Octavious
Hr Manager
HR Prop
Hr Professional
Rajeev Saini
Head-training And Development
Philburger13
Freelance.
CHAMU
Training Manager
Vyas
Hr Manager
Rajeev Verma
Hr Professional
Krishnachowdary47
Sr.hr Executive
Jeeni
Assistant Human Resource Manager
Narayanan Hariharan
Sr.manager -hr
Gunadeepa
Hr Executive
Shalu_Singh
Employed
Nimisha Khanna
Training Manager-soft Skills
Reema13
Student
Richaz
Performance Mgt. System
+1 Other

Thread Started by #HR Prop


Dear 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
26th May 2008 From India, Pune

Attached Files
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File Type: zip Training Module.zip (170.2 KB, 27274 views)

Hai, Mr. Prop
Thanks for your Valid Information, I am in Training & development Area, Useful for me the Most. Especially training process, TRaining calender, Trainind need Analysis
Thank you very much
Keep Post !
Good luck
Pradeepa
26th May 2008 From India, Coimbatore
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:
26th May 2008 From India, Pune
Training attendance Card will help you to track down the attendance of the employee for a particular training programe............
26th May 2008 From India, Pune

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File Type: doc TRAINING ATTENDANCE CARD.doc (31.5 KB, 5182 views)

Dear Prop,
Thanks for your Information
Can i Have some of the Soft Skills Program Names which can be suggested for our executive,s
I would like to become a free lance training , can i have some tips.
any One , please help mee
26th May 2008 From India, Coimbatore
Hi All
I did my mba in international business as major and minor as HR, I working in field of marketing now I want to change my job in HR
Can anybody help giving me the placement/ consultant details, which can help me in getting the job.
Also, please tell me should I apply as a fresher or experienced person, whether my experience of eight years will be countable or not.
Please advice me
Thanks
26th May 2008 From India, Delhi
Dear Pradeepa,

Please find the list of Soft Skill training program 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 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 knwo if you require anything else.....

Cheeers
HRProp:lol:


26th May 2008 From India, Pune
To
HR prop
So kind of You Prop.
Thanks for your Immediate repsonse, Hope this would be useful for mee.
Moreover, Can i have some Inspirational & motivational Stories for Attitude Development.
regards
Pradeepa
26th May 2008 From India, Coimbatore
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
26th May 2008 From India, Pune

Attached Files
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File Type: ppt Ant Philosphy[1].ppt (140.0 KB, 4281 views)
File Type: ppt Building Interpersonal Communication 2[1].ppt (289.0 KB, 5986 views)
File Type: ppt Flight_of_Geese[1].ppt (176.0 KB, 3546 views)
File Type: ppt motivation presentation1.ppt (876.5 KB, 5434 views)
File Type: ppt motivation_163[1].ppt (61.5 KB, 4044 views)

Few more .......
26th May 2008 From India, Pune

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File Type: pps Positive Attitude.pps (461.0 KB, 3250 views)
File Type: pps TinyFrog.pps (114.0 KB, 2032 views)
File Type: pps WORK.pps (1.11 MB, 2575 views)

hi
i have picked up this article and will definelty try to implement this module in my training schedule.will provide u the response.
plz do keep postiong these useful information .It would be of great help if you can help me on some ebooks on personnel management as well as i m really finding it hard to get a good e book on personnel management.
Thanks & Regards
Preeti Nandan
Mob-9836405705
26th May 2008
I will try to help to the fullest.......... Lemme check if i have some e-book on personnel management........ till then cheers.........
26th May 2008 From India, Pune
hi there dear hr prop, i couldnt open all your attatchment in the first page. i am interested expecially with your first post (the zip file you attahced on the training module). can you please email it to me at ? thank you so much!
27th May 2008
well, this will help me a lot, bcoz i'm working on this part now in my organization.
will forward u the final draft of the training module soon for your revision and advice.
Thanks again,
Regards,,
Waleed
27th May 2008 From Oman, Muscat
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.
27th May 2008 From India, Hyderabad
Dear All
Thanks to all of you to appreciate the efforts..............
Those who are unable to open ppts I will send them the same on their respective mail IDs .....................
Cheers and keep writing..............
HRProp
27th May 2008 From India, Pune
Hi All,
Indeed the Training Module is useful.
I am attaching the Training ROI (Returns on Investment) Calculator which i found on Net almost 4 years back.
You need to make changes in the calculator but it certainly give you an idea about the ROI.
Thanks & Regards
Prachi Deshpande
27th May 2008

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File Type: xls Training ROI Calculator.xls (80.5 KB, 1630 views)

Dear Alll This ppt can also be useful................... Please check it up.................
28th May 2008 From India, Pune

