186Dear Friends….
Kindly find the attached “TRAINING MODULE” for your perusal.
I have successfully implemented the same in my Organization and it had been a success.
I have tried to include all the minute details that can be required for successfully implementing a Training Module in any Organization.
For this I have got tremendous help from our CiteHR members…!!!!
Thank you all for the help.
Please let me know your feedback regarding the same.
Regards,
HRProp
From India, Pune
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Hi, Mr. Prop,
Thank you for your valid information. I am in the Training & Development area, which is very useful for me. Especially the training process, training calendar, and training needs analysis.
Thank you very much. Keep posting!
Good luck,
Pradeepa
From India, Coimbatore
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Thank you for your valid information. I am in the Training & Development area, which is very useful for me. Especially the training process, training calendar, and training needs analysis.
Thank you very much. Keep posting!
Good luck,
Pradeepa
From India, Coimbatore
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Dear Pradeepa, Thanks so very much for providing me feedback regarding my effortrs.... request you tosuggest if any modification is required......:lol: Keep writing..... Cheers J:lol:
From India, Pune
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From India, Pune
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Training attendance Card will help you to track down the attendance of the employee for a particular training programe............
From India, Pune
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From India, Pune
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Dear Prop,
Thank you for your information. Could you please provide some names of soft skills programs that can be suggested for our executives? I am interested in becoming a freelance trainer. Can you offer me some tips?
Anyone, please help me.
Thank you.
From India, Coimbatore
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Thank you for your information. Could you please provide some names of soft skills programs that can be suggested for our executives? I am interested in becoming a freelance trainer. Can you offer me some tips?
Anyone, please help me.
Thank you.
From India, Coimbatore
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Hi all,
I completed my MBA in International Business with a major in HR and a minor in Marketing. Currently, I am working in the field of marketing, but I am looking to transition into HR. Can anybody help me by providing placement/consultant details that can assist me in securing a job?
Additionally, please advise me on whether I should apply as a fresher or an experienced candidate. I have eight years of experience; will this be taken into account?
Your guidance is greatly appreciated.
Thank you.
From India, Delhi
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I completed my MBA in International Business with a major in HR and a minor in Marketing. Currently, I am working in the field of marketing, but I am looking to transition into HR. Can anybody help me by providing placement/consultant details that can assist me in securing a job?
Additionally, please advise me on whether I should apply as a fresher or an experienced candidate. I have eight years of experience; will this be taken into account?
Your guidance is greatly appreciated.
Thank you.
From India, Delhi
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Dear Pradeepa,
Please find the list of Soft Skill training programs as given below:
1. Business Communication
2. Time Management
3. Conflict Management
4. Team Management
5. Leadership
6. Interpersonal Skills
7. Decision Making
8. Dealing with Difficult People
9. Right Attitude
10. Team Work
Top 60 soft skills
The Workforce Profile defined about 60 "soft skills," which employers seek. They are applicable to any field of work, according to the study, and are the "personal traits and skills that employers state are the most important when selecting employees for jobs of any type."
1. Math
2. Safety
3. Courtesy
4. Honesty
5. Grammar
6. Reliability
7. Flexibility
8. Team Skills
9. Eye contact
10. Cooperation
11. Adaptability
12. Follow rules
13. Self-directed
14. Good attitude
15. Writing skills
16. Driver's license
17. Dependability
18. Advanced math
19. Self-supervising
20. Good references
21. Being drug-free
22. Good attendance
23. Personal energy
24. Work experience
25. Ability to measure
26. Personal integrity
27. Good work history
28. Positive work ethic
29. Interpersonal skills
30. Motivational skills
31. Valuing education
32. Personal chemistry
33. Willingness to learn
34. Common sense
35. Critical thinking skills
36. Knowledge of fractions
37. Reporting to work on time
38. Use of rulers and calculators
39. Good personal appearance
40. Wanting to do a good job
41. Basic spelling and grammar
42. Reading and comprehension
43. Ability to follow regulations
44. Willingness to be accountable
45. Ability to fill out a job application
46. Ability to make production quotas
47. Basic manufacturing skills training
48. Awareness of how business works
49. Staying on the job until it is finished
50. Ability to read and follow instructions
51. Willingness to work second and third shifts
52. Caring about seeing the company succeed
53. Understanding what the world is all about
54. Ability to listen and document what you have heard
55. Commitment to continued training and learning
56. Willingness to take instruction and responsibility
57. Ability to relate to coworkers in a close environment
58. Not expecting to become a supervisor in the first six months
59. Willingness to be a good worker and go beyond the traditional eight-hour day
60. Communication skills with the public, fellow employees, supervisors, and customers
How many soft skills do you possess?
I hope the information that I have provided is of some help!
Do let me know if you require anything else.
Cheers,
HRProp 😊
From India, Pune
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Please find the list of Soft Skill training programs as given below:
1. Business Communication
2. Time Management
3. Conflict Management
4. Team Management
5. Leadership
6. Interpersonal Skills
7. Decision Making
8. Dealing with Difficult People
9. Right Attitude
10. Team Work
Top 60 soft skills
The Workforce Profile defined about 60 "soft skills," which employers seek. They are applicable to any field of work, according to the study, and are the "personal traits and skills that employers state are the most important when selecting employees for jobs of any type."
