Business Mentor, Consultant And Trainer
Ir, Statutory Compliance, Payroll, Recruitments,
B K BHATIA
Director Of Company
4th January 2015 From India, New Delhi
You are from manufacturing company. Your primary need is to manage 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
h) Ordering cost
i) Set up cost
k) Inspection cost
My humble request is to measure these costs. To do this, you need to study your complete supply chain and identify the direct and indirect costs associated with the parties involved in the supply chain. Training will be conducive only if you focus your training activities to reduce these costs. Otherwise training may become not just rhetoric but humbug too.
Of the above list, you can avail of my services for training from (a) to (e). 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.
In addition to this, I have given so many replies on the training related subject. You may click the following link to refer the replies:
(though this is related to technical training, the comments are useful to behavioural training as well)
I recommend you going through the above links patiently. It will enhance your training awareness.
All the best!
Dinesh V Divekar
4th January 2015 From India, Bangalore
4th January 2015 From India
You can initiate the training need identification process by the following steps:
1. Find out the various positions across all the departments.
2. Identify the specific tasks for each position.
3. Ascertain the knowledge and skills required for each position( This step needs to be periodically reviewed since every functional area undergoes evolutionary change that has to be looked into)
4. Find out the performance level of each employee.
You may talk with each employee and his immediate boss regarding items 2,3 and 4 mentioned above. You may prepare a questionnaire for this purpose.When you undertake this exercise, it is worthwhile to find out whether there is any mismatch between any employee's knowledge & skills with the position he holds. This will help you to decide the need for any job redesign or lateral movement for anyone. Training alone may not be, in some cases, enough for satisfactory performance. Sometimes training may not serve much purpose due to some organizational issues. It means that you have to identify training and non training interventions. Very important point for your success. Get the green signal from your boss and the CEO. Also decide the organizational readiness for this exercise. If you are new to the organization, contact all department heads and union representatives for support.
All the best.
Academy for Personal Excellence
7th January 2015 From India
For the workers category of employees, it is desirable that their respective supervisors/ managers should play this role since most workers may find it difficult to define their training needs. After all, training has to be aligned to the organizational/ departmental objectives, a task which the manager alone can do.
For executives, it is fair that they are permitted to define their own needs keeping in view their job description & departmental goals.
In both the above cases, one approach is that the training/ HR Manager, based on organizational objectives, lists out the various training programs planned to be conducted during the next training year for workers & the executive categories of employees. These should preferably be got approved from the CEO/ Management. These should be circulated to all managers/ supervisors with a direction to identify 2 - 3 programs (of a total duration of say, 6 days) which each individual worker is required to attend. Details, department wise, should be forwarded to the HR/ Training Manager for consolidation and scheduling of programs in the training calendar for the year. Similarly, the Executives may choose their own programs & forward for approval to their respective reporting managers. The data, duly consolidated department wise, to be submitted to the HR/ Training manager for planning of training.
To do the above in an organized manner, software support through approaches such as utilizing 'EmpXtrack' training management system may facilitate easy & accurate collection and compilation of data. After all, the preparation of training calendar based on TNI and allocation of different programs to each employee, keeping under control the minimum requirement of manpower to manage daily operations in different departments, is a complex task, which can surely be managed more efficiently by using appropriate software solutions. It is to be appreciated that imparting training based on TNI is as important as collecting and analysing training feed back from the employees & their departments. This helps in launching improvements during the next year. This cyclic process, followed year over the year, helps in generating trained resources to meet the company objectives.
8th January 2015 From India, Delhi