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File Type: ppt assessments_and_kirkpatrick_model_159[1].ppt (802.0 KB, 1229 views)

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....
28th May 2008 From United States, Charlotte
HI,
I saw the training feedback for and noticed a column for group head's approval.I think that should not be a part of feedback form coz it might stop the true feedback on the training to come out.
Views are invited
Abhishek Singh
28th May 2008 From India, Delhi
Hi Abhishek, Thansk so much buddy for the correction............ You are right ............... will make the corrections ......... Once again thanks so much
28th May 2008 From India, Pune
Dear All A humble request to u all............... Please rate the Post .................. whatever u felt abt the post pls rate it.............. Thanks HR prop
28th May 2008 From India, Pune
dear friendzthis is kamakshipanmda from pune working as HR Manager in a manufacturing companyhave 5+ yrs exp. in HR plz any body comment on this:how to control attrition rate?we r binding employees in service contract but still they are quiting the companyits really challenging to retain employees but there will be definetely a solution plz help me and what is robust tool to measure the job satisfaction , whether employees r working with job satisfaction rgds
28th May 2008 From India, Pune
The Hidden Dimension of Employee Attrition

Attrition is considered to be one of the biggest challenges Indian corporate sector is facing today. All companies are working day and night to find out a long-term solution of 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 and has several dimensions. At the face of it, it is a role mismatch, i.e., fitting wrong person in the right position. But why role mismatch? Many would argue that 'it is very difficult to understand a complete human being within few minutes of conversation,' or 'in the interview s/he was found to be very good but now it appears that it was a wrong selection'.
Perhaps the most hidden dimension of this massive role mismatch is the 'Halo Effect' created by both employees as well as employer during the process of interview in different circumstances. In this process, 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 of the superior competency (in many circumstances, it could be a surface level competency) that may be required for the position, and because of this, the interviewer or interviewing panel wrongly infer that he or she has the other competencies or attributes required for the job as well. It could work both in positive or negative direction. This phenomena works as a filter to any information that contradicts first impressions. For example, someone who attended the same college or university as the recruiter would be at an advantage, while a person not wearing a suit or not having a charming or magnetic personality would not be a management material. It is often the case that people judge more favourably those individuals with whom they have something in common.
Moreover, in this entire process, attractiveness is considered to be the central trait. Attractive people are often judged as having a more desirable personality and more skills than someone of average appearance. So we presume that all the other traits of an attractive person are just as attractive and sought after. Individuals often exhibit their best behavior in the presence of authority figures, presumably to avoid being accosted by said figures. With this assumption, today it has been widely found that large number of job seekers are exclusively focusing on sharpening their so-called surface level attractiveness skill and moving from one lucrative assignment to another, frequently only on the basis of glorified superficial presentation without even having any breakthrough performance in their current or previous role.
During the process of interview, the interviewer may be attracted to someone who seems to be in his/her own likeness. On many occasions, the interviewer identifies favourability with some aspects of the candidate's presentation of themselves and, thereafter, makes assumption (not based on actual information) about the rest of the candidate.
The candidate fits into the interviewer's stereotypes. The candidate with positive impression relaxes the interviewer. There is a sharing of identity. The interviewer is stimulated, feels good, is enlivened. The interest may lead to more time being allocated to the candidate than the candidate with negative impression.


This process even goes out of control when we find that in order to achieve success in the highly materialistic glamorous corporate world, today many young and restless next generation job seekers are not hesitating to follow the so-called "Short-Cut" route at any cost, even if it demands making a glorified superficial presentation in the interview or presenting false information, data, etc., to the employer as part of the recruitment process. Personal values, professional and moral ethics, character, etc., have become the concept of history books for many youngsters of today's market place. As a result, false impressions are being deliberately created through various means by many job seekers during the process of interview. In case of many youngsters, it has even become the new definition of so called "Smart Employees".
On the other hand, due to the tough competition in the marketplace, top executives of all the companies are under tremendous pressure to generate visible results in the immediate future. Top line, bottom line and order book for the current and immediate next quarter remain the only focus area for many top executives. Hence, getting a guy in order to offer quick-fix solution to the immediate concern area of the company remains the prime objective for many companies. As a result, very few of them are in a position to devote sufficient time in an interview forum to assess and understand real individual. Hence, many recruitment related decisions are being taken only on the basis of "gut feeling" or instinct, and not on the basis of available objective evidence.
Effective recruitment and selection should not be about the luck of the draw. Systematic planning and preparation will increase the likelihood of taking on the right person. The key to effective recruitment is preparation: knowing the job and what is required of someone to perform it well. The cost of recruiting the wrong person can be significant. The cost of hiring someone may be at least twice their salary when factors such as training, expenses and employer's contributions to their pension are added.

