1.First of all you need the following tool, and set up this tool for your training purposes.
2.Secondly, You must know how to use this tool.
3.And Thirdly, I have to ask if you are a Civil or Mechanical Eng. If not, you need one beside you. Or much better, you handle the lecture to experience engineers. Because at the end of the day, there will be questions from your trainee. And if we cannot answer them correctly, trust will be lost.
In our Training and Seminar Dept. We have two types or two things that we have to accomplish for trainees.
One, in the lecture room. And Two, they have to experience in the field what they have learned from the lecture room.
You must set the goals. ( whatever subject you have). And divide this subject into categories.
What are this goals?
1 You must have definite time or day to finish a subject. (because time is one of the essence in training)
2.You must have an Idea or create something that make sure that your trainee really learned everything you have teaches them. ( This is important if you are giving certificates at the end of the training or seminar). I don't know if you wanna give a graduate trainee with a certificate with your company name and logo in it and he only knows 50% of what you have teach him.
3.What will be the desired outcome after you finish your training.( Can they perform the skills or the task what you have teach them?)
4. What they have achieved after training?
And lastly, You must have the right BUDGET in your department for your training activities.
I have lot more to say Mr.Vijay, But sad to say, my time forbids me. I wish you luck. And Hopefully, what I mentioned above will help you in the future.
17th March 2012 From Saudi Arabia, Al Khobar
Broadly a T&D dept would cater to following:
1.Training Cycle(ADDIE Model)
2. Skill and Competency Mapping
3. Induction Programs
For a T&D Dept which is in its primitive stage, you need to first of all document and standardise your training policies. Once the standar formats are in place sooner than later the dept will gain momentum and would attain the desired maturity. Training Evaluation and COst- Benefit Analysis would need some real serious thinking.
Its always desirable to invest in your human capital .it is belived that a person who has attended 7 man-days (or more)of training in an year is more likely to stay with the organization . It is also proved that such a person would remain loyal to the company and would be more productive as compared to those who have not attained any training.
We provide consulting for setting-up a training department and extend our full support in establishing and smooth functioning of T&D Department.
17th March 2012 From India, Mumbai
First up all conduct the training need analysis
The desired skill level, knowledge etc of the employees and the present skills , knowledge to be evaluated .Training to be used as the tool to bridge the gap between two.
Support from top management is very crucial for the success of training.
Based on the need training syllabus and further training modules are to be designed and training methods to be selected.
Necessary infrastructure like training aids, class rooms etc to be arranged. To impart the training the help of internal as well as external expert’s help can be sought. You can start your training as per the training calendar. Evaluation and feedback is to be used for the effectiveness of training.
Training to be conducted within training budget
19th March 2012 From India, Chandigarh
Its been helpful reading topic regarding setting up of the Training Department.
I have two queries:
1) What is the calculation of a Man-day ( with reference to Mr G.M Gadhai's post) . Is it similar in all jobs i.e Manufacturing, IT, Research etc or is it Industry specific.
2) How is a Training budget determined for a Start-up enterprise?
19th March 2012 From India, Pune
1 Man day= 8 Hours
So if 30 people have attended the training program with duration of 4 hours then the total man-days can be calculated as under
Note: Some companieswould consider 6 Hours=1 Man-Day(depends upon how the data is accepted by their ERP system)
Training Budget would cover the following:
1. Cost for setting up the training infrastructure(projector/lcd, computer,furniture,interiors,etc).
2. Annual Maintenance for the infrastructure.
3. Stationary Cost.
4. Travelling expense (Trainer/ trainee)
5. External Trainer/Vendor professional Charges
20th March 2012 From India, Mumbai