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Training & Development
Snr. Hr Professional
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good day,
i working as a learning and training officer, i am working with a company of 1500 employees. We run In-houses courses, and registered the employees for the In-dividual courses.
We run the courses in different majors: safety, management, IT, technical.
We also responible about the study leavers.
My manger requsted from me to create new ideas in my department and he wants me to develop my self.
If you are working in the training and development department appreciate your provide me with suggestion and development to my department.
I want to be integrated to get this job as established.

It would be better if you can say what sort of ideas you are looking for - for training programs - for whom - which category to address - junior,middle, senior category employees.
Regarding developing yourself would your manager like you to undergo some self dev programs or soft skills program, dev your admn and computer skills and like

Anand appreicate your reply, actually, he would like me to develop the training section in general, he is open mind and will welcome any new ideas
You can look for the following:

1) If any management association/ local chapter is there - get some employees sponsered to their trainings and take membership for the company for wider benefit. Sponser for free talks, evening talks
2) Enroll with near by mgmt association by becoming mebers and call them for conducting inhouse prg - which will work out cheaper wrt to outside faculties and you can develop relations with the mgmt association - useful for company and yourself
3) Regarding stress mgmt and other soft skills see if somebody from Brahmakumaris can come and take sessions - it is more or less free or token charges are taken
4) For workmen - look for Central Board of Workmen Education - they charge less and would be effective

The list can go on .... think on the parameters:

You should get your name known in wider circle of mgmt association/hr forums and like by taking their support

Should be able to give credit to your seniors, goodwill for company

- any programs encompassing the above will be beneficial to you in long run



Hi, Pls let me know the structure of your department and details of company so that I can help u out . Regards Aniruddha HR Consultant
First of all you should identify skill-gap i.e. do skill gap analysis in consultation with the concerned deptt. Than do Training need analysis on the basis of skill gap analysis. Than discuss the training programmes suitable/required to fill-up the skill gap and /or development of employees and with the guidance of your seniors frame a training programme calendar and take help of your colleagues for providing internal trg and find out outside faculty. Thereafter evaluate the training given to the employees.
ak malhotra

Hi U can organize Organization Management, Office Automation Training, Monthly Get Together For Employees, Workshop On Craft Making Activity etc.
Dear, I have 35 years of experiance in T&D pl tell me more about you and your company so that I can be of some help to you. with aft, sankar

My suggestion would be to position this slice of the organization in a way that it brings strategic value and positive bottom line results to the organization. Get from your Executive the strategic deliverables that are aligned to your department. This is apart from the mandatory, legal or other common programmes that need to be delivered - these feed into your foundation that informs the core values of the organization (safety, performance, etc.)

Establish competency profiles for each position (not the persons in the positions) and then have a skill assessment completed for the persons in those positions. The results will give you your skills gap (both for technical and leadership elements).

The devil will be in the delivery of the interventions. Since 80% of what we retain is driven by what we do, the more on-the-job exposures you have, the better. Use the subject matter experts already in your organization to coach up and coming professionals. This will assist you in building your succession programme as persons leave the organization. The assessment you do should give you some indicators about the skills that require classroom training, immersion programmes academic programmes, etc - use these as necessary.

Have short learning sessions which involve members of the Board or the Executive (lunch, breakfast, afternoon tea) where they can bring expectations live to the organization. Make sure to have a question session. Participants are more likely to walk away remembering everything that occurred in that hour or 1/2 hour and it would be from someone who is in the organization and who will be observing them and the results they expect.

You may also go the route of a corporate university (set up to suit your needs) to facilitate delivery. Design a "passport" of sorts that indicates where the learning/development and training of an employee is expected to be after different periods of time in the organization. This requires serious collaboration with the Line Managers. Give one to each employee. This is essentially their development plan and you can categorize it by years. For working efficiency, you may wish to work with a rolling 2-3 year plan, which should feed directly into the strategic objectives of the organization as it relates to human capital development and management.

Hope this helps. If you wish some more discussion/clarification, please feel free to let me know.

Kind Regards


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All the above names, really appreciate your interference and discussion and for those who added ideas and explain to me their eperience, I will go through them and i will implement the strategy that i dont have in my company.

Finding people who helped and specify a time from their day to response to me, really made me feel that people are still helpful and kind.

thanks a gain

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