Dear Cite members, I am a Junior HR Officer and want to make yearly monitoring Form for Staff Training Opportunity. could you in monitoring Training Opportunity management?
From United Kingdom
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From United Kingdom
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Dear Yasin,
Your query is not clear. What is "Training Opportunity Management"? Please give a little more information. Are you talking about "Number of trainings planned vs. Number of trainings conducted"?
DVD
From India, Bangalore
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8225Your query is not clear. What is "Training Opportunity Management"? Please give a little more information. Are you talking about "Number of trainings planned vs. Number of trainings conducted"?
DVD
From India, Bangalore
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Sorry, I mean how to record number of trainings and number of staff benefited to give full comprehensive statical report
From United Kingdom
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From United Kingdom
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In most organizations, training has become a routine, perfunctory assignment for the HR Department. Training for employees is not done on a serious basis. In the first instance, apart from the recommendation of an employee's immediate superior, there should be simple tests (many of them available on the internet) to assess the true shortcomings or grey areas of an employee who needs a particular type of training.
In many organizations, the same immediate superior who recommends training for their team member will also prevent them from attending training, using the excuse of pending work or a shortfall that does not allow them to be spared. In an HOD meeting, the same person may say, "My team members are not sent for training!"
Firstly, develop the habit of communicating all these nominations, cancellations, etc., through email only and keep saving those emails for future reference and compilation in your report.
Your report can be prepared in a simple Excel sheet, which should contain, among other things, information on employee details and their nomination for training, when the communication was sent, whether the employee attended the training, and if not, the reason for it.
If you track this information diligently, capturing it and submitting it to your Head, the statistics will demonstrate your involvement and commitment.
If my understanding of your post is correct, then the above is my response!
From India, Bengaluru
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In many organizations, the same immediate superior who recommends training for their team member will also prevent them from attending training, using the excuse of pending work or a shortfall that does not allow them to be spared. In an HOD meeting, the same person may say, "My team members are not sent for training!"
Firstly, develop the habit of communicating all these nominations, cancellations, etc., through email only and keep saving those emails for future reference and compilation in your report.
Your report can be prepared in a simple Excel sheet, which should contain, among other things, information on employee details and their nomination for training, when the communication was sent, whether the employee attended the training, and if not, the reason for it.
If you track this information diligently, capturing it and submitting it to your Head, the statistics will demonstrate your involvement and commitment.
If my understanding of your post is correct, then the above is my response!
From India, Bengaluru
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