Dear All, i am working in automobile job manufacturing company having 125 staff member. i am the first Hr of this organization. from last one year i am trying to set up hr department in company. almost i have completed most of the task of dept. like policies, procedure, rules regulation, legal formalities etc. now i want to focus on T&D. I have 5+ year of experience in hr and handled almost every part of hr in software company. where every think is already design. now I am facing problem with designing training program, calendar etc. first up all i do not understand how to identify training need of manufacturing company. i google it so many time but not get satisfactory information.

for sort out this issue i had take the help of HOD of every department, take the personal interview of employee, observation for TNA. now i want to design TNA questionnaire. this thing are new to me. can any one guide me what type of question, what will be the focus of question how to analysis of this question or if any one having this questionnaire for manufacturing organisation please send it to me so i can take it as a reference.

Milind K

From India, Pune
Dear Milind,
Earlier I have given reply to the similar query. You may click the following link to refer it:
Dinesh Divekar

From India, Bangalore
Dear Sir,
i go through your post and its very useful for me. from your responses i understand, first i need to identify the parameters for TNA. then set up the standard for each parameter. after that GAP analysis. is it ok.

From India, Pune
Dear Milind,

Employee training or otherwise, whatever HR intervention that you introduce in your company, you must aim it to reduce the costs associated with your business. Give primacy to bringing organisational change over individual change. While making training plan or training calendar, you should ensure that you organise only those training programmes that reduce the costs. 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

h) Inspection 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. Large number of training professionals or HR professionals do not focus on costs and their training efforts fail. Whether to join their bandwagon or stand out, the choice is yours.

Of the above list of the costs, 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 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.


Dinesh Divekar

From India, Bangalore
I am thinking of conducting TNA (Training need analysis). Would be obliged if any one from HR /Training fraternity can share with me some TNA questions / templates.

Hi All, Please explain me with the process of conducting TNA?
From India, Kochi

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