Hi all, I am working as a HR Executive in a IT company. we have the plan to take a training. what types of training i have to choose? plz reply Nisha
From India, Pondicherry
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1From India, Pondicherry
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Dear Nisha, I just want to know whether to which department are you planning the training for. Please do message me in private with specific details. I shall ask my vendors to speak with you.
From India, Bangalore
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From India, Bangalore
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Hi Nisha,
If you, as an HR professional, are looking for training options, consider soft skills training courses such as basic communication skills, effective speaking skills, presentation skills, accent neutralization skills, assertive skills, team building skills, and working together workshops.
For senior employees, Manager Development Programs are particularly beneficial.
Please let me know if you need more information or assistance.
From India, Hyderabad
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If you, as an HR professional, are looking for training options, consider soft skills training courses such as basic communication skills, effective speaking skills, presentation skills, accent neutralization skills, assertive skills, team building skills, and working together workshops.
For senior employees, Manager Development Programs are particularly beneficial.
Please let me know if you need more information or assistance.
From India, Hyderabad
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Good Morning Nisha,
My name is Madhav Reddy. I am a Corporate Trainer & Educationist based in Vizag. I have 10 years of experience in the field of training and have conducted programs on over 30 different courses in various cities.
A similar query was presented to me by a CiteHR Member. I provided them with a list of training details and conducted a Training Program for them in Pune on 15 Feb 2010. If you could provide me with your contact details or email me your requirements, I would be happy to assist you with your training needs.
Please find attached my profile and a list of training programs that I conduct across various sectors. You can visit my website at Madhav Reddy, Founder & Director RedMad Group - Corporate Training, Soft Skills Training, Personality Development, Motivational Speaker, or reach me by phone at +91 9885038779 and email at madhav.reddy@redmadgroup.com.
I am open to traveling to different cities to deliver training sessions. I look forward to the opportunity to engage in a beneficial business relationship with you.
From India, Hyderabad
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My name is Madhav Reddy. I am a Corporate Trainer & Educationist based in Vizag. I have 10 years of experience in the field of training and have conducted programs on over 30 different courses in various cities.
A similar query was presented to me by a CiteHR Member. I provided them with a list of training details and conducted a Training Program for them in Pune on 15 Feb 2010. If you could provide me with your contact details or email me your requirements, I would be happy to assist you with your training needs.
Please find attached my profile and a list of training programs that I conduct across various sectors. You can visit my website at Madhav Reddy, Founder & Director RedMad Group - Corporate Training, Soft Skills Training, Personality Development, Motivational Speaker, or reach me by phone at +91 9885038779 and email at madhav.reddy@redmadgroup.com.
I am open to traveling to different cities to deliver training sessions. I look forward to the opportunity to engage in a beneficial business relationship with you.
From India, Hyderabad
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Dear Nisha,
Training is based on the organization's needs. The decision to conduct the training program is never taken solely based on what is available in the market.
Find out:
a) What are your organizational challenges? Where do you want to go?
b) What is the present level of competency of your staff?
c) What is the level of customer satisfaction? What are the causes of dissatisfaction?
d) What is the level of employee satisfaction? Why are they dissatisfied?
e) What are the operational errors? Why did they occur?
f) Why are staff members unable to meet their KRAs? What is the level of variance?
I am willing to assist you with everything. However, please note that my services are paid. Kindly discuss this with your management, and we can proceed further.
In the meantime, to keep you informed about my training activities, I have attached my training e-Brochure to this post.
Thanks,
Dinesh V Divekar
dineshdivekar@yahoo.com
From India, Bangalore
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Training is based on the organization's needs. The decision to conduct the training program is never taken solely based on what is available in the market.
Find out:
a) What are your organizational challenges? Where do you want to go?
b) What is the present level of competency of your staff?
c) What is the level of customer satisfaction? What are the causes of dissatisfaction?
d) What is the level of employee satisfaction? Why are they dissatisfied?
e) What are the operational errors? Why did they occur?
f) Why are staff members unable to meet their KRAs? What is the level of variance?
I am willing to assist you with everything. However, please note that my services are paid. Kindly discuss this with your management, and we can proceed further.
In the meantime, to keep you informed about my training activities, I have attached my training e-Brochure to this post.
Thanks,
Dinesh V Divekar
dineshdivekar@yahoo.com
From India, Bangalore
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Dear Nisha,
As per your question, you need to know LNA (Learning Needs Analysis). First, you have to know why you want to give training to them, what will be your end objective? I want to share some steps, I think it will help you.
i) Systematic environmental scan that means your BUSINESS NEED
ii) Identifying learning needs
iii) Specifying learning needs - preparing a job specification, analyzing the performance gap.
iv) Translating learning needs into learning action
v) Planning the learning
vi) Evaluating the learning - collecting, analyzing, and presenting data for reaction level, learning level, performance level, cost-benefit.
