Dear Kiran Goel,
Let me address your questions one by one:
How to calculate training mandays and what should be the ideal training mandays per employee in the company?
This actually depends on various factors such as competency mapping, training needs assessment (which must include responsibility, knowledge, ability, skill, and experience analysis), quality and quantity of the workforce, and performance appraisal.
How much of the employment cost of an employee should be allocated to training costs?
I am expecting seniors to shed light on this question. As far as I understand, it depends on the financial capacity, budget allocation, approach (planning and implementation), usability, welfare, and the vision of the company.
How to calculate the total cost incurred on training per program?
This can vary based on demand and the quality of trainers a company has. Most large companies have dedicated training departments, some even have separate training and research divisions. Some companies have a diverse set of trainers from various backgrounds, while others have a limited set of trainers and often seek external trainers or consultants for training needs. Many companies hire external trainers to gain more exposure. Small companies often outsource their training needs or work with limited resources.
Another aspect to consider is that training does not only entail classroom sessions but also includes methods like exposure visits, expert visits, and the use of high-quality gadgets/equipment/tools, which can contribute to higher training costs. The utilization of such tools and methods depends on the company's budget, reach, and efficiency.
I hope this helps clarify your queries.