How 2 Prepare Training Calender - Pdf Download

Hi,

I am working in the manufacturing industry and I have to prepare a training calendar (TC). But I am not getting how to make the TC. Please help me out with this.

Regards,
Khushi

Hi Khushi,

Please find attached a draft copy of the Training Calendar for your reference.

Regards,
Narendra

Hi Khusi,

Please find attached the 2010 Training Calendar. Hope this is what you are looking for.

Regards,
Rahman

You need to first determine the training needs within your organization. Then, decide which programs can be run in-house or as external programs, and how many people need to benefit from them. Based on this information, you need to consider your company's production seasons, schedules, and plans for the year. This will help you understand the peak seasons and identify when minimal disruptions can occur if certain staff members are away. Additionally, you need to locate reputable training providers for the external programs, as they typically follow an established calendar. With all this information, you can then utilize any of the recommended templates as a format. I hope you find this useful.

1. You can request all the department heads to send training requirements for their department employees. Then you can consolidate and release it.

2. Make a team of 5-6 members. Go to every employee, collect their training needs, consolidate, prioritize, and release it.

Regards,
Ragahvesh
YUken India Ltd

Kushi, have you already done the process as described by Toksobayan? When I shared the Training Calendar format, I took for granted that you have already done the TNA. Anyway, hope the views and attachment provided by all will be of help to you.

Hi,

I am working in the manufacturing industry, and I have to prepare a training calendar (TC). But I am not getting how to make the TC. Please help me out with this.

Regards,
Kumardhananjay

Hi! I am May, an HR employee from a metal manufacturing industry here in the Philippines. We are conducting our training needs analysis procedure. We have already conducted our surveys and questionnaires, assessing the technical competency of our employees. From these documents, we will identify the necessary trainings. However, I am not entirely sure of the best way to handle the results, how to analyze the items. I am unsure whether it should be done statistically or simply by determining the majority or percentage of employees without that particular training.

Dear Khushi,

At the primary level, training needs can be finalized based on the industry as well as business plans. For example, in the construction industry, there are various departments such as Sales, Construction, Liaison, and Procurement (Purchase). Sales personnel require effective communication skills, while the construction team needs functional skills like M.S. Project, 3D Max, Nano Technology, etc. For service departments like Accounts & Finance, you can consider organizing yearly seminars, etc.

Training Needs Identification (TNI) can be linked to revised business plans. If your organization has decided to implement ISO or ERP, all employees may need training for the same. In the case of the special competencies mentioned above, TNI can be beneficial. I can assist you further with TNI forms, processes, or Training Calendar formats. Please feel free to contact me at "swapnapawar99@gmail.com".

Thank you.

Dear all,

Please tell me about the Generalist profile in HR. Could you provide details for studying it?

Regards,
AARTI

It's best to combine different methods. In other words, do a quantitative analysis, such as statistical or majority determining which gives you the best picture of the status within the organization. In addition, do a qualitative analysis by asking what the organization itself really needs and how to plug the gaps. Ultimately, you use the statistics to provide baseline information, but your interpretation will be based on assessing the impact the training demands will bring, not just what the surveys seem to indicate statistically.