Dear All Cite HR Friends,
I would like to proceed with the Training Need Identification (TNI) process in my organization. I work in the Paint Industries and would appreciate it if you could guide me step by step on how to carry out the TNI process, starting from workman to officer grade. Once the TNI process is complete, I need to prepare a training calendar based on the TNI output. Your suggestions would be very helpful, and I would greatly appreciate it if any Cite HR member could assist me with this.
Thank you.
From India, Telangana
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38I would like to proceed with the Training Need Identification (TNI) process in my organization. I work in the Paint Industries and would appreciate it if you could guide me step by step on how to carry out the TNI process, starting from workman to officer grade. Once the TNI process is complete, I need to prepare a training calendar based on the TNI output. Your suggestions would be very helpful, and I would greatly appreciate it if any Cite HR member could assist me with this.
Thank you.
From India, Telangana
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Hi,
You could have a questionnaire for each level/role based on the job profiles, interfaces, roles, skills, and competencies required for each role. The questionnaire could be developed after talking to/interviewing a few in each category. This would give you a fair idea of the current levels/desired skills and competencies and the gaps. Based on that, TNI can be assessed.
Regards,
Amrita
From India, New Delhi
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You could have a questionnaire for each level/role based on the job profiles, interfaces, roles, skills, and competencies required for each role. The questionnaire could be developed after talking to/interviewing a few in each category. This would give you a fair idea of the current levels/desired skills and competencies and the gaps. Based on that, TNI can be assessed.
Regards,
Amrita
From India, New Delhi
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Dear Rammi24,
You are from a manufacturing company. Your primary need is to manage the following costs:
a) Inventory Carrying Cost of Raw Materials
b) Work in Progress (WIP) Inventory Costs
c) Inventory Carrying Cost of Finished Goods
d) Capital costs to run the operations
e) Capacity costs
f) Maintenance costs
g) Quality costs
h) Ordering cost
i) Setup cost
j) Inspection cost
My humble request is to measure these costs. To do this, you need to study your complete supply chain and identify the direct and indirect costs associated with the parties involved in the supply chain. Training will be conducive only if you focus your training activities to reduce these costs. Otherwise, training may become not just rhetoric but humbug too.
Of the above list, you can avail of my services for training from (a) to (e). To know more about my services in the field of purchase and inventory management, you may click the following links.
Profile: - [Dinesh V Divekar - Procurement Faculty](https://docs.google.com/document/d/1hUMV30zCvQYIS5FwrloIxUQ_7KAHSPzrPCRuF_C5jIc/edit?usp=sharing)
[Programme Structure of various Programmes in the field of Supply Chain Management](https://docs.google.com/file/d/0BwFZpLigNaA5Y3ZUQzJYUTVMWEk/edit?usp=sharing).
If you hire my services, you will be dealing with a training professional directly. I do not outsource training to some third party.
In addition to this, I have given many replies on the training-related subject. You may click the following link to refer to the replies:
#post2015092
#post1969910
https://www.citehr.com/311628-measuring-technical-training-effectivness.html#post1411484
(though this is related to technical training, the comments are useful for behavioral training as well)
https://www.citehr.com/119766-kirkpatrick-model-post758770.html#post758770
https://www.citehr.com/171892-honeymoon-effect-after-training.html#post743051
https://www.citehr.com/137807-parameters-trainers-skills.html#post712618
https://www.citehr.com/479129-how-get-management-support-training.html#post2112781
https://www.citehr.com/336611-roi-calculation-behavioral-training.html#post1552221
https://www.citehr.com/423763-evaluating-behavioural-training-hr-professionals.html#post2149785
https://www.citehr.com/498440-how-can-hr-manager-generate-revenue-automobile.html
https://www.citehr.com/446478-training-development-manufacturing-industry.html
I recommend you go through the above links patiently. It will enhance your training awareness.
All the best!
Dinesh V Divekar
From India, Bangalore
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You are from a manufacturing company. Your primary need is to manage the following costs:
a) Inventory Carrying Cost of Raw Materials
b) Work in Progress (WIP) Inventory Costs
c) Inventory Carrying Cost of Finished Goods
d) Capital costs to run the operations
e) Capacity costs
f) Maintenance costs
g) Quality costs
h) Ordering cost
i) Setup cost
j) Inspection cost
My humble request is to measure these costs. To do this, you need to study your complete supply chain and identify the direct and indirect costs associated with the parties involved in the supply chain. Training will be conducive only if you focus your training activities to reduce these costs. Otherwise, training may become not just rhetoric but humbug too.
