Dear Friends,
I have created a rough grid which outlines the number of man-days of training required for different levels in the organization, along with an approximate cost associated with each level. I would appreciate your feedback on whether it is accurate or not.
Regards,
Mayank
From India, Mumbai
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2I have created a rough grid which outlines the number of man-days of training required for different levels in the organization, along with an approximate cost associated with each level. I would appreciate your feedback on whether it is accurate or not.
Regards,
Mayank
From India, Mumbai
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Hi Mayank,
I have seen your file. Sorry to say this, but this is not the format that you should use for corporates. I can help you in designing the format, but before that, I need a few details. You can call me anytime on my number so that I can help you with the format.
ALL THE BEST.
From India, Hyderabad
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I have seen your file. Sorry to say this, but this is not the format that you should use for corporates. I can help you in designing the format, but before that, I need a few details. You can call me anytime on my number so that I can help you with the format.
ALL THE BEST.
From India, Hyderabad
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Dear Mayank,
The cost of the training aside, your allocation of a certain number of days for training is too ambitious. I doubt senior management will approve it. They may give the approval, but the implementation could prove quite difficult.
Ok...
Dinesh V Divekar
From India, Bangalore
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The cost of the training aside, your allocation of a certain number of days for training is too ambitious. I doubt senior management will approve it. They may give the approval, but the implementation could prove quite difficult.
Ok...
Dinesh V Divekar
From India, Bangalore
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Dear Dinesh, Could you suggest what is appropriate according to the industry standards. Regards, Mayank
From India, Mumbai
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From India, Mumbai
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Dear Mayank,
There are no industry standards per se. However, what you propose you should implement also. Try to go ahead with the existing standards that you have set. Find out what problems you face and then do the upward or downward revision.
Ok...
Dinesh V Divekar
From India, Bangalore
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There are no industry standards per se. However, what you propose you should implement also. Try to go ahead with the existing standards that you have set. Find out what problems you face and then do the upward or downward revision.
Ok...
Dinesh V Divekar
From India, Bangalore
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Hi Mayank,
I saw your sheet, and it shows very basic work you have exhibited. Please relate your last year's training mandays and create a realistic training plan. But before that, conduct a training needs analysis for all available personnel in your organization.
Then, check for training courses and fee structures in the market.
Vinod B
From Oman, Muscat
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I saw your sheet, and it shows very basic work you have exhibited. Please relate your last year's training mandays and create a realistic training plan. But before that, conduct a training needs analysis for all available personnel in your organization.
Then, check for training courses and fee structures in the market.
Vinod B
From Oman, Muscat
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Dear Seniors,
There is a lot of discussion in training activities. But in normal standards, what is the minimum number of hours/mandays for each employee of an organization to be given training in a year? Basically, it should cover each employee in an organization.
M. Srinivas
Asst. Manager - HR
Ramky Group of Companies
Hyderabad
Email: srisu2412@rediffmail.com
Phone: 9866005600
From India, Hyderabad
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There is a lot of discussion in training activities. But in normal standards, what is the minimum number of hours/mandays for each employee of an organization to be given training in a year? Basically, it should cover each employee in an organization.
M. Srinivas
Asst. Manager - HR
Ramky Group of Companies
Hyderabad
Email: srisu2412@rediffmail.com
Phone: 9866005600
From India, Hyderabad
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Hi,
Since I was just reviewing my own T&D methods, I thought I'd share with you how we handle our training reporting.
1. It starts with our HR Budgeting process, which should include recommendations from appraisals or any such methods. We have a minimum number of days per year that we believe is best practice for three levels (Staff/Manager/Exec) and a tentative cost. We then integrate an annualized figure as part of the financials. Once the budgets are approved, we are set to move to the next level.
2. The Training Plan is established based on individuals, considering the timeframe and cost. At this stage, you already have a planned number of man-days from the budget.
3. In my case, I report on a quarterly basis. I compare the budget versus actuals, and any variations prompt a reforecast along with justifications for the variances.
4. We also categorize the training types, such as Technical/Software/Soft Skills.
Reporting isn't set in stone, and an Excel sheet can work wonders.
