19th July 2013 From India, Madras
Once the appraisal process gets over...you can pull out a report and consolidate all the needs and map the required training solutions (nothing but training programs) and then come out with a training plan for the entire organization.
19th July 2013 From India, Hyderabad
Probably a good approach will be to provide to all Supervisors & above an inventory of programs 'on line' (with full details of the coverage of each program), & asking them to pick up the programs most relevant to their needs. To ensure that the choice of programs is capped by the total number of days an employee can be spared for training, indicate the duration of each program in the inventory. To further ensure that the TN I process is aligned to the organizational objectives, let these self-identified training needs be approved by the immediate reporting manager/ at an appropriate level in the organizational hierarchy.
A consolidation of the above inputs leads to the finalization of training calendar for the organization. This is followed by scheduling of programs, in such a manner that the work place availability of people is not jeopardized. This implies that nominating employees for participating in a specific capsule of a program (there may be six capsules of the same program during the year) is left to the discretion of the Manager to whom the employee directly reports.
To manage & track this complex activity, you need a training management system for an organization of your size. 'EmpXtrack' is an available solution preferred by many organizations. You may search for the same on the web & evaluate if it can support your needs.
19th July 2013 From India, Delhi