deeba_11011My Seniors have asked me to conduct an In house training session for the employees. I'm in a small organisation with 50-60 employees including blue collared workers. I need to prepare training plan for the employees who are in the corporate office. They are from Operations ,Accounts, Sales Support and Dispatch team.
Pls suggest what kind of training should be imparted to these employees. Would request you all for your valuable inputs on how to prepare training calendar, topic that needs to be covered?
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Dinesh DivekarDear Deeba,
While making training plan or training calendar, you should ensure that you should conduct only those training programmes that reduce the costs. It appears that you are from manufacturing sector. Therefore, your training efforts should be focused to reduce the following costs:
a) Inventory Carrying Cost of Raw Materials
b) Work in Progress (WIP) Inventory Costs
c) Inventory Carrying Cost of Finished Goods
d) Capital costs to run the operations
e) Capacity costs
f) Maintenance costs
g) Quality costs
Any training that does not reduce the above costs is a waste of time and money of your company. Therefore, take a call judiciously before conducting the training. If you implement my suggestion then possibly you may be able to provide the evidence of the cost reduction because of training. The evidence will lend credibility to you as a person and for HR profession as a whole.
Of the above list, you can avail of my services for training from (a) to (d). To know more about my services in the field of purchase and inventory management, you may click the following links.
Profile: - Dinesh V Divekar - Procurement Faculty
Programme Structure of various Programmes in the field of Supply Chain Management.
If you hire my services, you will be dealing with training professional directly. I do no outsource training to some third party.
Last note: - If you are from service organisation or not from manufacturing industry then please confirm kind of services do you provide. I will recommend you solution to reduce the costs.
Dinesh V Divekar
From India, Bangalore
talentsorcererDeeba - This is dangerous. If you can't identify what training needs to be delivered, then inviting ideas from us / a general audience will only compound the confusion.
I recommend on meeting the division heads, offering 8-14 options and having them each rate how much they require it or how unnecessary the training is and then invite qualified trainers or training companies to either create modules or use an in-house resource from each team to prepare and deliver a training module after researching it from the internet.
From India, Mumbai
deeba_11011I am in Family run organisation So there is no Structured PMS or TNI in place its more of lala run organisation
I am starting from the stratch.
Management wants employees to be trained make them more productive.
They want to switch to professional culture.wants employee to be trained on soft skills ie email etiquette,leadership,decision making etc.
Pls suggest how to take ahead.
talentsorcererIn that case, your training plans has to be on 'modernizing' the employees. Forget email etiquette, leadership, decision making,etc - they were needed in the heydays of email and if an employee (after having 1 gmail, 1 yahoo email address) can't still write or draft a good email, training them won't make them productive.
Best if you put together a presentation on guidelines to be followed by professionals and always with a focus on the bottomline.
From India, Mumbai
deeba_11011But I have to impart training how do I go ahead? What do I Start with? Pls suggest
talentsorcererAllright. Here's the topics I recommend for the presentation [title it appropriately to reflect the focus on professionalism]
1) What is an enterprise - example, talk about HP (starting from an idea, beginning life in a garage and then becoming a large MNC) and how your organization intends for it to be that ways.
This is to allow your employees to focus on an interesting point.
1 day : 30 minutes talking about HP (or the example you want to put) and then the rest of day, allowing employees to talk about how they can contribute to taking your HP from garage to Global, capturing it down and making it KRAs or key deliverables.
2) What do you need to achieve KRAs?
Use this to flesh out what you and the rest of the contributors from the forum think is necessary and then put together the info and use a participate discussion model.
This whole exercise should allow you and your organization to contribute, participate instead of just doing/delivering needless and ineffective training programs.
From India, Mumbai
rahul-tripathi1Plan for TNI of each person. You can analyze gap between required competency & actual competency through individual Job description which will give real picture of training needs. Then you can plan for training which have maximum needs.
From India, Bhilai
Dinesh DivekarDear Anonymous,
Let me write here what I have been writing all along. TNI cannot be person-focused but focus should be on organisation. Training programmes are organised to bring organisational change. If the TNI is planned for each person then it becomes difficult to measure the training effectiveness. That is why not many companies in India are able to provide evidence of the training effectiveness.
Therefore, as mentioned in my previous post, concentrate on the measurement of the costs associated with the business, address the training efforts to control the costs and measure whether cost reduction has taken place or not. This is a sure-shot formula to acquire credibility for the HR department.
From India, Bangalore