Hi,
Please advise me on what training I can conduct in my office. I have already conducted training on Microsoft Office, effective presentations, as well as on the 7 Habits of Highly Effective People. I want to offer more training across functions, so please provide me with more ideas.
Additionally, suggest any new initiatives that I can implement to engage my employees and leave a positive impact on them.
Thank you,
Hitika
From India, Gurgaon
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Please advise me on what training I can conduct in my office. I have already conducted training on Microsoft Office, effective presentations, as well as on the 7 Habits of Highly Effective People. I want to offer more training across functions, so please provide me with more ideas.
Additionally, suggest any new initiatives that I can implement to engage my employees and leave a positive impact on them.
Thank you,
Hitika
From India, Gurgaon
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Hello Hitika, Please find attached the list of programs that I conduct across various sectors. Select the topics and I can conduct them for your staff.
From India, Hyderabad
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6From India, Hyderabad
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Dear Hitika,
Training programs are not conducted because those types are available in the market, but because your organization needs them. These needs are derived from the operations of your organization.
The reply to your question is quite vast. I can list over 100 training programs. To be concise, please go through my interview that was published on Times Ascent Online regarding employee training. You can read the interview by clicking [here](http://timesascent.in) ([Search on Cite](https://www.citehr.com/results.php?q=To develop job competencies employees need to be trained and retrained Job Wise HI 5 Times Ascent Online) | [Search on Google](https://www.google.com/search?q=To develop job competencies employees need to be trained and retrained Job Wise HI 5 Times Ascent Online)). This interview will provide you with an idea of how you should proceed.
Thanks,
DVD
From India, Bangalore
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Training programs are not conducted because those types are available in the market, but because your organization needs them. These needs are derived from the operations of your organization.
The reply to your question is quite vast. I can list over 100 training programs. To be concise, please go through my interview that was published on Times Ascent Online regarding employee training. You can read the interview by clicking [here](http://timesascent.in) ([Search on Cite](https://www.citehr.com/results.php?q=To develop job competencies employees need to be trained and retrained Job Wise HI 5 Times Ascent Online) | [Search on Google](https://www.google.com/search?q=To develop job competencies employees need to be trained and retrained Job Wise HI 5 Times Ascent Online)). This interview will provide you with an idea of how you should proceed.
Thanks,
DVD
From India, Bangalore
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Hi Hitika,
I somehow feel that training or workshop modules don't work. The fact being that there is no repeated learning process involved. I would rather suggest that if you are just looking to groom your staff into an easy and stress-free environment, then you should opt for workshop modules for half, one, or max 2 days. However, if your motive is to engage your employees in a KRA-based module where there is a defined process of learning along with achievements, then you must go for a productivity-based program which should have repeated interventions. Having said so, this often results in a measurable, result-oriented program for companies, whereby a growth of at least 60% is visible at the organizational and employee level. And how does this work? You will have to ask me yourself!
Positively,
Abhimanyu Rishi
91 9702082232
From India, Mumbai
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I somehow feel that training or workshop modules don't work. The fact being that there is no repeated learning process involved. I would rather suggest that if you are just looking to groom your staff into an easy and stress-free environment, then you should opt for workshop modules for half, one, or max 2 days. However, if your motive is to engage your employees in a KRA-based module where there is a defined process of learning along with achievements, then you must go for a productivity-based program which should have repeated interventions. Having said so, this often results in a measurable, result-oriented program for companies, whereby a growth of at least 60% is visible at the organizational and employee level. And how does this work? You will have to ask me yourself!
Positively,
Abhimanyu Rishi
91 9702082232
From India, Mumbai
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Dear All,
Thank you for helping me in finding some good training sessions. I would like to ask for advice on how to reduce the grapevine culture within the organization.
Additionally, I have initiated a skip-level meeting in my organization. Could you suggest more programs similar to this?
Thank you,
Hitika
From India, Gurgaon
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Thank you for helping me in finding some good training sessions. I would like to ask for advice on how to reduce the grapevine culture within the organization.
Additionally, I have initiated a skip-level meeting in my organization. Could you suggest more programs similar to this?
Thank you,
Hitika
From India, Gurgaon
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Hi Hitika,
Trainings should not be conducted just for the sake of conducting a training as it involves costs. A training without proper need analysis will yield no results. Furthermore, the management may lose trust in training sessions.
If you wish to showcase initiative to increase visibility or engage employees, consider implementing FAW (Fun At Work). Employees would truly enjoy it, and it can serve as a stress buster. Organize games such as making tails, one-minute games, brain teasers, riddles, or playing bingo, etc.
As an initiative, you can introduce Rewards and Recognition in your company. The best performer in each department would be rewarded monthly with a certificate, and appreciation letters would be sent to their residence.
Regards,
Priya Lakshmi
Hi Hitika,
Please advise me on the types of training I can conduct in my office. I have already conducted training sessions on MS Office, effective presentations, as well as on the 7 Habits of Highly Effective People. I want to offer more training across functions, so please provide me with more ideas.
Also, suggest any new initiatives that I can introduce to engage my employees and leave a positive impact on them.
Thanks,
Hitika
From India, Calcutta
Acknowledge(0)Amend(0)
Trainings should not be conducted just for the sake of conducting a training as it involves costs. A training without proper need analysis will yield no results. Furthermore, the management may lose trust in training sessions.
If you wish to showcase initiative to increase visibility or engage employees, consider implementing FAW (Fun At Work). Employees would truly enjoy it, and it can serve as a stress buster. Organize games such as making tails, one-minute games, brain teasers, riddles, or playing bingo, etc.
As an initiative, you can introduce Rewards and Recognition in your company. The best performer in each department would be rewarded monthly with a certificate, and appreciation letters would be sent to their residence.
Regards,
Priya Lakshmi
Hi Hitika,
Please advise me on the types of training I can conduct in my office. I have already conducted training sessions on MS Office, effective presentations, as well as on the 7 Habits of Highly Effective People. I want to offer more training across functions, so please provide me with more ideas.
Also, suggest any new initiatives that I can introduce to engage my employees and leave a positive impact on them.
Thanks,
Hitika
From India, Calcutta
Acknowledge(0)Amend(0)
Training should not be based on a shopping list or a restaurant menu. Training should be based on needs which meet the company's objectives, goals, job functions, and personal competency requirements. So, do a proper training needs analysis before you decide what training to conduct.
From Malaysia, Puchong
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From Malaysia, Puchong
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Training Needs Analysis Questionnaire.d oc
Why Employee Training Fails.ppt