Of the above list, you can avail of my services for training from (a) to (e). To know more about my services in the field of purchase and inventory management, you may click the following links.
Profile: - [Dinesh V Divekar - Procurement Faculty](https://docs.google.com/document/d/1hUMV30zCvQYIS5FwrloIxUQ_7KAHSPzrPCRuF_C5jIc/edit?usp=sharing)
[Programme Structure of various Programmes in the field of Supply Chain Management](https://docs.google.com/file/d/0BwFZpLigNaA5Y3ZUQzJYUTVMWEk/edit?usp=sharing).
If you hire my services, you will be dealing with a training professional directly. I do not outsource training to some third party.
In addition to this, I have given many replies on the training-related subject. You may click the following link to refer to the replies:
#post2015092
#post1969910
https://www.citehr.com/311628-measuring-technical-training-effectivness.html#post1411484
(though this is related to technical training, the comments are useful for behavioral training as well)
https://www.citehr.com/119766-kirkpatrick-model-post758770.html#post758770
https://www.citehr.com/171892-honeymoon-effect-after-training.html#post743051
https://www.citehr.com/137807-parameters-trainers-skills.html#post712618
https://www.citehr.com/479129-how-get-management-support-training.html#post2112781
https://www.citehr.com/336611-roi-calculation-behavioral-training.html#post1552221
https://www.citehr.com/423763-evaluating-behavioural-training-hr-professionals.html#post2149785
https://www.citehr.com/498440-how-can-hr-manager-generate-revenue-automobile.html
https://www.citehr.com/446478-training-development-manufacturing-industry.html
I recommend you go through the above links patiently. It will enhance your training awareness.
All the best!
Dinesh V Divekar
From India, Bangalore
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(Fact Check Failed/Partial)-[response] The user's reply does not address the Training Need Identification (TNI) process for the Paint Industries. The focus on cost management is not directly related to TNI. It would be beneficial to provide steps for TNI in a manufacturing setting.
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You should have one format for T.N.I. Circulate that format to different departments and keep follow-up and provide any assistance required in filling up forms, collect them, and summarize according to department and topics. Prepare a training calendar, a list of training programs, and trainers' pool, either internal or external arrangement. Make a Training Budget, get it approved, and then circulate the monthly training schedule to all departments, and conduct the training as per plan. Other documents you may maintain as per ISO or TS standards.
Regards,
P.K. Mishra
From India
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Regards,
P.K. Mishra
From India
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(Fact Check Failed/Partial)-The user reply contains inaccuracies in the process of Training Need Identification (TNI) and lacks specific steps required for a comprehensive TNI process.
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Hello,
You can initiate the training need identification process by following these steps:
1. Find out the various positions across all departments.
2. Identify the specific tasks for each position.
3. Ascertain the knowledge and skills required for each position (This step needs to be periodically reviewed since every functional area undergoes evolutionary change that must be looked into).
4. Find out the performance level of each employee.
You may talk with each employee and their immediate boss regarding items 2, 3, and 4 mentioned above. You may prepare a questionnaire for this purpose. When you undertake this exercise, it is worthwhile to find out whether there is any mismatch between any employee's knowledge and skills with the position they hold. This will help you to decide the need for any job redesign or lateral movement for anyone. Training alone may not be, in some cases, enough for satisfactory performance. Sometimes training may not serve much purpose due to some organizational issues. It means that you have to identify training and non-training interventions, a very important point for your success. Get the green signal from your boss and the CEO. Also, decide the organizational readiness for this exercise. If you are new to the organization, contact all department heads and union representatives for support.
Best regards,
Dr. P. N. Vasudevan
Academy for Personal Excellence
Email: acp.excel@gmail.com
Website: academy-excellence.com
From India
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You can initiate the training need identification process by following these steps:
1. Find out the various positions across all departments.
2. Identify the specific tasks for each position.
3. Ascertain the knowledge and skills required for each position (This step needs to be periodically reviewed since every functional area undergoes evolutionary change that must be looked into).
4. Find out the performance level of each employee.
You may talk with each employee and their immediate boss regarding items 2, 3, and 4 mentioned above. You may prepare a questionnaire for this purpose. When you undertake this exercise, it is worthwhile to find out whether there is any mismatch between any employee's knowledge and skills with the position they hold. This will help you to decide the need for any job redesign or lateral movement for anyone. Training alone may not be, in some cases, enough for satisfactory performance. Sometimes training may not serve much purpose due to some organizational issues. It means that you have to identify training and non-training interventions, a very important point for your success. Get the green signal from your boss and the CEO. Also, decide the organizational readiness for this exercise. If you are new to the organization, contact all department heads and union representatives for support.
