Training Program Planning for Electrical Contractor
Please help me out. Currently, I am working as an HR Executive with an organization that is an electrical contractor and has various projects in Mumbai as well as all over India. I have to plan out the training program for our Project Managers, Electrical Engineers, Accountants, and Design Engineers.
Conducting a Training Needs Analysis
To begin, I need to conduct a Training Needs Analysis to determine the areas requiring training. This can be achieved through questionnaires.
After identifying the training needs, I would like guidance on the subsequent steps and how to apply practical applications for the program. Your advice on this matter would be greatly appreciated.
Thank you.
From India, Mumbai
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5Please help me out. Currently, I am working as an HR Executive with an organization that is an electrical contractor and has various projects in Mumbai as well as all over India. I have to plan out the training program for our Project Managers, Electrical Engineers, Accountants, and Design Engineers.
Conducting a Training Needs Analysis
To begin, I need to conduct a Training Needs Analysis to determine the areas requiring training. This can be achieved through questionnaires.
After identifying the training needs, I would like guidance on the subsequent steps and how to apply practical applications for the program. Your advice on this matter would be greatly appreciated.
Thank you.
From India, Mumbai
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Sharad has given you sound advice in brief. For a longer explanation, please go to How to Conduct a Simple Training Needs Assessment - That Works.
Have a nice day.
Regards,
Simhan
Learning and Teaching Fellow (Retd)
The University of Bolton, UK
Chief Advisor, Promentor-Consulting
From United Kingdom
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Have a nice day.
Regards,
Simhan
Learning and Teaching Fellow (Retd)
The University of Bolton, UK
Chief Advisor, Promentor-Consulting
From United Kingdom
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Training Analysis is the first and foremost step of any systematic approach to a training program, followed by TNI, LEA, LEI, TNS, TST, and TTR. This is a very comprehensive approach to understanding the details. Kindly reach out to us.
Regards
From India, Delhi
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Regards
From India, Delhi
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Thank you for your valuable suggestions and inputs. Training Needs Analysis (TNA) can be conducted through questionnaires or a simple Training Needs Assessment. Once the needs are evaluated, it is essential to plan the training calendar. The training calendar will include topics identified through discussions with the Heads of Departments (HODs) or management. Once the topics are shortlisted, considerations such as cost and evaluation come into play.
I would like to express my gratitude and share the questionnaires on TNA that I worked on during my internship project. These will aid me in developing a training program.
Regards,
Shraddha Jadhav
From India, Mumbai
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I would like to express my gratitude and share the questionnaires on TNA that I worked on during my internship project. These will aid me in developing a training program.
Regards,
Shraddha Jadhav
From India, Mumbai
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Steps to Conduct Training for a Company
Dear Shraddha,
Regarding how to conduct training for a company, follow these steps:
1. Identify the training needs.
2. Conduct TNA (Training Needs Analysis).
3. List out the training modules from TNA.
4. Prepare a skill metric.
5. Submit the training modules to the department HODs.
6. If the training is practical-oriented, such as on-the-job training, the department HODs should be actively involved. Off-the-job training involves theory classes in a training classroom.
7. The HR/Training department should prepare a training calendar for different departments.
8. Training should commence according to the training calendar.
9. Send an email to department HODs with the Training Calendar.
Regards,
S. Ghosh
Email: [Email Removed For Privacy Reasons]
From India, Hyderabad
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Dear Shraddha,
Regarding how to conduct training for a company, follow these steps:
1. Identify the training needs.
2. Conduct TNA (Training Needs Analysis).
3. List out the training modules from TNA.
4. Prepare a skill metric.
5. Submit the training modules to the department HODs.
6. If the training is practical-oriented, such as on-the-job training, the department HODs should be actively involved. Off-the-job training involves theory classes in a training classroom.
7. The HR/Training department should prepare a training calendar for different departments.
8. Training should commence according to the training calendar.
9. Send an email to department HODs with the Training Calendar.
Regards,
S. Ghosh
Email: [Email Removed For Privacy Reasons]
From India, Hyderabad
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Initially, you must define what your organization wishes to train its employees for, while correlating with the organization's business objectives, which is essentially "MAKING YOUR ORGANIZATION EXCEL & GENERATE MORE PROFITS."
Skills, Knowledge, and Attitude
You need to categorize your training modules based on:
- Technical
- Non-Technical
or
- Generic - Common skills required in most of your employees
- Job/Designation/Domain-Based - Specific skills required to perform/execute domain-specific jobs/roles.
Rather than just focusing on training employees, kindly focus on the implementation part post-training because most trainers may not support the learning process. It is the job and responsibility of the respective employees leading various teams, including the management (decision-makers).
Kindly don't force any employee to undergo training but make them realize what is lacking and what needs to be developed for better productivity, relating it to compensation factors.
Good luck.
Regards.
From India, Chennai
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Skills, Knowledge, and Attitude
You need to categorize your training modules based on:
- Technical
- Non-Technical
or
- Generic - Common skills required in most of your employees
- Job/Designation/Domain-Based - Specific skills required to perform/execute domain-specific jobs/roles.
Rather than just focusing on training employees, kindly focus on the implementation part post-training because most trainers may not support the learning process. It is the job and responsibility of the respective employees leading various teams, including the management (decision-makers).
Kindly don't force any employee to undergo training but make them realize what is lacking and what needs to be developed for better productivity, relating it to compensation factors.
Good luck.
Regards.
From India, Chennai
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