1. Math
2. Safety
3. Courtesy
4. Honesty
5. Grammar
6. Reliability
7. Flexibility
8. Team Skills
9. Eye contact
10. Cooperation
11. Adaptability
12. Follow rules
13. Self-directed
14. Good attitude
15. Writing skills
16. Driver's license
17. Dependability
18. Advanced math
19. Self-supervising
20. Good references
21. Being drug-free
22. Good attendance
23. Personal energy
24. Work experience
25. Ability to measure
26. Personal integrity
27. Good work history
28. Positive work ethic
29. Interpersonal skills
30. Motivational skills
31. Valuing education
32. Personal chemistry
33. Willingness to learn
34. Common sense
35. Critical thinking skills
36. Knowledge of fractions
37. Reporting to work on time
38. Use of rulers and calculators
39. Good personal appearance
40. Wanting to do a good job
41. Basic spelling and grammar
42. Reading and comprehension
43. Ability to follow regulations
44. Willingness to be accountable
45. Ability to fill out a job application
46. Ability to make production quotas
47. Basic manufacturing skills training
48. Awareness of how business works
49. Staying on the job until it is finished
50. Ability to read and follow instructions
51. Willingness to work second and third shifts
52. Caring about seeing the company succeed
53. Understanding what the world is all about
54. Ability to listen and document what you have heard
55. Commitment to continued training and learning
56. Willingness to take instruction and responsibility
57. Ability to relate to coworkers in a close environment
58. Not expecting to become a supervisor in the first six months
59. Willingness to be a good worker and go beyond the traditional eight-hour day
60. Communication skills with the public, fellow employees, supervisors, and customers
How many soft skills do you possess?
I hope the information that I have provided is of some help!
Do let me know if you require anything else.
Cheers,
HRProp 😊
From India, Pune
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To HR professional,
So kind of you. Thank you for your immediate response. I hope this would be useful for me. Moreover, can I have some inspirational and motivational stories for attitude development?
Regards,
Pradeepa
From India, Coimbatore
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So kind of you. Thank you for your immediate response. I hope this would be useful for me. Moreover, can I have some inspirational and motivational stories for attitude development?
Regards,
Pradeepa
From India, Coimbatore
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Hi Pradeepa, I am pleased to help you dear........ Here are some Presentations that i found on CiteHR...... These are awsome........ Do let me know how did u find them? Cheers HR Prop
From India, Pune
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From India, Pune
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Hi, I have picked up this article and will definitely try to implement this module in my training schedule. I will provide you with a response. Please do keep posting these useful pieces of information. It would be of great help if you could assist me in finding some ebooks on personnel management as I am finding it hard to get a good one.
Thanks & Regards,
Preeti Nandan
Mob: 9836405705
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Thanks & Regards,
Preeti Nandan
Mob: 9836405705
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I will try to help to the fullest.......... Lemme check if i have some e-book on personnel management........ till then cheers.........
From India, Pune
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From India, Pune
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Hi there, dear HR professional,
I couldn't open all your attachments on the first page. I am especially interested in your first post (the zip file you attached on the training module). Could you please email it to me at yen8yen@yahoo.com? Thank you so much!
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I couldn't open all your attachments on the first page. I am especially interested in your first post (the zip file you attached on the training module). Could you please email it to me at yen8yen@yahoo.com? Thank you so much!
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Well, this will help me a lot because I'm working on this part now in my organization. I will forward you the final draft of the training module soon for your revision and advice.
Thanks again,
Regards,
Waleed
From Oman, Muscat
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Thanks again,
Regards,
Waleed
From Oman, Muscat
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Hey Dear, Excellent ppt..,it realy very useful toall the HR’s.I was lookign for the same ppt’s from so long.Thanks for posting it.Please do keep posting anything related to HR activities.
From India, Hyderabad
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From India, Hyderabad
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Dear All,
Thanks to all of you for appreciating the efforts. For those who are unable to open the PowerPoint presentations (ppts), I will send them to the respective email IDs.
Cheers and keep writing.
HRProp
From India, Pune
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Thanks to all of you for appreciating the efforts. For those who are unable to open the PowerPoint presentations (ppts), I will send them to the respective email IDs.
Cheers and keep writing.
HRProp
From India, Pune
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Hi All,
Indeed, the Training Module is useful. I am attaching the Training ROI (Returns on Investment) Calculator, which I found on the internet almost four years ago. You need to make changes in the calculator, but it will certainly give you an idea about the ROI.
Thanks & Regards,
Prachi Deshpande
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Indeed, the Training Module is useful. I am attaching the Training ROI (Returns on Investment) Calculator, which I found on the internet almost four years ago. You need to make changes in the calculator, but it will certainly give you an idea about the ROI.
Thanks & Regards,
Prachi Deshpande
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Dear Alll This ppt can also be useful................... Please check it up.................
From India, Pune
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From India, Pune
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Hi!! hats off to you dear....your work is really an appreciating one...thanks for contributing ...It helped me alot ...Thanks and keep on shairing....
From United States, Charlotte
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From United States, Charlotte
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Hi,
I saw the training feedback and noticed a column for the group head's approval. I think that should not be a part of the feedback form because it might hinder the true feedback on the training from coming out.
Views are invited.
Abhishek Singh
From India, Delhi
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I saw the training feedback and noticed a column for the group head's approval. I think that should not be a part of the feedback form because it might hinder the true feedback on the training from coming out.
Views are invited.
Abhishek Singh
From India, Delhi
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Hi Abhishek, Thansk so much buddy for the correction............ You are right ............... will make the corrections ......... Once again thanks so much
From India, Pune
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From India, Pune
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Dear All A humble request to u all............... Please rate the Post .................. whatever u felt abt the post pls rate it.............. Thanks HR prop
From India, Pune
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From India, Pune
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Dear friends,
This is Kamakshi Pandya from Pune, working as an HR Manager in a manufacturing company. I have over 5 years of experience in HR. Could anybody please comment on this: how to control the attrition rate? We are binding employees in service contracts, but they are still quitting the company. It's really challenging to retain employees, but there will definitely be a solution. Please help me, and what is a robust tool to measure job satisfaction? Whether employees are working with job satisfaction.
