Dear friend,
What is the nature of your industry? What is your designation? What is the total employee count? How training activities were conducted in the past? What was the average cost per programme?
Employee training activities should translate into a higher level of performance. Therefore, try identifying the relationship between operational ratios and engagement activities. Following are the guidelines:
a) Reduction in consumption of resources
b) Reduction in turnaround time of some process
c) Reduction in the generation of scrap
d) Reduction of some cost like inventory carrying cost, inspection cost etc
e) Reduction in energy consumption
f) Number of suggestions generated before the engagement program and after the program
g) Improvement in Customer satisfaction
Of the above list, try identifying the most critical issues and conduct the training programme. On completion of the training, you should be able to measure the training effectiveness after a specific time period.
Please note that the HR professional's job does not end at designing the training calendar and conducting the training programmes but the target is to bring the change. Your boss is more interested in the positive results of the training than the training calendar.
Training calendar also depends on the budget at hand. However, if you study the organisation's issues and aim at reducing the operational cost because of the training, getting budgetary approval should not be a problem.
Many HR professionals approach their management without doing Cost-Benefit-Analysis (CBA) of the training programmes. Since HR is not clear about the estimated benefits, their proposals are shot down.
I have written several posts on this topic earlier. Click the following few links to refer to my past replies:
https://www.citehr.com/523786-traini...ml#post2222367
Thanks,
Dinesh Divekar