I was recruited as a Training Manager for a company in the civil and mechanical domain. I am planning to set up a training department for a specific project for the first time. Can anybody guide me on how to establish a training department in such a case?
From India, Mumbai
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From India, Mumbai
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First of all, you need the following tool and set up this tool for your training purposes. Secondly, you must know how to use this tool.
Engineering Expertise Requirement
And thirdly, I have to ask if you are a Civil or Mechanical Engineer. If not, you need one beside you. Or, much better, you should handle the lecture to experienced engineers. Because at the end of the day, there will be questions from your trainees. If we cannot answer them correctly, trust will be lost.
Training and Seminar Department Goals
In our Training and Seminar Department, we have two types or two things that we have to accomplish for trainees. One, in the lecture room. And two, they have to experience in the field what they have learned from the lecture room.
Setting Goals and Categories
You must set the goals (whatever subject you have) and divide this subject into categories.
What are these goals?
1. You must have a definite time or day to finish a subject (because time is one of the essences in training).
2. You must have an idea or create something to ensure that your trainee really learned everything you have taught them. This is important if you are giving certificates at the end of the training or seminar. I don't know if you want to give a graduate trainee a certificate with your company name and logo on it, and he only knows 50% of what you have taught him.
3. What will be the desired outcome after you finish your training? Can they perform the skills or the task that you have taught them?
4. What have they achieved after training?
And lastly, you must have the right budget in your department for your training activities.
I have a lot more to say, Mr. Vijay, but sadly, my time forbids me. I wish you luck. And hopefully, what I mentioned above will help you in the future.
Best wishes,
Jhun
From Saudi Arabia, Al Khobar
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2Engineering Expertise Requirement
And thirdly, I have to ask if you are a Civil or Mechanical Engineer. If not, you need one beside you. Or, much better, you should handle the lecture to experienced engineers. Because at the end of the day, there will be questions from your trainees. If we cannot answer them correctly, trust will be lost.
Training and Seminar Department Goals
In our Training and Seminar Department, we have two types or two things that we have to accomplish for trainees. One, in the lecture room. And two, they have to experience in the field what they have learned from the lecture room.
Setting Goals and Categories
You must set the goals (whatever subject you have) and divide this subject into categories.
What are these goals?
1. You must have a definite time or day to finish a subject (because time is one of the essences in training).
2. You must have an idea or create something to ensure that your trainee really learned everything you have taught them. This is important if you are giving certificates at the end of the training or seminar. I don't know if you want to give a graduate trainee a certificate with your company name and logo on it, and he only knows 50% of what you have taught him.
3. What will be the desired outcome after you finish your training? Can they perform the skills or the task that you have taught them?
4. What have they achieved after training?
And lastly, you must have the right budget in your department for your training activities.
I have a lot more to say, Mr. Vijay, but sadly, my time forbids me. I wish you luck. And hopefully, what I mentioned above will help you in the future.
Best wishes,
Jhun
From Saudi Arabia, Al Khobar
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Training Department Setup Guide
First of all, conduct a training needs analysis. Evaluate the desired skill level and knowledge of the employees against their current skills and knowledge. Training should be used as a tool to bridge the gap between these two.
Support from top management is crucial for the success of the training. Based on the needs, the training syllabus and further training modules should be designed, and training methods should be selected. Necessary infrastructure like training aids and classrooms should be arranged. To impart the training, the help of internal as well as external experts can be sought. You can start your training as per the training calendar. Evaluation and feedback should be used to assess the effectiveness of the training.
Training should be conducted within the training budget.
Regards,
Suresh Vengathu
From India, Chandigarh
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First of all, conduct a training needs analysis. Evaluate the desired skill level and knowledge of the employees against their current skills and knowledge. Training should be used as a tool to bridge the gap between these two.
Support from top management is crucial for the success of the training. Based on the needs, the training syllabus and further training modules should be designed, and training methods should be selected. Necessary infrastructure like training aids and classrooms should be arranged. To impart the training, the help of internal as well as external experts can be sought. You can start your training as per the training calendar. Evaluation and feedback should be used to assess the effectiveness of the training.
Training should be conducted within the training budget.
Regards,
Suresh Vengathu
From India, Chandigarh
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Hi All, It has been helpful reading topics regarding the setting up of the Training Department. I have two queries:
1) Calculation of a Man-Day
What is the calculation of a man-day (with reference to Mr. G.M. Gadhai's post)? Is it similar in all jobs, i.e., Manufacturing, IT, Research, etc., or is it industry-specific?
2) Determining a Training Budget for a Start-up
How is a training budget determined for a start-up enterprise?
Thanks.
From India, Pune
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1) Calculation of a Man-Day
What is the calculation of a man-day (with reference to Mr. G.M. Gadhai's post)? Is it similar in all jobs, i.e., Manufacturing, IT, Research, etc., or is it industry-specific?
2) Determining a Training Budget for a Start-up
How is a training budget determined for a start-up enterprise?
Thanks.
From India, Pune
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1 Man day = 8 Hours. So, if 30 people have attended the training program with a duration of 4 hours, then the total man-days can be calculated as follows: 4 x 30 x 0.5 = 60 Man-Days. Note: Some companies would consider 6 Hours = 1 Man-Day (depends on how the data is accepted by their ERP system).
The Training Budget
The Training Budget would cover the following:
- Cost for setting up the training infrastructure (projector/LCD, computer, furniture, interiors, etc.).
- Annual Maintenance for the infrastructure.
- Stationery Cost.
- Traveling expenses (Trainer/trainee).
- External Trainer/Vendor professional Charges.
- Others.
Regards,
From India, Mumbai
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The Training Budget
The Training Budget would cover the following:
- Cost for setting up the training infrastructure (projector/LCD, computer, furniture, interiors, etc.).
- Annual Maintenance for the infrastructure.
- Stationery Cost.
- Traveling expenses (Trainer/trainee).
- External Trainer/Vendor professional Charges.
- Others.
Regards,
From India, Mumbai
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Prepare and Monitor a Training Budget.pdf
Department Training Need Analysis.doc