Regards
From India, Pune
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This is Kamakshi Pandya from Pune, working as an HR Manager in a manufacturing company. I have over 5 years of experience in HR. Could anybody please comment on this: how to control the attrition rate? We are binding employees in service contracts, but they are still quitting the company. It's really challenging to retain employees, but there will definitely be a solution. Please help me, and what is a robust tool to measure job satisfaction? Whether employees are working with job satisfaction.
Regards
From India, Pune
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Title: The Hidden Dimension of Employee Attrition
Attrition is considered to be one of the biggest challenges the Indian corporate sector is facing today. All companies are working day and night to find a long-term solution to this critical issue. However, very few of them are in a position to face this challenge successfully till date.
According to these companies, it is a complex issue that has several dimensions. At face value, it is a role mismatch, i.e., fitting the wrong person into the right position. But why does this role mismatch occur? Many would argue that 'it is very difficult to understand a complete human being within a few minutes of conversation,' or 'the candidate seemed very good in the interview, but now it appears to be a wrong selection.'
Perhaps the most hidden dimension of this massive role mismatch is the 'Halo Effect' created by both employees and employers during the interview process under different circumstances. In this process, the recruiter's perception is often influenced by striking competencies or similarities to themselves. It is primarily a situation that can arise when an applicant has one superior competency (often a surface-level competency) required for the position. Consequently, the interviewer or interviewing panel may wrongly infer that the candidate possesses other competencies or attributes necessary for the job as well. This phenomenon can work both in a positive or negative direction. It serves as a filter to any information that contradicts first impressions. For example, someone who attended the same college or university as the recruiter may be viewed more favorably, while a person not wearing a suit or lacking a charming or magnetic personality may not be considered management material. People tend to judge more favorably those individuals with whom they have something in common.
Moreover, in this entire process, attractiveness is considered to be a central trait. Attractive people are often judged to have a more desirable personality and more skills than someone of average appearance. It is presumed that all the other traits of an attractive person are just as desirable and sought after. Individuals often exhibit their best behavior in the presence of authority figures to avoid any negative consequences. Consequently, it is widely observed that many job seekers focus exclusively on enhancing their so-called surface-level attractiveness skills to move from one lucrative assignment to another, based primarily on a glorified superficial presentation without any breakthrough performance in their current or previous roles.
During the interview process, the interviewer may be attracted to someone who resembles themselves. In many cases, the interviewer identifies favorably with some aspects of the candidate's self-presentation and then makes assumptions (not based on actual information) about the rest of the candidate.
The candidate fits into the interviewer's stereotypes. A candidate who leaves a positive impression relaxes the interviewer, leading to a sharing of identity. The interviewer is stimulated, feels good, and becomes more engaged. This interest may result in more time being allocated to the candidate compared to a candidate who leaves a negative impression.
This process spirals out of control when we notice that, to achieve success in the highly materialistic and glamorous corporate world, many young and restless job seekers of the next generation are resorting to the so-called "Short-Cut" route at any cost, including presenting a glorified superficial image during the interview or providing false information to employers as part of the recruitment process. Personal values, professional ethics, and moral character have become relics of the past for many youngsters in today's job market. Consequently, false impressions are deliberately created by many job seekers through various means during the interview process. For many young individuals, this has become the new definition of so-called "Smart Employees."
On the other hand, due to intense competition in the marketplace, top executives of all companies are under immense pressure to deliver visible results in the immediate future. Top-line growth, bottom-line profits, and the current and upcoming order books are the primary focus areas for many executives. Consequently, the priority for many companies is to quickly address immediate concerns by bringing in individuals who can provide quick-fix solutions. As a result, few companies have the time to thoroughly assess and understand individuals during interviews. Therefore, many recruitment decisions are made based on "gut feelings" or instincts rather than concrete evidence.
Effective recruitment and selection should not rely on luck. Systematic planning and preparation increase the likelihood of hiring the right person. The key to successful recruitment is preparation: understanding the job and its requirements for effective performance. Recruiting the wrong person can be costly, with expenses potentially reaching at least twice the employee's salary when considering training, expenses, and pension contributions.
Cheers,
HRProp
---
Dear friends,
This is Kamakshipanda from Pune, working as an HR Manager in a manufacturing company with over 5 years of HR experience. Can anyone provide feedback on the following: how to control employee attrition rates? We have implemented service contracts for employees, yet they continue to leave the company. Retaining employees is a significant challenge, but there must be a solution. Please help me understand how to measure job satisfaction effectively and identify robust tools for this purpose.
Regards
From India, Pune
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Attrition is considered to be one of the biggest challenges the Indian corporate sector is facing today. All companies are working day and night to find a long-term solution to this critical issue. However, very few of them are in a position to face this challenge successfully till date.
According to these companies, it is a complex issue that has several dimensions. At face value, it is a role mismatch, i.e., fitting the wrong person into the right position. But why does this role mismatch occur? Many would argue that 'it is very difficult to understand a complete human being within a few minutes of conversation,' or 'the candidate seemed very good in the interview, but now it appears to be a wrong selection.'
Perhaps the most hidden dimension of this massive role mismatch is the 'Halo Effect' created by both employees and employers during the interview process under different circumstances. In this process, the recruiter's perception is often influenced by striking competencies or similarities to themselves. It is primarily a situation that can arise when an applicant has one superior competency (often a surface-level competency) required for the position. Consequently, the interviewer or interviewing panel may wrongly infer that the candidate possesses other competencies or attributes necessary for the job as well. This phenomenon can work both in a positive or negative direction. It serves as a filter to any information that contradicts first impressions. For example, someone who attended the same college or university as the recruiter may be viewed more favorably, while a person not wearing a suit or lacking a charming or magnetic personality may not be considered management material. People tend to judge more favorably those individuals with whom they have something in common.
