20th July 2011 From India, Hyderabad
I would also appreciate if you can draft a rough so that you can have a better understanding over the final sheet.
20th July 2011 From United Arab Emirates, Dubai
Be careful to focus on real training needs and not training "wants". Yes, ask supervisors, managers and employees what training they feel they need. But don't stop there. Here are some other important sources of information for you to examine as you construct your organization's training calendar:
-employee performance appraisal documents
-organization’s strategic planning documents
-organization/department operational plans
-organization/department key performance indicators
I have more information on assessing training needs at http://www.businessperform.com/workplace-training/training_needs_analysis.html Make sure that every item you put on the calendar is going to return more to the organization than it costs.
As you compile and format your training calendar, think carefully about the information that needs to be presented. There is no fixed format for a calendar; however, the calendar should answer the following questions:
What training is being delivered – title, description
When is the training being delivered – date, time, frequency, duration
Where is the training being delivered – location
How is the training being delivered – delivery mode: lecture, workshop, elearning
Why is the training being delivered – learning outcomes/competencies delivered
Who is delivering the training – internal trainer, external vendor
And don’t forget to include details on how to register and contact details.
I trust this helps.
Author: From Training to Enhanced Workplace Performance
21st July 2011 From Australia, Glen Waverley
Training and Development has been my area of interest and specialization. I have been handling Training and Development of 100+ organisations.
To start with it, you need to review the KRA / KPA of the employees. These things would directly affect their appraisals for next year. So they should feel that the training and development program arranged by employers is useful.
Secondly, take up a need analysis, or a small research ( Via - Questionnaire, or survey) that will help you out that in which areas employees need training.
Then, you may design training programs on like twice a month (On Fridays of Saturdays) or as per your convenience.
The most important thing should be the linking aspects of the training programs - A proper linked should be setup for the past training program and the future training program.
In this way you can design up the calendar.
If you have any further doubts, feel free to get back to me.!!
22nd July 2011 From India, Ahmadabad
For framing a training calendar you should always keep in your mind that your calendar speaks about your identified training's. the calendar should focus on learning outcomes, objectives of the program, what topics are going to be covered, what will be the duration and who are the targeted audience. once you prepared a manual on this you can divide your training programs into 4 main quarters.
Most important you can divide your calendar into 2 main areas : technical and behavioral. for technical training's you can take the inputs from performance appraisals,direct discussions with supervisors,interviews with employees. and for behavioral you can add training's like time management & effect of absenteeism, Induction program, team building,Self Development for Better quality of Life,what are the important traits of employees,Improving Communication & Interpersonal Effectiveness etc etc.
14th October 2011 From India, Shimla
I am Md Shoukat Ali working as a Manager HR in Garments manufacturing company i want to develop a traning calender in my company to increase the productivity,Quality as well as reduce absenteeism and attrition rate especialy in workers. so please guide me what should i do & how i can move ahead in this matter
20th August 2018 From India, Hyderabad