Please go through this process; I think it will work like magic. If you need any further help, please let me know.
Regards, Mreenal Chakraborty (Motivational Speaker) Cambridge, UK
From India, Calcutta
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As per your question, you need to know LNA (Learning Needs Analysis). First, you have to know why you want to give training to them, what will be your end objective? I want to share some steps, I think it will help you.
i) Systematic environmental scan that means your BUSINESS NEED
ii) Identifying learning needs
iii) Specifying learning needs - preparing a job specification, analyzing the performance gap.
iv) Translating learning needs into learning action
v) Planning the learning
vi) Evaluating the learning - collecting, analyzing, and presenting data for reaction level, learning level, performance level, cost-benefit.
Please go through this process; I think it will work like magic. If you need any further help, please let me know.
Regards, Mreenal Chakraborty (Motivational Speaker) Cambridge, UK
From India, Calcutta
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I agree with Dinesh V Divekar & Mreenal Chakraborty to an extent
However, my question to you is……
Why do you want to train? Is it a Hygiene factor or because there have been issues...
or it is a reactive or Pro-Active approach of damage control
You will have to first decide on the intent (Strategy) & then develop a deployment architecture and execution plan suitably
Since I come from an IT background, Here are a few facts... (Can be passed of as cliché)
IT Professionals prefer Technical certification to behavioral Programs
Communication will continue to remain an issue (Unless you have a plan to counter it along the employee life-cycle)
Instructor led sessions in Isolation have limited success rate
Your approach of training i.e Bottom to top or Top to bottom (Keeping in mind the Pyramid) would be a decisive factor in the outcome
People tend to emulate the behavior of there superiors
Last but not the least, Learning cannot happen in Isolation it has to be a collaborative activity where you are working with the Management & employees to bring about the identified change (and the required change will have to be identified and defined first)
I can only be so discreet…. There are Industry wide best practices which you may want to explore and Leverage if suitable
Having said that
There is no “one size fits all” solution…. You will have to find your own…
Wising you a wonderful learning experience ahead!
Regards,
Akshay
Learning Manager
With another IT firm….
From India, New Delhi
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However, my question to you is……
Why do you want to train? Is it a Hygiene factor or because there have been issues...
or it is a reactive or Pro-Active approach of damage control
You will have to first decide on the intent (Strategy) & then develop a deployment architecture and execution plan suitably
Since I come from an IT background, Here are a few facts... (Can be passed of as cliché)
IT Professionals prefer Technical certification to behavioral Programs
Communication will continue to remain an issue (Unless you have a plan to counter it along the employee life-cycle)
Instructor led sessions in Isolation have limited success rate
Your approach of training i.e Bottom to top or Top to bottom (Keeping in mind the Pyramid) would be a decisive factor in the outcome
People tend to emulate the behavior of there superiors
Last but not the least, Learning cannot happen in Isolation it has to be a collaborative activity where you are working with the Management & employees to bring about the identified change (and the required change will have to be identified and defined first)
I can only be so discreet…. There are Industry wide best practices which you may want to explore and Leverage if suitable
Having said that
There is no “one size fits all” solution…. You will have to find your own…
Wising you a wonderful learning experience ahead!
Regards,
Akshay
Learning Manager
With another IT firm….
From India, New Delhi
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Hi Nisha,
You have sought help in identifying your own training needs. Good of you to seek advice and opinion. As an HR person, you may have specific assignments. The training need is based on your assignment. It depends largely on your work, your level in the organization, and the scope of your responsibilities. I will suggest some broad guidelines.
You need to build your competencies in FIVE Major Areas:
1. Functional Competencies: Depending on your work assignment, you may seek to fill gaps in your competencies in areas such as Recruitment, Sourcing, Interviewing Skills, Performance Management, Employee Counseling, etc.
2. Behavioral/Soft Skills: Communication & Articulation Skills, Personality Development, Time Management, Interpersonal Skills, Leadership, and/or Skills for managing changes within the organization, Motivation, and mentoring skills.
3. Systems-oriented Skills: If your company is certified to certain international standards such as Quality Systems, Environmental Management Systems, Social Accountability, Occupation Health, etc., you may consider being exposed to these standards both in terms of gaining awareness or in internal audit skills.
4. Legal/Statutory Compliance: Provident Fund/ESI/Workmen's Compensation, Shops & Establishments Act, Gratuity Act.
5. Allied skills: You may consider gaining expertise in various software such as MS Word, Excel, e-Mail usage, Access, etc. You may also get trained in Presentation skills, Problem-solving skills, Competency Mapping, and Training as a Trainer.
If you give your job profile and your level, I can recommend specific exposures that can help you shape yourselves for a blazing career.
From India, Madras
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You have sought help in identifying your own training needs. Good of you to seek advice and opinion. As an HR person, you may have specific assignments. The training need is based on your assignment. It depends largely on your work, your level in the organization, and the scope of your responsibilities. I will suggest some broad guidelines.