Moreover, in this entire process, attractiveness is considered to be a central trait. Attractive people are often judged to have a more desirable personality and more skills than someone of average appearance. It is presumed that all the other traits of an attractive person are just as desirable and sought after. Individuals often exhibit their best behavior in the presence of authority figures to avoid any negative consequences. Consequently, it is widely observed that many job seekers focus exclusively on enhancing their so-called surface-level attractiveness skills to move from one lucrative assignment to another, based primarily on a glorified superficial presentation without any breakthrough performance in their current or previous roles.
During the interview process, the interviewer may be attracted to someone who resembles themselves. In many cases, the interviewer identifies favorably with some aspects of the candidate's self-presentation and then makes assumptions (not based on actual information) about the rest of the candidate.
The candidate fits into the interviewer's stereotypes. A candidate who leaves a positive impression relaxes the interviewer, leading to a sharing of identity. The interviewer is stimulated, feels good, and becomes more engaged. This interest may result in more time being allocated to the candidate compared to a candidate who leaves a negative impression.
This process spirals out of control when we notice that, to achieve success in the highly materialistic and glamorous corporate world, many young and restless job seekers of the next generation are resorting to the so-called "Short-Cut" route at any cost, including presenting a glorified superficial image during the interview or providing false information to employers as part of the recruitment process. Personal values, professional ethics, and moral character have become relics of the past for many youngsters in today's job market. Consequently, false impressions are deliberately created by many job seekers through various means during the interview process. For many young individuals, this has become the new definition of so-called "Smart Employees."
On the other hand, due to intense competition in the marketplace, top executives of all companies are under immense pressure to deliver visible results in the immediate future. Top-line growth, bottom-line profits, and the current and upcoming order books are the primary focus areas for many executives. Consequently, the priority for many companies is to quickly address immediate concerns by bringing in individuals who can provide quick-fix solutions. As a result, few companies have the time to thoroughly assess and understand individuals during interviews. Therefore, many recruitment decisions are made based on "gut feelings" or instincts rather than concrete evidence.
Effective recruitment and selection should not rely on luck. Systematic planning and preparation increase the likelihood of hiring the right person. The key to successful recruitment is preparation: understanding the job and its requirements for effective performance. Recruiting the wrong person can be costly, with expenses potentially reaching at least twice the employee's salary when considering training, expenses, and pension contributions.
Cheers,
HRProp
---
Dear friends,
This is Kamakshipanda from Pune, working as an HR Manager in a manufacturing company with over 5 years of HR experience. Can anyone provide feedback on the following: how to control employee attrition rates? We have implemented service contracts for employees, yet they continue to leave the company. Retaining employees is a significant challenge, but there must be a solution. Please help me understand how to measure job satisfaction effectively and identify robust tools for this purpose.
Regards
From India, Pune
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Dear All,
Greetings from Jeeni. I always want to gain some knowledge on training. Can you also do me a favor by providing guidelines on how we are preparing the training module?
Regards,
Ranjeet
(Jeeni)
From India, New Delhi
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Greetings from Jeeni. I always want to gain some knowledge on training. Can you also do me a favor by providing guidelines on how we are preparing the training module?
Regards,
Ranjeet
(Jeeni)
From India, New Delhi
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thank you so much for posting such a wonderful information about training i was in need for the same. i am about to join a company as manager Training so it will be very useful for me.
From India, Ahmadabad
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From India, Ahmadabad
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Dear members,
I am an engineering graduate with good overseas experience and would like to pursue a correspondence MBA from prestigious institutions like IITs and IIMs within one year. I would appreciate your suggestions on how to proceed.
Thanks.
From United States, Orem
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I am an engineering graduate with good overseas experience and would like to pursue a correspondence MBA from prestigious institutions like IITs and IIMs within one year. I would appreciate your suggestions on how to proceed.
Thanks.
From United States, Orem
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Dear All Sorry for the inconvinience................... heres the attachment for your perusal. Your feedback n views are highly welcomed............ Keep sharing.......... Cheers HRProp
From India, Pune
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From India, Pune
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Dear HR Pro,
I am really grateful for all your contributions. I want your suggestions. I am an MBA student from Goa, currently doing my summer internship on competency mapping. My organization is undergoing a transformation from an Export Oriented Unit (EOU) to an Entrepreneur Oriented Unit. I have a list of competencies that are supposed to be used for this type of organization and another list used by the organization. I want to cluster these organizational competencies with those of an entrepreneur. Please suggest how I should proceed.
Regards
From India, Mumbai
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I am really grateful for all your contributions. I want your suggestions. I am an MBA student from Goa, currently doing my summer internship on competency mapping. My organization is undergoing a transformation from an Export Oriented Unit (EOU) to an Entrepreneur Oriented Unit. I have a list of competencies that are supposed to be used for this type of organization and another list used by the organization. I want to cluster these organizational competencies with those of an entrepreneur. Please suggest how I should proceed.
Regards
From India, Mumbai
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Hi seniors,
I am doing my summer internship project on training needs analysis. Can anybody help me in preparing the questionnaire for my project? I had collected some forms from this site, but they were not very useful. Can anyone help me with this?
Thank you.
From India, Mumbai
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I am doing my summer internship project on training needs analysis. Can anybody help me in preparing the questionnaire for my project? I had collected some forms from this site, but they were not very useful. Can anyone help me with this?