Cheers
HRProp


28th May 2008 From India, Pune
Dear All,
Greetings from jeeni, i always want to gain some knowledge on training. can you also do a favour for me , on what guidelines we are preparing the training moduule and how.
Regards
Ranjeet
(Jeeni)
28th May 2008 From India, New Delhi
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.
28th May 2008 From India, Ahmadabad
Dear members, I am engineering graduate with good overseas experience, would like to do correspondence MBA from prestegeous institution like IITs and IIMs? within one year. Appreciate your suggestions to proceeed, Thanks.
28th May 2008 From United States, Orem
Dear All Sorry for the inconvinience................... heres the attachment for your perusal. Your feedback n views are highly welcomed............ Keep sharing.......... Cheers HRProp
28th May 2008 From India, Pune

Attached Files
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File Type: zip Training Module.zip (170.2 KB, 660 views)

dear Hrrpo
i am really greatfull for all ur contribution. i want ur suggestion
i am a mba student from goa. i am doing my summer interns on competency mapping.
my organisation is under transformation for EOU(export oriented unit) to entrepreneur oriented unit. i have a list of competencies which is supposed to be used for such kind of organisation. and i have an anthor list which is used b organisation. i want to cluster this organisational competencies with those entrepreneur compeencies.
pls suggest how i should go ahead.
regards
28th May 2008 From India, Mumbai
hi seniors....
m doing my summer internship project on training need analysis so can any body help me in preparing the questionnaire 4 my project.. i had collected one forms 4m tis site but it was not much use full:dry: so can help me in this???
28th May 2008 From India, Mumbai
Dear HR Prop,
A ton thanks for your useful information. I am recently transfered to TRaining & Development Department and thi swill help me out a lot.
Thanks a lot again. Hope in future if I need your help you'll help me out
Shalu:icon4:

29th May 2008 From India, Delhi
Thanks all of you guys for encouraging and appreciating my hard work...........
Keep posting good knowledgeable stuff.............. and give a helping hand to others...........
Keeep up the good work.............
Cheers
HRProp
29th May 2008 From India, Pune
HRProp,
I have posted a reply on thread, which may please be readby all. Please do not conduct trainin with out being trained for it by proper certified trainers. Otherwise it would be like prescribing medicine without knowing the disease.
Thanks for the post any way
Gopan
29th May 2008 From India, Kochi
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>


29th May 2008 From India, Madras
2,551 views and only 73 replies...................???????????


Guys.......................... Dont 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



29th May 2008 From India, Pune
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
29th May 2008 From India, Mumbai
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
29th May 2008 From India, Delhi
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:

29th May 2008 From India, New Delhi
Dear HR Prop,
Truly very usefull content. I am in need of your service. i am to request you for an Article on Campus Recruitments at TOP (pvt) Engineering Colleges in Andhra Pradesh. I shall indeed be very obliged, if you consider the request.
With BEST Regards
Ram Mohan

29th May 2008 From India, Hyderabad
Dear HR Prop,
Truly very usefull content. I am in need of your service. i am to request you for an Article on Campus Recruitments at TOP (pvt) Engineering Colleges in Andhra Pradesh. I shall indeed be very obliged, if you consider the request.
With BEST Regards
Ram Mohan

29th May 2008 From India, Hyderabad
Hello
In furtherance to above knowledge, I am providing herein with a link. Hope the same is useful
<link outdated-removed>
<link outdated-removed>
<link outdated-removed> ( Search On Cite | Search On Google )
<link outdated-removed>
Thank you
Octavious
https://www.citehr.com/99968-major-h...tml#post386938
30th May 2008 From India, Mumbai
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
30th May 2008 From India, Ghaziabad
Hi,
Thanks for putting up so much efforts & send us the best of articles, presentations & useful materials.
Its great to see that you personally take care of all the opinions put up for you & try your best to help out more & more.
Keeup up the good workk HR Prop..
You Rock !!!!
CHeerss !!!!!
Regards,
Swati
Meriweb Consultancy
30th May 2008
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
30th May 2008 From India, Bhubaneswar
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..........
30th May 2008 From India, Pune

Attached Files
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File Type: zip Training Module.zip (170.2 KB, 355 views)

I am a fresher and searching for a job in HR, plz give some guidelines so that i can crack interview
30th May 2008 From India, Bangalore
Hey guy


Those who have requested the training module on their mail ID

I have sent you ............. please check your mail...............

Note : I have sent the modult to ollowing Cite HR members on their request.....


,
,
,




Keep sharing..............


Cheers
HR PRop
30th May 2008 From India, Pune
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
30th May 2008 From India, Bangalore
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
30th May 2008 From India, Madras
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:
30th May 2008 From India, Chandigarh

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