Dear Friends,
I am associated with a green field project situated in Pune. It is an automobile ancillary parts manufacturing company. We have already recruited 185 employees to take care of various operations. We are in process of designing Training and Development Policy of the Company. I would request the experts to share a suitable draft as guideline and oblige.
Thanks and Regards.
Bapu Pingale
From India, Pune
I am associated with a green field project situated in Pune. It is an automobile ancillary parts manufacturing company. We have already recruited 185 employees to take care of various operations. We are in process of designing Training and Development Policy of the Company. I would request the experts to share a suitable draft as guideline and oblige.
Thanks and Regards.
Bapu Pingale
From India, Pune
Dear Colleague,
You need to work on a Training Need Identification process ( TNI) first. There are 2 parts in this:
1. The individual employee has to give in a formal way the Training needs he feels necessary for his role for current project and for next level operation - Technical + Behavioral
2. The reporting Manager has to give in a formal way the Training needs for each of his reportees which are necessary to perform his current role in project and next level of operation- Technical + Behavioral
3. The next level is Managerial Training Needs which are required for Managing Teams which has to be decided by the Senior Management Team for the Managers / Potential Managers
4. For Sales and Marketing Team, Product related/ marketing related training to be identified and listed
5. Keeping Technology changes/ Changes in Operations and consolidation of all needs identified you may roll out draft Training Planner and call for suggestions / improvements from a Task Group formed Cross functionally. You may include those programs from Automobile Manufacturing Associations / Research Bodies further to bring our full fledged Training Planner for your Organization.
6. Figure out the Budget for each program and include in the Budget
7. Have a robust Evaluation System for each program so as the measure the effectiveness of each program which much more important part of Training to understand ROI of investment on Training.
8. Do programs only those impact on upskilling, leadership development, behavioral / skill improvement, technology and techniques relating to operations and so on after careful identification of program- do effectiveness evaluation and so on
All the Best,
Dr.P.SIVAKUMAR
Doctor Siva Global HR
Tamil Nadu
From India, Chennai
309You need to work on a Training Need Identification process ( TNI) first. There are 2 parts in this:
1. The individual employee has to give in a formal way the Training needs he feels necessary for his role for current project and for next level operation - Technical + Behavioral
2. The reporting Manager has to give in a formal way the Training needs for each of his reportees which are necessary to perform his current role in project and next level of operation- Technical + Behavioral
3. The next level is Managerial Training Needs which are required for Managing Teams which has to be decided by the Senior Management Team for the Managers / Potential Managers
4. For Sales and Marketing Team, Product related/ marketing related training to be identified and listed
5. Keeping Technology changes/ Changes in Operations and consolidation of all needs identified you may roll out draft Training Planner and call for suggestions / improvements from a Task Group formed Cross functionally. You may include those programs from Automobile Manufacturing Associations / Research Bodies further to bring our full fledged Training Planner for your Organization.
6. Figure out the Budget for each program and include in the Budget
7. Have a robust Evaluation System for each program so as the measure the effectiveness of each program which much more important part of Training to understand ROI of investment on Training.
8. Do programs only those impact on upskilling, leadership development, behavioral / skill improvement, technology and techniques relating to operations and so on after careful identification of program- do effectiveness evaluation and so on
All the Best,
Dr.P.SIVAKUMAR
Doctor Siva Global HR
Tamil Nadu
From India, Chennai
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
Lewins-force-fi eld-analysis_37 3.pdf
Revised green form.doc