Thank you.
From India, Mumbai
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Dear HR Prop,
A ton of thanks for your useful information. I have recently been transferred to the Training & Development Department, and this will help me out a lot. Thanks a lot again. I hope in the future, if I need your help, you'll assist me.
Shalu 😊
From India, Delhi
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A ton of thanks for your useful information. I have recently been transferred to the Training & Development Department, and this will help me out a lot. Thanks a lot again. I hope in the future, if I need your help, you'll assist me.
Shalu 😊
From India, Delhi
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Thank you all for encouraging and appreciating my hard work. Keep posting good, knowledgeable stuff and give a helping hand to others. Keep up the good work.
Cheers,
HRProp
From India, Pune
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Cheers,
HRProp
From India, Pune
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HRProp,
I have posted a reply on the thread, which may please be read by all. Please do not conduct training without being trained for it by properly certified trainers. Otherwise, it would be like prescribing medicine without knowing the disease.
Thanks for the post anyway.
Gopan
From India, Kochi
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I have posted a reply on the thread, which may please be read by all. Please do not conduct training without being trained for it by properly certified trainers. Otherwise, it would be like prescribing medicine without knowing the disease.
Thanks for the post anyway.
Gopan
From India, Kochi
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Hi,
You can have some of these topics:
· Communication Skills for the Workplace <link outdated-removed>
· Enhancing Your Listening Skills <link outdated-removed>
· Everyday Business Etiquette <link outdated-removed>
· Enhancing Your Listening Skills <link outdated-removed>
· Building Relationships to Get Results <link outdated-removed>
· Communication Skills for Resolving Conflict <link outdated-removed>
· Lead and Communicate Effectively as a New Manager <link outdated-removed>
· The Negotiation Process <link outdated-removed>
· Getting results through communication <link outdated-removed>
· Generating alternatives in problem solving <link outdated-removed>
· Reviewing Performance <link outdated-removed>
· Improving Problem Performance <link outdated-removed>
· Continuous Performance Assessment <link outdated-removed>
· Delegation Basics <link outdated-removed>
· Dynamic Decision Making <link outdated-removed>
From India, Madras
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You can have some of these topics:
· Communication Skills for the Workplace <link outdated-removed>
· Enhancing Your Listening Skills <link outdated-removed>
· Everyday Business Etiquette <link outdated-removed>
· Enhancing Your Listening Skills <link outdated-removed>
· Building Relationships to Get Results <link outdated-removed>
· Communication Skills for Resolving Conflict <link outdated-removed>
· Lead and Communicate Effectively as a New Manager <link outdated-removed>
· The Negotiation Process <link outdated-removed>
· Getting results through communication <link outdated-removed>
· Generating alternatives in problem solving <link outdated-removed>
· Reviewing Performance <link outdated-removed>
· Improving Problem Performance <link outdated-removed>
· Continuous Performance Assessment <link outdated-removed>
· Delegation Basics <link outdated-removed>
· Dynamic Decision Making <link outdated-removed>
From India, Madras
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2,551 views and only 73 replies...................???????????
Guys.......................... Don't just download the material............... express your views.......... share your knowledge........ share what you have designed and developed that can be useful for any HR.........
Cheers
HRprop
From India, Pune
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Guys.......................... Don't just download the material............... express your views.......... share your knowledge........ share what you have designed and developed that can be useful for any HR.........
Cheers
HRprop
From India, Pune
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Hi HR Prop This is a good one, and i hope it will help me a lot in future. Need your support always . Regards Chamu
From India, Mumbai
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From India, Mumbai
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Dear hrpop! sir it really fantastic. untill now i know only 10 to12 soft skills that aHR will lok for. but now amazing. Really thanks a lot for ur valuable information. take care bye
From India, Delhi
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From India, Delhi
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Hi HR Prop,
Really its wonderful. currently i am working as a HR Executive where i have to desighn Traning also. If you have more information reg Traning like Calender, module, How to analys feedback for traning/ can you help me out?
Regards,
Ripti:lol:
From India, New Delhi
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Really its wonderful. currently i am working as a HR Executive where i have to desighn Traning also. If you have more information reg Traning like Calender, module, How to analys feedback for traning/ can you help me out?
Regards,
Ripti:lol:
From India, New Delhi
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Dear HR Professional,
Thank you for providing very useful content. I am in need of your services. I would like to request an article on Campus Recruitments at the top private Engineering Colleges in Andhra Pradesh. I would be very grateful if you could consider this request.
Best Regards,
Ram Mohan
Email: rammohan@email.com
From India, Hyderabad
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Thank you for providing very useful content. I am in need of your services. I would like to request an article on Campus Recruitments at the top private Engineering Colleges in Andhra Pradesh. I would be very grateful if you could consider this request.
Best Regards,
Ram Mohan
Email: rammohan@email.com
From India, Hyderabad
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Dear HR Professional,
Thank you for providing such useful content. I am in need of your services. I would like to request an article on "Campus Recruitments at Top Private Engineering Colleges in Andhra Pradesh." I would be very grateful if you could consider this request.
Best Regards,
Ram Mohan
Email: rammohan@email.com
From India, Hyderabad
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Thank you for providing such useful content. I am in need of your services. I would like to request an article on "Campus Recruitments at Top Private Engineering Colleges in Andhra Pradesh." I would be very grateful if you could consider this request.
Best Regards,
Ram Mohan
Email: rammohan@email.com
From India, Hyderabad
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Hello,
In furtherance of the above knowledge, I am providing herein a link. Hope the same is useful.
