Dinesh Divekar
Business Mentor, Consultant And Trainer
Kritarth Consulting
Posh Programs; Hr Management Consultants
+1 Other

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Dear All, Looking for suggestions as what all skills can be added into training for HRs, here it is for in-house HR team which includes myself.
Since this would be more of a skill specific, not industry specific. I understand being HR, I am raising this issue but I would like to seek help to make constructive training program as we have team of 4 people and till now I am doing trainings for other departments but never realised the importance for ourself since we make things possible by gathering information online.
Looking forward for a positive and constructive response from all of you.

Dear friend,
You can conduct the training on the following subjects:
a) Record management
b) Business correspondence with special emphasis on the matters related to the employee discipline
c) Role of HR in department's meetings (employee engagement is beyond conducting games)
d) How to improve accessibility of HR for the other departments
I have not covered other subjects like PF/ESI, payroll processing etc as these are age old subjects
Advance topics: - These could be as below:
e) Career planning for the employees
d) Whether the various ratios and costs associated with the departments are measured (part of PMS)
e) How to institute "Formal Mentoring Programme" in the company
Dinesh Divekar

As an Aid & Advisor to the Employer/Top Management on One Hand and on the other hand, as the Last Resort to Employees in Establishment, "Human Resource" Manageement & Development Professional-Managers need to BE
1. True to the Cause of Creating Wealth for StakeHolders; and
2., Fair to the People Creating Sense of Wellbeing in them all
These are achieved when HR Managers pursue the said Goals/Targets in alignment with Values Vision and Mission of the Organization they "Belong" to and are Committed.
First Step of the Achievement Ladder is Formulating, Sensible and Sensitive Policies, Procedures, Processes, SOPs, Employmnt, Performance & Performance Recognotion & Reward Policies which all have to be in alignment with a) the Laws of the Land, b) Being Fair, Proper 7 Just all the while.
Standardized Policies, Procedures, Processes, SOPs are available for Benchmarking with those HR Professionals Who Have Done it All.\
Kritarth Team of HR Mgt & Dev Professional Practitioners
20 Sept 2019

As per my opinion, you should do competency mapping of HR Department and defined the level of competency against existing and required before finding training requirement.
You can plan training of required competency for current and future requirement of HR Department against business need.
This exercise also helps you in PMS of HR and Succession planning and other talent management pipeline as per organization need.
All the best!!!

Thanks everyone for your response.
What I can understand reading your post that the entire training may be divided into three phases:-
Phase 1 :- Operational issues related to HR- Day to day issues- Compliance (specially in the context of huge changes that has been proposed for Labor laws), Pay roll etc. , Basic IR, and any other thing you may think fit.
Phase-2 : - TNI, Conducting training and evaluation , PMS etc.
Phase - 3 : - Competency Mapping, Balance Score Card, Strategic HR etc.
It will not be wise to jump in everything at a time. I personally feel that you are the best judge to decide you team's TNI.
S K Bandyopadhyay ( Howrah, WB)
+91 98310 81531

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