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Milind K
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
Dinesh Divekar

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
Milind K
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
Dinesh Divekar

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

My opinion of starting a training is first understand the organisation:
1. Make a Auto Cad drawing of your factory layout what is at present.
Process chart, each process how many machines and who are all the people involved, what document that is prepared,
You have to first fix a CCTV focusing the factory as a whole, and sit in the computer and observe how from the morning opening of the factory who does what.
Then the Raw Materials storage, movement into the shop floor, loading into the machine and due process of linking before actual manufacturing start. wastage, and here semi finished product or finished product.
What happens next.
Similar next process,
Final Finished product, if it is to be counted how it is being done, if single piece then packing process, and bulk packing and send to Stores.
Once you draw out the chart then mention of the men who are all involved. Once you have this in hand you have to study.
Then comes the Department which area is under which department and the person responsible. All name and position is required.
This is very important that the process shifts from one event to another, the time gap of holding in it, and cycle when it shifts to another.
These are all to be studied with a main purpose of understanding yourself.
This is very very important the CCTV is only for your observation of factory methods and process and its control purposes and not for watching labors.
Automobile there are various process involved. Some Automobile parts need Metallurgical treatment either inside your factory or get it done from Metallurgical Process Factory outside agency under a contract. Here the sequence of semi finished product goes into Metallurgical Process treatment and return to your factory is to be noted. We talk of the cost later separately.
Do not mix the process and cost every time. First study and know all the areas of Factory Manufacturing.
Make a report of for Each Process separately: Machines,Raw Materials, equipment, materials movement equipment over head crane and land manual moving trolly, if fork life is used for moving the semi finished product from one process to another, then Men for each process and assistants/helpers.
Once you prepare yourself with this, then have a meeting with the Department Head. Before hand please send a list of the chart you prepared for them study and ask them to study it and ask them to bring their points on it, their suggestion and further need of Machines or Men or equipment.
This will give a more cordial relationship between HR and Shop Floor Managers. Here you can ask them in the Meeting about the people on the work are they qualified Machinist or technical qualified so also others semi skilled are or unskilled are interacting to see that there is no misunderstanding.
To put you simply, in a Restaurant the Owner cannot sit in the Cash Counter unless the Process of cooking in Kitchen is taken care or by the Chief Cook or Chef you call and get it in the delivery country so that they can fill plate for the server who comes and ask for the dish to be served to the customer who is waiting in the restaurant table.
At the same time the server needs to be interacted with the Kitchen counter delivery staff what item is available and which is finished. Here outside the kitchen counter a Supervisor monitor and co-ordinate between the kitchen staff and server who serve the food at the table. He immediately alter the Menu Board which is available or finished.
So a great deal of interaction with cordial relationship is required.
If the single customer is dis-satisfied the commotion will collapse the business and it affects every activity and all have to sit idle, plus invite the Health Department to inspect the Restaurant and bring unwanted troubles.
So here too many hotel appoint new staff and make the person to work together with the experienced server. Here the server should be interested to teach: to remember the food available, showing menu card, be cordial with the customer and be a smiling and happy mood person. Remember to check the food is ready and to get it served to the customer as quickly as possible being hot or cold as the case may be. Unwanted talk or Media should be avoided as the focus is to serve the customer.
So Just understand your company Factory and Make Factory Manufacturing Unit Chart. Shop Floor Chart, and then make a chart zoomed one for each Unit separately to discuss with each Department to focus on the subject.
You can take the assistant of Industrial Drawing Draftsman or Engineers. Even an idle B.Tech Engineer will be able to draw this out.
If you go further in detail of each section, here the factual measurement between the machines and walking area and storage all are clearly mentioned with dimension so as to view accurately.

From Saudi Arabia


Are you answering the OP? This is a very old thread, and the OP has not posted anything on CiteHR since 2017. Quite likely not utilising Cite any more.

In any case, they will have dealt with their problem 5 years ago, so your reply is a bit late. It's a good idea to check the age of a question before replying.

From Australia, Melbourne
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