Hello, Can anyone advise me, how to make a training calendar for a manufacturing industry, like training topics for industrial relations,
How to evaluate and make a training calendar? Please help me as I have no experience in the training & development dept.

From India, Delhi
Dear Guidance-Seeker,
Your Query: ..."How to make training calendar for the Manufacturing Establishment and Useful Outline/Module /Topic of Industrial Relations; and Training Effectiveness Evaluation Check-List....?
Kritarth Team's Guidance Offer:...." Need-based Training, for any Cadre of Employees, in any Concern-Area/Domain especially Industrial Relations is Simple and Easy to Design keeping When you Answer the following:
1. Why your HODs, Managers in IR, HR, Compensation, Employee Relations, Welfare & Safety Depts Need to be
Trained in Managing IR?; and
2. What will Happen if and when the aforesaid Personnel are Trained in IR?; and
3. What will Happen if and when the aforesaid Personnel are Not Trained in IR by Experienced IR Practitioner?;
4. What will not/Never Happen if and when these Functionaries Receive Proper IR Training/Orientation?; and

5. What will not/Never Happen if these Functionaries, Responsible for Uninterrupted Production of Goods and
Services DO NOT Receive Proper IR Training/Orientation?
Once you jot down the "Answers" Discuss with your Top Decision-Maker and Check the Budget Provisions for such Initiative/Intervention without which No IR Programs, results, Indiscipline, Internal Strife, Go-Slow, Tool Down, Work Stoppages and the like completely stalling Production, Productivity and Creation of Wealth & Wellbeing for all Stakeholders.
Training Stages will include i) Basic Inputs, Stage, ii) Refresher Inputs & Assessment Stage, iii) Advance Learning Stage where the Nominees shall Master Competencies & Skills of
a) Effective Negotiation,
b) Consolidation of Harmonious IR Culture,
c) Settlements & Agreements towards increasing Contributions from either Side,
d) Prompt and Effective Grievance Redressal Mechanism;
e) Progress and Prosperity leading to Making the Workplace the Best Place to Work.
IR Training is Top-Down One, hence Nominate the HODs, Managers in IR, ER, HR, Compensation, Welfare, Safety and One Separate Batch/Group for the Employee's/Workers Rep.
Concentrate on Building Spirit of Collaboration, Cooperation, Coming Together, Staying Together and Working Together. It is never known to decrease the Decision-Makers Authority.
Kritarth Team of IR Practitioners,
29th June 2018

From India, Delhi
Dear Ritu,

Whether you are from the manufacturing industry or otherwise, you need to identify costs relevant to the business. Any training that does not reduce the costs is a waste of time and money for your company. Therefore, take a call judiciously before conducting the training. If you implement my suggestion on cost-centric training 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 the HR profession as a whole.

Following costs are important for your business:

a) Inventory Carrying Cost of the 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) Cost of Quality (CoQ)

h) Cost of Poor Quality (CoPQ)

Measure the costs before and after the training. To begin with, ensure that the above costs are measured accurately or scientifically. If these costs are measured at all then the first training would be on how to measure these costs scientifically.


Dinesh Divekar

From India, Bangalore

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