Hope this helps.
From Mauritius
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Since I was just reviewing my own T&D methods, I thought I'd share with you how we handle our training reporting.
1. It starts with our HR Budgeting process, which should include recommendations from appraisals or any such methods. We have a minimum number of days per year that we believe is best practice for three levels (Staff/Manager/Exec) and a tentative cost. We then integrate an annualized figure as part of the financials. Once the budgets are approved, we are set to move to the next level.
2. The Training Plan is established based on individuals, considering the timeframe and cost. At this stage, you already have a planned number of man-days from the budget.
3. In my case, I report on a quarterly basis. I compare the budget versus actuals, and any variations prompt a reforecast along with justifications for the variances.
4. We also categorize the training types, such as Technical/Software/Soft Skills.
Reporting isn't set in stone, and an Excel sheet can work wonders.
Hope this helps.
From Mauritius
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hi, i would like to learn more regarding training,process flow and workmen’s compensation. your help for the same would be appreciated. thank you. Pranita B. HR Skill Resource Software pvt ltd
From India, Pune
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From India, Pune
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Hi Madhav,
I work with a software company as an HR. It's a small organization with a few HR activities taking place. I've recently joined and would like to know what all can be done to improve HR operations/activities in the company. Also, how should I start with these? I would like to learn more regarding training, process flow, and workmen's compensation, etc. Your help with the same would be appreciated.
Thank you.
Pranita B.
HR
Skill Resource Software Pvt Ltd
From India, Pune
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I work with a software company as an HR. It's a small organization with a few HR activities taking place. I've recently joined and would like to know what all can be done to improve HR operations/activities in the company. Also, how should I start with these? I would like to learn more regarding training, process flow, and workmen's compensation, etc. Your help with the same would be appreciated.
Thank you.
Pranita B.
HR
Skill Resource Software Pvt Ltd
From India, Pune
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Dear Mayank,
You have covered the basics. Training in organizations is need-based, so you can design the training plan in two modules, spanning from senior management to junior-level and office staff. The program for managers and executives should be tailored based on feedback and appraisals from their seniors. Providing generalized training may not be effective, as some individuals in the group may already excel in certain subjects, resulting in a waste of time and resources. Therefore, training should be designed in collaboration with their superiors. Additionally, highlighting the specific topics to be covered will allow individuals to choose accordingly.
Regards,
Permeshwer Nath
From India, Pune
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You have covered the basics. Training in organizations is need-based, so you can design the training plan in two modules, spanning from senior management to junior-level and office staff. The program for managers and executives should be tailored based on feedback and appraisals from their seniors. Providing generalized training may not be effective, as some individuals in the group may already excel in certain subjects, resulting in a waste of time and resources. Therefore, training should be designed in collaboration with their superiors. Additionally, highlighting the specific topics to be covered will allow individuals to choose accordingly.
Regards,
Permeshwer Nath
From India, Pune
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Dear Friends,
I had posted this query a few days back. I have received a lot of replies - some constructive, some with sarcasm, some with criticism, and some replies are such that they are not addressing what I have asked for.
I had simply asked for "Some industry standards or norms" regarding training mandays and costs. For example, a typical training budget of a company is either 3% to 5% of the manpower cost or 1% of sales (although this may vary from company to company and industry to industry).
I am looking for any industry standard or norm related to the parameters I mentioned. If we do not have an answer to this, that's alright, but let's not deviate from the question and go off on a tangent.
Regards, Mayank
From India, Mumbai
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I had posted this query a few days back. I have received a lot of replies - some constructive, some with sarcasm, some with criticism, and some replies are such that they are not addressing what I have asked for.
I had simply asked for "Some industry standards or norms" regarding training mandays and costs. For example, a typical training budget of a company is either 3% to 5% of the manpower cost or 1% of sales (although this may vary from company to company and industry to industry).
I am looking for any industry standard or norm related to the parameters I mentioned. If we do not have an answer to this, that's alright, but let's not deviate from the question and go off on a tangent.
Regards, Mayank
From India, Mumbai
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