Dinesh Divekar
Business Mentor, Consultant And Trainer
Skhadir
Strategic Business Management Includes Revenue
Nashbramhall
Learning & Teaching Fellow (retired)
+3 Others

Thread Started by #Shraddha Jadhav

Dear All,,
Please help me out. Currently i am working as an HR Execuive with the organization who are electrical contractors and have various projects in Mumbai as well as all over India. I have to plan out for the Training Program. We are having Project managers, Electrical Engineers, Accountants, Design Engineers. If i have to start with i need to do Training needs Ananlysis. Like in which areas to give training. It can be done through Questionnaires. But after that what are the steps and how the practical applications to be applied for the program.
Please advice me. It willl be helpful.
Regards
Shraddha Jadhav
16th January 2012 From India, Mumbai
Hi Shraddha,
TNI is the first and most critical step.
Second step is to evaluate the needs and arrive at a shortlist that is in sync with the JD for the role(s).
Once a shortlist is formed, then you look at investment (time, cost, opportunity cost, effort, etc.)
You will again land up at a list which is then pared again for critical, urgent, normal, good to have, categories.
after this the management approval is needed for securing commitment and funds.
I have tried to make the above as simplistic as possible.
16th January 2012 From United Arab Emirates, Dubai
Dear Shraddha.
Sharad has given you sound advice in brief. For a longer explantion please go to How to Conduct a Simple Training Needs Assessment - That Works
Have a nice day
Simhan
Leaning and Teaching Fellow (Retd)
The University of Bolton, UK
Chief Advisor, Promentor-consulting

16th January 2012 From United Kingdom
Dear Shraddha,
This subject of TNI or subject related to this comes up for discussion quite often. You can click the following link to read my previous reply:
https://www.citehr.com/377472-method...ml#post1741198
I had given one more reply at another forum i.e. Linkedin also. Click here to read my reply.
Thanks,

Dinesh V Divekar

Beware of false knowledge; it is more dangerous than ignorance.
16th January 2012 From India, Bangalore
Dear Shradha,
Training Analysis is the first and foremost of any systematic approach to training program followed by TNI LEA LEI TNS TST TTR. This is a very comprehensive approach to know the details, kindly reach us.
Regards
17th January 2012 From India, Delhi
Dear All,
Thanx for your valuable suggestion and inputs. TNA can be through questionnaires or through simple Training needs assessment. Once the needs are evaluated, need to plan the training calender. The training Calender will include the topics of the areas through which the discussion with the HOD's or with management. Once shortlised then the cost and the evaluation.
Really thanx i would like to share the questionnaires on TNA worked on my internship project which will help me in building training program.
Regards,
Shraddha Jadhav
18th January 2012 From India, Mumbai

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File Type: doc TNA Questionnaire.doc (73.5 KB, 515 views)

Dear Shraddha,
regarding how to conduct training for a company do the following.
1) identify the training needs
2) Do the TNA( Training Need Analysis)
3) List out the training modules from TNA
4)Then prepare skill metric.
5) Submit the training modules to the department HOD'S.
6) If the training is related to practical oriented means on the job training then the department HOD's should put an effort to it.off the job training means theory class in training classroom.
7)Hr / training dept. should prepare a training calender for different departments.
8) Training to commence according to the training calender.
9) Send mail to dept.HOD with the TRAINING CALENDER.
from S.Ghosh
25th January 2012 From India, Hyderabad
Dear Shraddha Jadhav

Initially you must define, what is that your organisation wish to get your employees trained for while co-relating/associating with ORGANISATION's BUSINESS OBJECTIVES, which is nothing but "MAKING YOUR ORGANISATION TO EXCEL & GENERATE MORE PROFITS"

1) SKILLS

2) KNOWLEDGE

3) ATTITUDE

You need to CATEGORIZE your TRAINING MODULES based on

1) TECHNICAL &

2) NON-TECHNICAL

or

1) GENERIC - COMMON SKILLS required in most of your EMPLOYEES

2) JOB/DESIGNATION/DOMAIN BASED - SPECIFIC SKILLS required to PERFORM/EXECUTE DOMAIN SPECIFIC JOB/ROLES.

Rather just focusing on TRAINING EMPLOYEES, kindly do FOCUS on IMPLEMENTATION PART - POST TRAINING because most of the TRAINERS may not be support LEARNING PROCESS because it is the JOB and RESPONSIBILITY of the RESPECTIVE EMPLOYEES leading various EMPLOYEES/TEAM, including the MANAGEMENT(DECISION MAKERS).

Kindly don't force any employee to undergo TRAINING but, make him REALIZE what is LACKING, what need to be DEVELOPED for BETTER PRODUCTIVITY relating it with COMPENSATION FACTORS.

Good Luck

With profound regards


27th January 2012 From India, Chennai
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