Dear Friends,
I am associated with a greenfield project situated in Pune. It is an automobile ancillary parts manufacturing company. We have already recruited 185 employees to take care of various operations. We are in the process of designing the Training and Development Policy of the Company. I would request the experts to share a suitable draft as a guideline and oblige.
Thanks and Regards,
Bapu Pingale
From India, Pune
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I am associated with a greenfield project situated in Pune. It is an automobile ancillary parts manufacturing company. We have already recruited 185 employees to take care of various operations. We are in the process of designing the Training and Development Policy of the Company. I would request the experts to share a suitable draft as a guideline and oblige.
Thanks and Regards,
Bapu Pingale
From India, Pune
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Dear Colleague,
You need to work on a Training Need Identification process (TNI) first. There are 2 parts to this:
1. The individual employee has to formally provide the Training needs he feels necessary for his role for the current project and the next level of operation - Technical + Behavioral.
2. The reporting Manager has to formally provide the Training needs for each of his reportees which are necessary to perform their current role in the project and the next level of operation - Technical + Behavioral.
3. The next level is Managerial Training Needs required for Managing Teams, which has to be decided by the Senior Management Team for the Managers / Potential Managers.
4. For the Sales and Marketing Team, Product-related/marketing-related training needs to be identified and listed.
5. Keeping up with Technology changes/Changes in Operations and consolidating all identified needs, you may roll out a draft Training Planner and call for suggestions/improvements from a Task Group formed cross-functionally. You may include those programs from Automobile Manufacturing Associations/Research Bodies to further develop a full-fledged Training Planner for your Organization.
6. Figure out the Budget for each program and include it in the Budget.
7. Have a robust Evaluation System for each program to measure the effectiveness of each program, which is a much more important part of Training to understand the ROI of the investment in Training.
8. Implement programs that impact upskilling, leadership development, behavioral/skill improvement, technology, and techniques related to operations only after careful program identification - conduct effectiveness evaluation and so on.
All the Best,
Dr. P. Sivakumar
Doctor Siva Global HR
Tamil Nadu
From India, Chennai
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321You need to work on a Training Need Identification process (TNI) first. There are 2 parts to this:
1. The individual employee has to formally provide the Training needs he feels necessary for his role for the current project and the next level of operation - Technical + Behavioral.
2. The reporting Manager has to formally provide the Training needs for each of his reportees which are necessary to perform their current role in the project and the next level of operation - Technical + Behavioral.
3. The next level is Managerial Training Needs required for Managing Teams, which has to be decided by the Senior Management Team for the Managers / Potential Managers.
4. For the Sales and Marketing Team, Product-related/marketing-related training needs to be identified and listed.
5. Keeping up with Technology changes/Changes in Operations and consolidating all identified needs, you may roll out a draft Training Planner and call for suggestions/improvements from a Task Group formed cross-functionally. You may include those programs from Automobile Manufacturing Associations/Research Bodies to further develop a full-fledged Training Planner for your Organization.
6. Figure out the Budget for each program and include it in the Budget.
7. Have a robust Evaluation System for each program to measure the effectiveness of each program, which is a much more important part of Training to understand the ROI of the investment in Training.
8. Implement programs that impact upskilling, leadership development, behavioral/skill improvement, technology, and techniques related to operations only after careful program identification - conduct effectiveness evaluation and so on.
All the Best,
Dr. P. Sivakumar
Doctor Siva Global HR
Tamil Nadu
From India, Chennai
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Intro to Employee Training & Development - PPT.ppt
Training and Development.doc