Hi, I am working with a reputed organization as an Assistant Manager - HR. I am focusing on Learning and Development alone. Kindly guide me to improve the process. I am looking forward to further improvement in the Training and Development process.
Regards, Ruchi
From India, Valsad
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Regards, Ruchi
From India, Valsad
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Dear Ms. Ruchi,
I have been working as a Training Officer for the past 7 years in a medium-sized organization. If you are interested in improving, I have a lot of ideas to share. I will provide you with a list during our next meeting. Why did you send an empty email to introduce yourself?
I will send the forms soon.
Regards,
K Venugopal
09345964864
From India, Selam
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2I have been working as a Training Officer for the past 7 years in a medium-sized organization. If you are interested in improving, I have a lot of ideas to share. I will provide you with a list during our next meeting. Why did you send an empty email to introduce yourself?
I will send the forms soon.
Regards,
K Venugopal
09345964864
From India, Selam
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Dear Ms. Sujata,
Please note that nowadays, traditional performance appraisal systems are being replaced by competency mapping. This involves analyzing competency gaps and conducting training programs to address them.
To begin, break down each function into daily routine activities. Define your expectations for each activity and record actual performance daily for each function and employee. For example:
A. Housekeeping the Kitchen:
Activities to Perform:
1. All utensils in their designated places... Target - 100% Actual...
2. Neatly cleaned utensils... Target - 100% Actual...
3. Proper positioning of cleaning tools... Target - 100% Actual...
4. Maintaining levels for grocery jars... Target - 100% Actual...
5. Maintaining levels for oil varieties... Target - 100% Actual...
B. Preparation for Breakfast:
- Ensure all utensil requirements are available for use.
- All vegetables ready for cutting.
Continue this format for all functions, maintaining a daily table. Track metrics such as employee absenteeism, resource availability, and customer satisfaction in addition to indoor functions.
Please let me know if this approach is acceptable.
Thanks and regards,
K Venugopal
09345964864
Erode
From India, Selam
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Please note that nowadays, traditional performance appraisal systems are being replaced by competency mapping. This involves analyzing competency gaps and conducting training programs to address them.
To begin, break down each function into daily routine activities. Define your expectations for each activity and record actual performance daily for each function and employee. For example:
A. Housekeeping the Kitchen:
Activities to Perform:
1. All utensils in their designated places... Target - 100% Actual...
2. Neatly cleaned utensils... Target - 100% Actual...
3. Proper positioning of cleaning tools... Target - 100% Actual...
4. Maintaining levels for grocery jars... Target - 100% Actual...
5. Maintaining levels for oil varieties... Target - 100% Actual...
B. Preparation for Breakfast:
- Ensure all utensil requirements are available for use.
- All vegetables ready for cutting.
Continue this format for all functions, maintaining a daily table. Track metrics such as employee absenteeism, resource availability, and customer satisfaction in addition to indoor functions.
Please let me know if this approach is acceptable.
Thanks and regards,
K Venugopal
09345964864
Erode
From India, Selam
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Please find Training & Development Activity Flow Diagram designed by me: — Regards, Venkatesh.Noupada HRD T&D Team
From India, Vijayawada
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From India, Vijayawada
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Hi Ruchi,
John is very right, there's lot of stuff on CiteHr and searching further will provide you with great inputs. Just to add on to what's already there, here's an article that might be of some help to you:
Improving Corporate Learning and Development ROI « Mitchell Osak Online
Also, the quickest and a reliable way to find out where to hit and improve is to interview the stakeholders and ask for the top 2 or 3 concerns that they wish to be addressed. This will also help you in aligning the process improvements to the real business needs.
Bests!
M
From India, Gurgaon
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John is very right, there's lot of stuff on CiteHr and searching further will provide you with great inputs. Just to add on to what's already there, here's an article that might be of some help to you:
Improving Corporate Learning and Development ROI « Mitchell Osak Online
Also, the quickest and a reliable way to find out where to hit and improve is to interview the stakeholders and ask for the top 2 or 3 concerns that they wish to be addressed. This will also help you in aligning the process improvements to the real business needs.
Bests!
M
From India, Gurgaon
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People development process.doc
Special Issues in Training and Development - PPT 10.ppt