Dear All, How do we decide about number of mandays of training an employee should go through. Request your input on the above as i am working on the training policy. Deepa :P
From India, Gurgaon
Learning & Performance Manager
Human Resource Advisor

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It depends on the requirement of the department/organization. So for if you donít have any established target, may be you can conduct a training need analysis across the organization to find out the requirement.
It is also based on the Budget company allocated for the training and the work schedule. Some time organization will establish a target of 40hrs ( 5days) or more than that but at the end of the year, most of the companies not achieve at least 50 to 60% of the set target.
Analyze the requirement,. Budget, workload and establish the target.

From India
The training mandays again depend on the objectives and business goals of the Organization. It also purely depends on the Quality systems an organization has established. The following few points can be considered before setting up target.
1. Objectives of the Organization.
2. The Quality systems
3. Quantum of employees
4. Experience of employees.
5. Role of an Employee.
6. The competencies defined to perform the Job. (Functional/ Behavioral/Generic )
7. Succession planning.
8. Requirements from the departments.
9. Budget.
As Sathya correctly said conduct the Training need analysis it will throw you the Mandays requirement.
Hope the above will help you in some way.

From India, Hyderabad

Hi , You can calculate the mandays of training = No.of Batch days * trainees per batch. Regards, Vaishali Nikam
From India, Pune

Hi, This presentation on Time management, please let me your views on it. Regards, Vaishali Nikam
From India, Pune

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Since you are still in the process of putting a training policy, one thing to consider in determining your training mandays is the objectives or goals of your company. Your training mandays and your training policy in general should not be detached to what is your organization is trying to achieve.
If training budget may be of constraint, it is also good to play on the safe side. While some practitioners count the minimum number of hours an employee should attend, there are others that count the number of trainings an employee should attend since the training needs of each employee vary. In this way, even if there is a limit on the budget more employee can still avail of your training program. :wink:

From Saudi Arabia,

Deepa, I have seen training hours allocated in a number of organizations. I feel this is useful in orgs that have not had a culture of learning and the org wants to change the mindset. However, once you get past this stage, the concept of allocated hours I find strikes at the heart of what training should be used for. Training conducted should be based on needs, both individual, department and organization wide. These vary from person to person, dept to dept and as the org meets different competitive pressures. We canít pretend that some simple formula of training days is going to match these specific needs.

What we have done in the past is to determine the real training needs, looking at strategic and operational plans and the output from individual development plans. We then allocate a training budget and divide it up along strategic training solutions and individual training solutions. The split might be say 60 percent strategic and 40 percent individual. The individual training part of the budget is then divided up amongst the various departments to use in line with the output of their dept plans and individual performance appraisals. This worked out much more effective for the organization than saying that all process operators must have two days training.

You can find out more about training needs at

Vicki Heath

Human Resources Software and Resources

From Australia, Melbourne

If you are knowledgeable about any fact, resource or experience related to this topic - please add your views.

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