from the financial department, following approval from the CEO or HODs. This advance approval is necessary as the finance department will need to allocate funds for the training on those specific dates.
These are all the essential tasks you need to complete well in advance before proceeding.
All the best.
Thanks,
Venkat
Bangalore
From India, Bangalore
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Hi Ashish,
Trainings are of two types:
1. Behavioral training
2. Technical training
Firstly, you need to collect the training needs identification for each employee for both types of training. Behavioral training is essential for the personality development of employees/workers. You should gather the training needs identification from the Head of Department (HOD) who is closest to the employee and supervises the workers, as the nearest person is familiar with the individual's strengths and weaknesses.
Once you have collected all the training identifications for each employee, group the employees based on the same training subjects, with around 20-25 workers in each group. In case there are numerous topics or subjects, create a pool of subjects and give it a title. Employees not nominated for a particular program should also have the opportunity to gain exposure to other work areas.
Some workers excel in their specialized work, so you can provide them with training in other work areas or cross-functional training.
Identify the internal faculties of managers and positions above and create a training schedule based on the training contents. Send an email to the respective HODs with the title and contents of the training program to develop a module/presentation for the training. If there are many contents in the pool, consider a 2-day program; otherwise, plan for a 1-day training session.
Develop a Training Calendar according to your training targets for easy reference.
Consider providing behavioral training from external faculties.
Thanks,
Ankit Malhotra
From India, Agra
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Trainings are of two types:
1. Behavioral training
2. Technical training
Firstly, you need to collect the training needs identification for each employee for both types of training. Behavioral training is essential for the personality development of employees/workers. You should gather the training needs identification from the Head of Department (HOD) who is closest to the employee and supervises the workers, as the nearest person is familiar with the individual's strengths and weaknesses.
Once you have collected all the training identifications for each employee, group the employees based on the same training subjects, with around 20-25 workers in each group. In case there are numerous topics or subjects, create a pool of subjects and give it a title. Employees not nominated for a particular program should also have the opportunity to gain exposure to other work areas.
Some workers excel in their specialized work, so you can provide them with training in other work areas or cross-functional training.
Identify the internal faculties of managers and positions above and create a training schedule based on the training contents. Send an email to the respective HODs with the title and contents of the training program to develop a module/presentation for the training. If there are many contents in the pool, consider a 2-day program; otherwise, plan for a 1-day training session.
Develop a Training Calendar according to your training targets for easy reference.
Consider providing behavioral training from external faculties.
Thanks,
Ankit Malhotra
From India, Agra
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In my opinion, the best vehicle to quickly train 1000 workers and get them to the same excellent level at the least cost is e-Learning. I can help create e-Learning certification courses for you if you so wish.
Saravjit Singh
[saravjit@10xQuality.org](mailto:saravjit@10xQuality.org)
From India, Chandigarh
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Saravjit Singh
[saravjit@10xQuality.org](mailto:saravjit@10xQuality.org)
From India, Chandigarh
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First Aid Training Fire Fighting Training Mock Drill Electrical Hazardous Mock Drill Safety Training 5s Team building Regards, S B Ramesh
From India, Madras
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From India, Madras
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