Best regards,
Dr. P. N. Vasudevan
Academy for Personal Excellence
Email: acp.excel@gmail.com
Website: academy-excellence.com
From India
Acknowledge(0)Amend(0)CiteHR.AI
(Fact Check Failed/Partial)-[The user's reply provides a comprehensive and detailed overview of the training need identification process, including steps to follow and considerations to take into account. It offers valuable insights and practical suggestions for initiating the process effectively. However, it lacks specific references to labor laws or Supreme Court decisions related to training need identification in organizations.]
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Who should identify the training needs? Should it be the employee or his/her manager? If this aspect is defined, the balance of the process is easy to determine.
For the workers category of employees, it is desirable that their respective supervisors/managers should play this role since most workers may find it difficult to define their training needs. After all, training has to be aligned with the organizational/departmental objectives, a task which the manager alone can do.
For executives, it is fair that they are permitted to define their own needs keeping in view their job description and departmental goals.
In both the above cases, one approach is that the training/HR Manager, based on organizational objectives, lists out the various training programs planned to be conducted during the next training year for workers and the executive categories of employees. These should preferably be approved by the CEO/Management. They should be circulated to all managers/supervisors with a direction to identify 2-3 programs (of a total duration of say, 6 days) which each individual worker is required to attend. Details, department-wise, should be forwarded to the HR/Training Manager for consolidation and scheduling of programs in the training calendar for the year. Similarly, the Executives may choose their programs and forward them for approval to their respective reporting managers. The data, duly consolidated department-wise, should be submitted to the HR/Training manager for planning of training.
To do the above in an organized manner, software support through approaches such as utilizing 'EmpXtrack' training management system may facilitate easy and accurate collection and compilation of data. After all, the preparation of a training calendar based on TNI and the allocation of different programs to each employee, while keeping under control the minimum requirement of manpower to manage daily operations in different departments, is a complex task, which can surely be managed more efficiently by using appropriate software solutions. It is to be appreciated that imparting training based on TNI is as important as collecting and analyzing training feedback from the employees and their departments. This helps in launching improvements during the next year. This cyclic process, followed year over year, helps in generating trained resources to meet the company objectives.
From India, Delhi
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For the workers category of employees, it is desirable that their respective supervisors/managers should play this role since most workers may find it difficult to define their training needs. After all, training has to be aligned with the organizational/departmental objectives, a task which the manager alone can do.
For executives, it is fair that they are permitted to define their own needs keeping in view their job description and departmental goals.
In both the above cases, one approach is that the training/HR Manager, based on organizational objectives, lists out the various training programs planned to be conducted during the next training year for workers and the executive categories of employees. These should preferably be approved by the CEO/Management. They should be circulated to all managers/supervisors with a direction to identify 2-3 programs (of a total duration of say, 6 days) which each individual worker is required to attend. Details, department-wise, should be forwarded to the HR/Training Manager for consolidation and scheduling of programs in the training calendar for the year. Similarly, the Executives may choose their programs and forward them for approval to their respective reporting managers. The data, duly consolidated department-wise, should be submitted to the HR/Training manager for planning of training.
To do the above in an organized manner, software support through approaches such as utilizing 'EmpXtrack' training management system may facilitate easy and accurate collection and compilation of data. After all, the preparation of a training calendar based on TNI and the allocation of different programs to each employee, while keeping under control the minimum requirement of manpower to manage daily operations in different departments, is a complex task, which can surely be managed more efficiently by using appropriate software solutions. It is to be appreciated that imparting training based on TNI is as important as collecting and analyzing training feedback from the employees and their departments. This helps in launching improvements during the next year. This cyclic process, followed year over year, helps in generating trained resources to meet the company objectives.
From India, Delhi
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(Fact Checked)-The user's reply provides accurate and practical insights into the process of training need identification, involving both workers and executives. The emphasis on alignment with organizational goals and the role of managers in identifying training needs is commendable. (1 Acknowledge point)
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(Fact Checked)-The user's reply is accurate in outlining the process for Training Need Identification (TNI) through the development of questionnaires based on job profiles, roles, skills, and competencies required for each level. This approach aligns with best practices in TNI. (1 Acknowledge point)