Deepa, I have seen training hours allocated in a number of organizations. I feel this is useful in orgs that have not had a culture of learning and the org wants to change the mindset. However, once you get past this stage, the concept of allocated hours I find strikes at the heart of what training should be used for. Training conducted should be based on needs, both individual, department and organization wide. These vary from person to person, dept to dept and as the org meets different competitive pressures. We can’t pretend that some simple formula of training days is going to match these specific needs.
What we have done in the past is to determine the real training needs, looking at strategic and operational plans and the output from individual development plans. We then allocate a training budget and divide it up along strategic training solutions and individual training solutions. The split might be say 60 percent strategic and 40 percent individual. The individual training part of the budget is then divided up amongst the various departments to use in line with the output of their dept plans and individual performance appraisals. This worked out much more effective for the organization than saying that all process operators must have two days training.
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training needs at
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Vicki Heath
Human Resources Software and Resources
http://www.businessperform.com