Request all inputs on the minimum number of days that an employee should undergo some kind of training. Ours is a financial services firm. I know it depends on the kind of business, etc., however, I just wanted to know what the practice is across the service sector.
From India, New Delhi
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From India, New Delhi
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Dear Anuradha, you've asked a very important question. You should take comfort in knowing that even the largest organizations struggle to answer it. Not because it's difficult to answer (in an ideal world), but because the real answer has many competing demands.
In my experience—both as a senior leader and now as a training organization—differentiate between two critical training types. These will be:
1. Core competency - Technical Skills Training (in your case - financial services related); and
2. Core competency - Non-Technical Skills Training (usually referred to as Soft Skills and includes Leadership training, etc.).
To add more complexity, you can declare certain training as mandatory each quarter, half-yearly, or annually. Other training can be termed 'desirable' but not mandatory. Once you do this, you narrow your focus on first getting your people through their mandatory training. This makes your job of deciding 'how much training' a lot easier.
Figure out what group of people will need what quantum of which training. Once you've done that, allocate their training requirement in hours. Never allocate training in days. It's a very misleading measure and will throw your ROI calculations into a tailspin.
To help you, most Professional Bodies from the Financial Services such as the Institute of Insurance Providers, Institute of Chartered Accountants, The CPA Institute, etc., have determined that their membership must undergo a certain minimum number of hours each year. This number varies between 30 to 50 hours per year.
I hope my answer helped you somewhat. I have tried to present a critical exercise very simplistically.
If you need an in-depth analysis and a true representation, just ring or email me, and we will take it from there.
Kind regards,
From India, Gurgaon
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95In my experience—both as a senior leader and now as a training organization—differentiate between two critical training types. These will be:
1. Core competency - Technical Skills Training (in your case - financial services related); and
2. Core competency - Non-Technical Skills Training (usually referred to as Soft Skills and includes Leadership training, etc.).
To add more complexity, you can declare certain training as mandatory each quarter, half-yearly, or annually. Other training can be termed 'desirable' but not mandatory. Once you do this, you narrow your focus on first getting your people through their mandatory training. This makes your job of deciding 'how much training' a lot easier.
Figure out what group of people will need what quantum of which training. Once you've done that, allocate their training requirement in hours. Never allocate training in days. It's a very misleading measure and will throw your ROI calculations into a tailspin.
To help you, most Professional Bodies from the Financial Services such as the Institute of Insurance Providers, Institute of Chartered Accountants, The CPA Institute, etc., have determined that their membership must undergo a certain minimum number of hours each year. This number varies between 30 to 50 hours per year.
I hope my answer helped you somewhat. I have tried to present a critical exercise very simplistically.
If you need an in-depth analysis and a true representation, just ring or email me, and we will take it from there.
Kind regards,
From India, Gurgaon
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Most General Managers think that training is a very minor and not important to an extent. Throughout my work experience, I learned that you should involve departmental managers in this task. They will show you their subordinates' gaps; therefore, you can make your training needs analysis. Eventually, a training plan could be made. As per the above answers, do not calculate or rate in days. Performance evaluation forms might help you better to maintain this.
Thank you,
Mahdi
From Sudan
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Thank you,
Mahdi
From Sudan
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Introduction to Employee Training and Development - PPT 1.ppt
Pre Training Skill Assessment - Employee - HO.doc