- [link outdated-removed]
- [link outdated-removed]
- [link outdated-removed]
([Search On Cite](https://www.citehr.com/results.php?q=http www citehr com 45959 training terial ii html) | [Search On Google](https://www.google.com/search?q=http www citehr com 45959 training terial ii html))
- [link outdated-removed]
Thank you,
Octavious
[https://www.citehr.com/99968-major-hr-links.html#post386938](https://www.citehr.com/99968-major-hr-links.html#post386938)
From India, Mumbai
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In furtherance of the above knowledge, I am providing herein a link. Hope the same is useful.
- [link outdated-removed]
- [link outdated-removed]
- [link outdated-removed]
([Search On Cite](https://www.citehr.com/results.php?q=http www citehr com 45959 training terial ii html) | [Search On Google](https://www.google.com/search?q=http www citehr com 45959 training terial ii html))
- [link outdated-removed]
Thank you,
Octavious
[https://www.citehr.com/99968-major-hr-links.html#post386938](https://www.citehr.com/99968-major-hr-links.html#post386938)
From India, Mumbai
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Hi Members of Citehr, This is DP Sahoo, VP-HR of Bharat Seats Ltd, Gurgaon. Its nice to be a member of this group and acquire knowledge through various Hr sharings. Thanks DP
From India, Ghaziabad
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From India, Ghaziabad
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Hi,
Thank you for putting in so much effort and sending us the best articles, presentations, and useful materials. It's great to see that you personally take care of all the opinions put forward to you and try your best to help out more and more. Keep up the good work, HR Prop. You rock!
Cheers!
Regards,
Swati
Meriweb Consultancy
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Thank you for putting in so much effort and sending us the best articles, presentations, and useful materials. It's great to see that you personally take care of all the opinions put forward to you and try your best to help out more and more. Keep up the good work, HR Prop. You rock!
Cheers!
Regards,
Swati
Meriweb Consultancy
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Hi HR Prop I tried to download the zip file on training module.....While saving, the message appears as the file is invalid or corrupted.. Can you please send it again? Thanks & regards Maumita
From India, Bhubaneswar
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From India, Bhubaneswar
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Hi You might require Winrar for the same ........ please download a free version from google and .... open the file............ Cheers HR prop Happy to help you..........
From India, Pune
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From India, Pune
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I am a fresher and searching for a job in HR, plz give some guidelines so that i can crack interview
From India, Bangalore
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From India, Bangalore
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Hey guys,
Those who have requested the training module on their mail ID, I have sent it to you. Please check your mail.
Note: I have sent the module to the following Cite HR members on their request:
bhatia.puja@gmail.com,
asma_chang@hotmail.com,
ilyas.hrd@gmail.com,
lipikamohantyt@hotmail.com.
Keep sharing.
Cheers,
HR PRop
From India, Pune
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Those who have requested the training module on their mail ID, I have sent it to you. Please check your mail.
Note: I have sent the module to the following Cite HR members on their request:
bhatia.puja@gmail.com,
asma_chang@hotmail.com,
ilyas.hrd@gmail.com,
lipikamohantyt@hotmail.com.
Keep sharing.
Cheers,
HR PRop
From India, Pune
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Dear Octavious, The material u shared is really excellent and very useful. its great... i was working on T&D in a s/w development company. Thanks very much, Naresh
From India, Bangalore
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From India, Bangalore
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Dear Member, I was on the look out for the same information to frame a training schedule. Thank you very much for a valuable input. Regards Hariharan N
From India, Madras
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From India, Madras
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Hi this is actually very useful information u posted. thank u soooooooo much & keep sending such informative mails so that other can take benefit of it. Regards :icon1:
From India, Chandigarh
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From India, Chandigarh
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Book: Handbook on Effective Communication Skills
Have fun.
By: Amresh Anjan
HR Book Link: HR Articles
From India, New+Delhi
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Have fun.
By: Amresh Anjan
HR Book Link: HR Articles
From India, New+Delhi
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Hi,
It was really a very good effort in posting these useful links and files. I am back in the office after a gap of two years (bedridden due to an accident). So I have lost all my files, information, and it is getting very difficult to collect all this information. But I was able to retrieve a few from this.
Thanks a lot. Keep posting.
From India, Delhi
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It was really a very good effort in posting these useful links and files. I am back in the office after a gap of two years (bedridden due to an accident). So I have lost all my files, information, and it is getting very difficult to collect all this information. But I was able to retrieve a few from this.
Thanks a lot. Keep posting.
From India, Delhi
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To HR Prop I would like to know how i should prepare for a interview. The post that i have been offered is HR Manager. Regards Smitha
From India, Delhi
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From India, Delhi
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Hey, thank you HR Professional for your valuable information. It's helping me out in my project on training in the retail sector. I was stuck at one place but your post helped me out. I would be thankful to you if you could provide me with more details regarding training in the retail sector.
From India, Mumbai
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From India, Mumbai
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Hey Prop,
I couldn't open any of the zipped files.The message says that the zip file is either damaged of ended abruptly..(somthing like that)
Could you please mail me the files at nimishakhanna[at]gmail[dot]com
Waiting
Thanks a Ton
Nimisha
From India, Gurgaon
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I couldn't open any of the zipped files.The message says that the zip file is either damaged of ended abruptly..(somthing like that)
Could you please mail me the files at nimishakhanna[at]gmail[dot]com
Waiting
Thanks a Ton
Nimisha
From India, Gurgaon
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Hi, i am rajiv singh, working as sr. HR, this site is very useful for hr person to acquire knowledge. Rajiv
From India
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From India
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Dear Friends........... Few more PPts for your perusal................ Cheers HR prop
From India, Pune
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From India, Pune
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Hi,
Can anyone please help me regarding the salary and allowances benefits of an individual when they are asked to resign or are sacked?
