Hi, senior/expert members. I want to get information about the "human resource" and "training and development policy", allocation of the budget on T&D, and T&D practices of TCS, Infosys, and Wipro. Please guide me on how to obtain this information.
With regards,
Anwar
mohammad126892@st.jmi.ac.in
From India, Delhi
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With regards,
Anwar
mohammad126892@st.jmi.ac.in
From India, Delhi
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Dear Muhammad Anwar,
Any policy, whether training or otherwise, has to be customized to the organization's requirements. It appears that your organization is related to "Jamia Millia Islamia." Therefore, the requirements of top-notch companies like TCS, Infosys, and Wipro are different from your company. Mere copying someone's policies will not serve the purpose of your organization.
You can derive the training policy for your organization from the following questions:
a) What kind of measurable results would you like to have from the training?
b) Would you like to measure the effects of training scientifically, or do you want to do just eyewash?
c) Where does your organization stand as of now? Is employee training an event, or is employee training an absolutely regular process, and does management view employee training very seriously?
d) Learning is a cerebral activity; therefore, what is the IQ level of the employees?
e) Apart from IQ level, what is the motivation of the employees to learn? Do senior management personnel demonstrate their learning attitude?
f) Does the culture of self-learning exist in the company, or do employees wait for their organization to train them?
g) Do you waste time training employees on subjects that can be self-learnt?
h) Is the learning oriented to meet the operational ratios or improve operational efficiency?
i) Is the learning oriented to improve customer satisfaction?
j) What records of ROI on Training are maintained for the past training programs?
k) Are the processes defined for each department, and is training conducted to improve process compliance?
Thanks,
Dinesh Divekar
From India, Bangalore
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8217Any policy, whether training or otherwise, has to be customized to the organization's requirements. It appears that your organization is related to "Jamia Millia Islamia." Therefore, the requirements of top-notch companies like TCS, Infosys, and Wipro are different from your company. Mere copying someone's policies will not serve the purpose of your organization.
You can derive the training policy for your organization from the following questions:
a) What kind of measurable results would you like to have from the training?
b) Would you like to measure the effects of training scientifically, or do you want to do just eyewash?
c) Where does your organization stand as of now? Is employee training an event, or is employee training an absolutely regular process, and does management view employee training very seriously?
d) Learning is a cerebral activity; therefore, what is the IQ level of the employees?
e) Apart from IQ level, what is the motivation of the employees to learn? Do senior management personnel demonstrate their learning attitude?
f) Does the culture of self-learning exist in the company, or do employees wait for their organization to train them?
g) Do you waste time training employees on subjects that can be self-learnt?
h) Is the learning oriented to meet the operational ratios or improve operational efficiency?
i) Is the learning oriented to improve customer satisfaction?
j) What records of ROI on Training are maintained for the past training programs?
k) Are the processes defined for each department, and is training conducted to improve process compliance?
Thanks,
Dinesh Divekar
From India, Bangalore
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Dear Muhammad Anwar,
When referring to budget preparations for training and development, you are required to have a proper policy in determining the list of required training for the whole year by first conducting Training Needs Analysis (TNA) activities. Some simple steps to follow include:
1) Create your TNA/TNS flow.
2) Execute TNA to determine the list of required training (internal or external training).
3) Find trainers or training providers capable of delivering the training (request quotations for fees, venue, etc.).
4) Compile all costs in a table for all training sessions and provide justifications to explain the requirements and costs.
5) Obtain management approval.
These five simple steps are a common practice in organizations for budgeting purposes. However, some organizations may have more complex systems in place for preparing training budgets.
From Malaysia, Shah Alam
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When referring to budget preparations for training and development, you are required to have a proper policy in determining the list of required training for the whole year by first conducting Training Needs Analysis (TNA) activities. Some simple steps to follow include:
1) Create your TNA/TNS flow.
2) Execute TNA to determine the list of required training (internal or external training).
3) Find trainers or training providers capable of delivering the training (request quotations for fees, venue, etc.).
4) Compile all costs in a table for all training sessions and provide justifications to explain the requirements and costs.
5) Obtain management approval.
These five simple steps are a common practice in organizations for budgeting purposes. However, some organizations may have more complex systems in place for preparing training budgets.
From Malaysia, Shah Alam
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This information will be confidential within the company's concerned.
You need to approach the relevant companies, present them with a case as to why you want this information, and see if they are willing to assist you.
Asking other people here on CiteHR to divulge confidential information from their employers is inappropriate.
From Australia, Melbourne
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You need to approach the relevant companies, present them with a case as to why you want this information, and see if they are willing to assist you.
Asking other people here on CiteHR to divulge confidential information from their employers is inappropriate.
From Australia, Melbourne
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