You've asked a very important question. You should take comfort from knowing that even the largest of organisations struggle answering it. Not because its difficult to answer (in an ideal world). But, because the real answer has many competing demands.
In my experience - both, as a senior leader and now as a training organisation - differentiate between 2 critical training types. These will be:
1. Core competency - Technical Skills Training (in your case - financial services related); and
2. Core competency - Non Technical Skills Training (usually referred to as Soft Skills and includes Leadership training etc)
To add more complexity, you can declare certain training as mandatory each quarter, half-yearly, or, annually. Other training can be termed 'desirable' but not mandatory. Once you do this, then you narrow your focus on first getting your people through their mandatory training. This makes your job of deciding 'how much training' a lot easier.
Figure out what group of people will need what quantum of which training. Once you've done that, allocate their training requirement in Hours. Never allocate training in days. Its a very misleading measure and will throw your ROI calculations into a tail spin.
To help you, most Professional Bodies from the Financial Services such as the Institute of Insurance Providers, Institute of Chartered Accountants, The CPA Institute etc... have determined that their membership must undergo a certain minimum hours each year. And, this number varies between 30 to 50 hours per year.
I hope my answer helped you somewhat. I have tried to present a critical exercise very simplistically.
If you need an in-depth analysis and a true representation, just ring or email me and we will take it from there.
The number of hours training required by an organization actually depends upon the current skill and knowledge level of the human capital.
I also agree with the views expressed by Mr. Gaurav Sareen above.
Also, you need to evaluate the needs of each employee separately and then decide upon the kind of training to be given to them.
It should not be a routine that HR has to achieve their target of imparting certain training hours. it should be done seriously so that the people as well as the organization gain from the investment.
If you wish to avail services of professional trainers, our team of seasoned trainers would be pleased to help you with customised training modules.
Please feel free to contact us or share your contact details so that we can touch base and discuss this further.
Assistant General Manager - Business Development
E-174, Kalkaji, New Delhi-110019
Thank you for your reply.
I am glad that my answer was of benefit to you. Also, I second Avika's suggestions. In fact, she stated critical points that I had missed out on.
Also, thank you for inquiring about the communication and presentation skills training.
If its ok with you, I'd rather have that discussion with you over email or phone. So, if its ok with you please drop me an email on or ring me on 0 8800 666 770.
It will be a delight to speak with you Anuradha!
most of G.Ms think that training is a very minor and not important to an extend. Through out my work experience, i learnt that you should to involve departmental manager in this task. they will show you their subordinates' gabs, therefore you can make you training needs analyses. eventually training plan could be made up. As per above answers, do not calculate or rate in days.
performance evaluation forms might help you better to maintain this.
Good to see you back on CiteHR.
Not sure whether you've read my last message. It was in response to your query re: cost of 20 Managers' training. Once again, please drop me an email on and we'll take it from there.
In relation to your last post re: attendance at training seminars and ensuing physical absence from the workplace, there are a number of options as you too would no doubt be aware of. So, mentioning them here would be a tad superfluous. Instead, why don't we swap ideas on this too via email.
Look forward to hear from you.