Dear All,
I have two questions and need urgent advice:
1. May I request the number of training and development hours an employee must go through in a year as a standard? In other words, for an L&D function, what must the target be in terms of clocking training hours per employee?
2. Is there a different benchmark for 'Training the Trainers'? Meaning, is there a specific number of hours an organization must invest in trainer development, especially for a training organization?
Thanks in advance,
Krupa
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I have two questions and need urgent advice:
1. May I request the number of training and development hours an employee must go through in a year as a standard? In other words, for an L&D function, what must the target be in terms of clocking training hours per employee?
2. Is there a different benchmark for 'Training the Trainers'? Meaning, is there a specific number of hours an organization must invest in trainer development, especially for a training organization?
Thanks in advance,
Krupa
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Dear Krupa,
I have given a reply to a similar query earlier. Click the following link to read the reply:
https://www.citehr.com/453066-traini...ml#post2033164
Your time budget for the training would depend on:
a) What kind of measurable results you would like to have from the training.
b) Whether you would like to measure the effects of training scientifically or you want to do just eyewash.
c) Where your organization stands as of now i.e. is employee training an event or is employee training a regular process and management views employee training very seriously.
d) Learning is a cerebral activity; therefore, what is the IQ level of the employees?
e) IQ level apart, what is the motivation of the employees to learn? Do senior management personnel demonstrate their learning attitude?
f) Whether a culture of self-learning exists in the company, whether employees wait for their organization to train them.
g) Whether you waste time in training employees on subjects which can be self-learnt.
h) Whether the learning is oriented to meet the operational ratios or improve operational efficiency.
i) Whether the learning is oriented to improve customer satisfaction.
j) What records of ROI on Training are maintained for the past training programs?
k) Whether the process is defined for each department and training is conducted to improve process compliance.
Thanks,
Dinesh Divekar
+91-9900155394
From India, Bangalore
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8038I have given a reply to a similar query earlier. Click the following link to read the reply:
https://www.citehr.com/453066-traini...ml#post2033164
Your time budget for the training would depend on:
a) What kind of measurable results you would like to have from the training.
b) Whether you would like to measure the effects of training scientifically or you want to do just eyewash.
c) Where your organization stands as of now i.e. is employee training an event or is employee training a regular process and management views employee training very seriously.
d) Learning is a cerebral activity; therefore, what is the IQ level of the employees?
e) IQ level apart, what is the motivation of the employees to learn? Do senior management personnel demonstrate their learning attitude?
f) Whether a culture of self-learning exists in the company, whether employees wait for their organization to train them.
g) Whether you waste time in training employees on subjects which can be self-learnt.
h) Whether the learning is oriented to meet the operational ratios or improve operational efficiency.
i) Whether the learning is oriented to improve customer satisfaction.
j) What records of ROI on Training are maintained for the past training programs?
k) Whether the process is defined for each department and training is conducted to improve process compliance.
Thanks,
Dinesh Divekar
+91-9900155394
From India, Bangalore
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Intro to Employee Training & Development - PPT.ppt
Training and Development.doc