When someone is asked to resign (sacked), they are entitled to 4 months' gross salary and allowance benefits. However, I have learned that the Leave Fare Assistance (LFA) that they are entitled to receive annually would be for the period they practically worked in the company. My question is if the salary and allowances are for 4 months, then why would the LFA be applicable until the last day of work?
I would highly appreciate it if someone could kindly clarify this point.
Thanks,
Nadira Khan
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Can anyone please help me regarding the salary and allowances benefits of an individual when they are asked to resign or are sacked?
When someone is asked to resign (sacked), they are entitled to 4 months' gross salary and allowance benefits. However, I have learned that the Leave Fare Assistance (LFA) that they are entitled to receive annually would be for the period they practically worked in the company. My question is if the salary and allowances are for 4 months, then why would the LFA be applicable until the last day of work?
I would highly appreciate it if someone could kindly clarify this point.
Thanks,
Nadira Khan
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Hey, sorry to trouble you, but I am unable to open the PDF file. Could you please forward the same to my email id: [email redacted]
Waiting for your email.
Regards,
From India, Mumbai
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Waiting for your email.
Regards,
From India, Mumbai
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Hi all, we can add on training process Thanks!!! Rajeev Head-Training Archies Ltd
From India, Delhi
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From India, Delhi
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Hi,
The objective of HRM should be measurable and achievable, such as:
1. The recruitment will happen within 45 days after receiving a Manpower requirement.
2. Attrition Ratio will be reduced from 30% to 15% this year.
3. Employee Turnover will be...
Cheers,
HR Prop
From India, Pune
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The objective of HRM should be measurable and achievable, such as:
1. The recruitment will happen within 45 days after receiving a Manpower requirement.
2. Attrition Ratio will be reduced from 30% to 15% this year.
3. Employee Turnover will be...
Cheers,
HR Prop
From India, Pune
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Dear HR Prop, You are really a great person.....you started e-library and now shared so much of materials on Training. Thanks a million!!! Regards Lakshmi:icon1:
From India, Madurai
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From India, Madurai
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Company Policy - Effective Immediately
Dress Code
It is advised that you come to work dressed according to your salary. If we see you wearing Prada shoes and carrying a Gucci bag, we assume you are doing well financially and therefore do not need a raise. If you dress poorly, you need to learn to manage your money better, so that you may buy nicer clothes, and therefore you do not need a raise. If you dress just right, you are right where you need to be and therefore you do not need a raise.
Sick Days
We will no longer accept a doctor's statement as proof of sickness. If you are able to go to the doctor, you are able to come to work.
Personal Days
Each employee will receive 104 personal days a year. They are called Saturday and Sunday.
Bereavement Leave
This is no excuse for missing work. There is nothing you can do for dead friends, relatives, or co-workers. Every effort should be made to have non-employees attend to the arrangements. In rare cases where employee involvement is necessary, the funeral should be scheduled in the late afternoon. We will be glad to allow you to work through your lunch hour and subsequently leave one hour early.
Toilet Use
Entirely too much time is being spent in the toilet. There is now a strict three-minute time limit in the stalls. At the end of three minutes, an alarm will sound, the toilet paper roll will retract, the stall door will open, and a picture will be taken. After your second offense, your picture will be posted on the company bulletin board under the "Chronic Offenders Category". Anyone caught smiling in the picture will be sanctioned under the company's mental health policy.
Lunch Break
Skinny people get 30 minutes for lunch, as they need to eat more, so that they can look healthy. Normal-sized people get 15 minutes for lunch to get a balanced meal to maintain their average figure. Chubby people get 5 minutes for lunch because that's all the time needed to drink a Slim-Fast.
Thank you for your loyalty to our company. We are here to provide a positive employment experience.
From India, Bangalore
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Dress Code
It is advised that you come to work dressed according to your salary. If we see you wearing Prada shoes and carrying a Gucci bag, we assume you are doing well financially and therefore do not need a raise. If you dress poorly, you need to learn to manage your money better, so that you may buy nicer clothes, and therefore you do not need a raise. If you dress just right, you are right where you need to be and therefore you do not need a raise.
Sick Days
We will no longer accept a doctor's statement as proof of sickness. If you are able to go to the doctor, you are able to come to work.
Personal Days
Each employee will receive 104 personal days a year. They are called Saturday and Sunday.
Bereavement Leave
This is no excuse for missing work. There is nothing you can do for dead friends, relatives, or co-workers. Every effort should be made to have non-employees attend to the arrangements. In rare cases where employee involvement is necessary, the funeral should be scheduled in the late afternoon. We will be glad to allow you to work through your lunch hour and subsequently leave one hour early.
Toilet Use
Entirely too much time is being spent in the toilet. There is now a strict three-minute time limit in the stalls. At the end of three minutes, an alarm will sound, the toilet paper roll will retract, the stall door will open, and a picture will be taken. After your second offense, your picture will be posted on the company bulletin board under the "Chronic Offenders Category". Anyone caught smiling in the picture will be sanctioned under the company's mental health policy.
Lunch Break
Skinny people get 30 minutes for lunch, as they need to eat more, so that they can look healthy. Normal-sized people get 15 minutes for lunch to get a balanced meal to maintain their average figure. Chubby people get 5 minutes for lunch because that's all the time needed to drink a Slim-Fast.
Thank you for your loyalty to our company. We are here to provide a positive employment experience.
From India, Bangalore
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Thanks a lot for the training modules and the PPT. i have been going through them since i down loaded many hours ago. Its very useful. Thanks again and keep sharing.