You need to build your competencies in FIVE Major Areas:
1. Functional Competencies: Depending on your work assignment, you may seek to fill gaps in your competencies in areas such as Recruitment, Sourcing, Interviewing Skills, Performance Management, Employee Counseling, etc.
2. Behavioral/Soft Skills: Communication & Articulation Skills, Personality Development, Time Management, Interpersonal Skills, Leadership, and/or Skills for managing changes within the organization, Motivation, and mentoring skills.
3. Systems-oriented Skills: If your company is certified to certain international standards such as Quality Systems, Environmental Management Systems, Social Accountability, Occupation Health, etc., you may consider being exposed to these standards both in terms of gaining awareness or in internal audit skills.
4. Legal/Statutory Compliance: Provident Fund/ESI/Workmen's Compensation, Shops & Establishments Act, Gratuity Act.
5. Allied skills: You may consider gaining expertise in various software such as MS Word, Excel, e-Mail usage, Access, etc. You may also get trained in Presentation skills, Problem-solving skills, Competency Mapping, and Training as a Trainer.
If you give your job profile and your level, I can recommend specific exposures that can help you shape yourselves for a blazing career.
From India, Madras
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Dear Nisha,
First, identify which department's training you are referring to for the training. Then, conduct a needs analysis for training, focusing on weak points for further improvement and new challenges the team has to cope with.
Also, identify the levels in your needs analysis. Then, decide at which level what training will be required.
Thank you.
From India, New Delhi
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First, identify which department's training you are referring to for the training. Then, conduct a needs analysis for training, focusing on weak points for further improvement and new challenges the team has to cope with.
Also, identify the levels in your needs analysis. Then, decide at which level what training will be required.
Thank you.
From India, New Delhi
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Hi there,
Trainings are based on job needs, organizational needs, and personal needs. So, try to figure out the needs first and then proceed with need identification, training calendar, etc.
Thanks,
Priyavart Singh
Sr. Manager - HR & Admin
MRH India
From India, Delhi
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Trainings are based on job needs, organizational needs, and personal needs. So, try to figure out the needs first and then proceed with need identification, training calendar, etc.
Thanks,
Priyavart Singh
Sr. Manager - HR & Admin
MRH India
From India, Delhi
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Hi all,
I am a Masters of E-Business student. I have to do a summer internship as a part of my course. I am confused about which area I should choose. Can you suggest some company names where I can apply?
Thank you.
From India, Mumbai
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I am a Masters of E-Business student. I have to do a summer internship as a part of my course. I am confused about which area I should choose. Can you suggest some company names where I can apply?
Thank you.
From India, Mumbai
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I agree with Dinesh V Divekar. It has got everything.. Nisha I personally think you should approach Dinesh. Regards, Shadeen
From Bahrain
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From Bahrain
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Hi Nisha,
If you have a need to conduct training, it is important to recognize your organizational needs. Please conduct a Training Needs Analysis (TNA) within your organization and determine the areas in which your people need training. If you have a training personnel or a training department, they need to develop a training curriculum and schedule it. Once you have identified the areas where training is required, explore your internal resources for individuals who are interested and experts in the relevant areas. If you do not have the necessary expertise internally and are unable to develop the competencies required to train your employees on certain aspects, you can seek out an expert consultant specializing in your needed field.
All the best,
Vijay
From India, Hyderabad
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If you have a need to conduct training, it is important to recognize your organizational needs. Please conduct a Training Needs Analysis (TNA) within your organization and determine the areas in which your people need training. If you have a training personnel or a training department, they need to develop a training curriculum and schedule it. Once you have identified the areas where training is required, explore your internal resources for individuals who are interested and experts in the relevant areas. If you do not have the necessary expertise internally and are unable to develop the competencies required to train your employees on certain aspects, you can seek out an expert consultant specializing in your needed field.
All the best,
Vijay
From India, Hyderabad
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Dear Nisha, Good Morning..... First find out the need of training for your employees. Then you will get some idea about tarining subjects.
From India
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From India
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hello dear, i have joined as training officer in an organization, looking for training module.
From India, New Delhi
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From India, New Delhi
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hi , ihave joined as atraining officer in my organization,, was looking how to start making training modules,, iam engineering graduate
From India, New Delhi
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From India, New Delhi
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hi we are a HR consultancy firm and we do give trainings for Junior,middle and senior level for your info i’m attaching our profile and training calendar for further requirement do contact us
From India, New Delhi
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From India, New Delhi
Acknowledge(0)Amend(0)CiteHR is an AI-augmented HR knowledge and collaboration platform, enabling HR professionals to solve real-world challenges, validate decisions, and stay ahead through collective intelligence and machine-enhanced guidance. Join Our Platform.
Introduction to Employee Training and Development - PPT 1.ppt
Training and Development.doc