From Nigeria
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From Nigeria
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Hello Sir,
I am a student of MBA (HR). Can you please help me? I am doing training in Reliance, and my topic is "training needs assessment based on development." If you have some material on this topic, please email it to me at
.
Thanks in advance.
From India, Calcutta
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I am a student of MBA (HR). Can you please help me? I am doing training in Reliance, and my topic is "training needs assessment based on development." If you have some material on this topic, please email it to me at
Thanks in advance.
From India, Calcutta
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Dear Muskan, Saw ur request...even i did my project on Training needs analysis - will check for some materials available with me......will mail u... All the best... Regards, Bindu:icon1:
From India, Bangalore
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From India, Bangalore
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Good Going guys........... Keep up the good work........... Thansk for all the appreciation...... Cheers HR PRop
From India, Pune
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From India, Pune
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Hi all, i am looking for some classroom activity related with communication/ettiquete to make my class more interesting. thanks and waiting for your response .Sunita
From India, Delhi
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From India, Delhi
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Hi HR professional,
Your presentations are awesome. I have found the training module especially helpful to me as I plan and prepare training schedules for our members of staff. Keep up the good work in enlightening members.
Cheers,
Barbara
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Your presentations are awesome. I have found the training module especially helpful to me as I plan and prepare training schedules for our members of staff. Keep up the good work in enlightening members.
Cheers,
Barbara
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Hai members, Attached here is a ppt for Change Management. Regards Lakshmi:lol:
From India, Madurai
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From India, Madurai
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Thank you for the valuable information provided by the great members like HR professional Rajeev and Bindu. Your contributions are greatly appreciated.
Please help us further by sharing valuable information on topics such as HRM, Performance Management, its importance, and Recruitment and Selection strategies, along with their impact on the company.
If you have any information to share, please send it to vivekthehr@gmail.com. We are eagerly awaiting your response! Thank you.
From India, Hyderabad
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Please help us further by sharing valuable information on topics such as HRM, Performance Management, its importance, and Recruitment and Selection strategies, along with their impact on the company.
If you have any information to share, please send it to vivekthehr@gmail.com. We are eagerly awaiting your response! Thank you.
From India, Hyderabad
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Dear all, For your reference i am sending below information I think it will help you. Thanks Chowdary
From India, Hyderabad
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From India, Hyderabad
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Hi,
Thank you for your valid information. It's really nice. I am also in the training and development area. Your posts, especially on training needs analysis and training feedback, are very much useful for me.
Thanks a lot once again.
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Thank you for your valid information. It's really nice. I am also in the training and development area. Your posts, especially on training needs analysis and training feedback, are very much useful for me.
Thanks a lot once again.
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Hi HR prop, thx for sharing valuable inf. M planning to do dip. in T&D. Hope it will help me a lot. Regards Shweta
From India, Delhi
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From India, Delhi
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Dear HR Prop, I am seeking your help to know; as to how to find effectiveness of a training organisation.Is there any model to assess that? Regards Amitvikram
From India, Kochi
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From India, Kochi
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Dear HR Prop, It is really great on your part in sharing such valuable treasures of the industry. Hats off to you- i think of calling u the HR-content Encylopedia. Keep up the good work
From India, Tirupur
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From India, Tirupur
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hey hr pop.. i am a student n need a training module on time management for freshers in automobile industry... can u help me
From India, Mumbai
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From India, Mumbai
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Hello sisters and brothers,
I am doing my MBA, and now I am entering my second year. The crucial thing is I am in trouble choosing my major and minor. I like marketing and HR, but I don't know what to choose as what. Please help me. Are these two combinations okay?
Thank you :)
From India, Bangalore
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I am doing my MBA, and now I am entering my second year. The crucial thing is I am in trouble choosing my major and minor. I like marketing and HR, but I don't know what to choose as what. Please help me. Are these two combinations okay?
Thank you :)
From India, Bangalore
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hi gunadeepa Thsi is rohana from coimbatore, im lookngi for some good openigns in coimbatore my contact number is 9843175000 keep in touch
From India, Madras
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From India, Madras
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Good work for all of us, you have put in lot of efforts for the same. Keep posting. I will be visiting pune next week.
From India, Mumbai
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From India, Mumbai
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Hi HR professional,
I really appreciate the materials; they are very useful. I am planning to compile them onto a CD and add them to the HR library. Do you mind?
Please continue providing us with such informative content. I admire the presentation; it's really cool.
Thank you.
From Canada, Toronto
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I really appreciate the materials; they are very useful. I am planning to compile them onto a CD and add them to the HR library. Do you mind?
Please continue providing us with such informative content. I admire the presentation; it's really cool.
Thank you.
From Canada, Toronto
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Hi HR professional,
Thank you for the valuable information you provided. I am still a novice in the training industry, and this information will be very useful to me. If you have any more tips for a fresher, please email me at niru141@gmail.com.
Thank you.
From India, Hyderabad
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Thank you for the valuable information you provided. I am still a novice in the training industry, and this information will be very useful to me. If you have any more tips for a fresher, please email me at niru141@gmail.com.
Thank you.
From India, Hyderabad
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Hi Prop... The material is very needful.. being a trainer, it is highly needed to revamp the material and bring out something new.. Really appreaciable ... Regards, Swati
From India, Pune
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From India, Pune
Acknowledge(0)Amend(0)CiteHR is an AI-augmented HR knowledge and collaboration platform, enabling HR professionals to solve real-world challenges, validate decisions, and stay ahead through collective intelligence and machine-enhanced guidance. Join Our Platform.
Training module 1.doc
Madhav Reddy - Training Programs & Details.pdf