Dear seniors,
I need your help because I have to prepare the yearly training calendar for company employees. According to company procedure, firstly I have to prepare a skill matrix of employees, and after that, the yearly training calendar.
However, how can we decide on the skills of employees and which training is required for their skill upgrading? Please provide necessary guidelines and formats regarding this subject.
FYI... The plant is a gear manufacturing plant.
From India, Chennai
Acknowledge(0)
Amend(0)
1I need your help because I have to prepare the yearly training calendar for company employees. According to company procedure, firstly I have to prepare a skill matrix of employees, and after that, the yearly training calendar.
However, how can we decide on the skills of employees and which training is required for their skill upgrading? Please provide necessary guidelines and formats regarding this subject.
FYI... The plant is a gear manufacturing plant.
From India, Chennai
Acknowledge(0)Amend(0)
If you are starting from scratch, take a look at the job descriptions of the staff at various levels. That should give you some information on the skill sets required to perform the job well. Both technical and non-technical training topics should be part of this.
If the job description (JD) is not available, check the job portals specific to your industry; there will be postings by different companies. This should give you ideas on the skills required. Create a list of skill sets and a simple skill grid rating scale.
The above tasks should take you some time. Let us know how things are progressing from there, and we will connect again.
From India, Mumbai
Acknowledge(1)
Amend(0)
If the job description (JD) is not available, check the job portals specific to your industry; there will be postings by different companies. This should give you ideas on the skills required. Create a list of skill sets and a simple skill grid rating scale.
The above tasks should take you some time. Let us know how things are progressing from there, and we will connect again.
From India, Mumbai
Acknowledge(1)Amend(0)
Just yesterday, I replied to a similar query. Click the following link to refer to my response: https://www.citehr.com/551066-traini...ml#post2282645
Since you are from the manufacturing sector, your training efforts should aim to reduce idle machine hours or idle man-hours. Additionally, training should focus on managing the inventory of raw materials, Work-in-Process (WIP) inventory, and inventory of finished goods.
Therefore, I recommend conducting a study of your organization in these areas. Identify the ratios by which these factors are measured. This ratio-based approach will help you evaluate the effectiveness of the training.
I recommend the above approach as I have observed numerous manufacturing companies where training is provided, yet there is no discernible change in operations. Whether to repeat others' mistakes or take a more scientific approach, the choice is yours!
Thanks,
Dinesh Divekar
From India, Bangalore
Acknowledge(1)Amend(0)
Since you are from the manufacturing sector, your training efforts should aim to reduce idle machine hours or idle man-hours. Additionally, training should focus on managing the inventory of raw materials, Work-in-Process (WIP) inventory, and inventory of finished goods.
Therefore, I recommend conducting a study of your organization in these areas. Identify the ratios by which these factors are measured. This ratio-based approach will help you evaluate the effectiveness of the training.
I recommend the above approach as I have observed numerous manufacturing companies where training is provided, yet there is no discernible change in operations. Whether to repeat others' mistakes or take a more scientific approach, the choice is yours!
Thanks,
Dinesh Divekar
From India, Bangalore
Acknowledge(1)Amend(0)
Looks like yours is an Auto Ancillary industry. You have an option to contact the nearby office of ACMA, who have experts on all training subjects, including those related to Gear manufacturing. Their services are available for member organizations at concessional rates. Seek their guidance.
If you need help, I can assist you. Please contact me at kiranwalimbe@live.com
From India, Pune
Acknowledge(0)Amend(0)
If you need help, I can assist you. Please contact me at kiranwalimbe@live.com
From India, Pune
Acknowledge(0)Amend(0)
Key Aspects of Designing Training Needs in HR
There are two important aspects to consider when designing training needs in HR. One is related to identifying soft or behavioral skill-related training, and the second is related to technical or functional skill-related programs.
For the first part, you can prepare a list of soft skill training programs or topics such as team building, emotional intelligence, managerial effectiveness, and self-awareness. To finalize technical topics, you need to meet with all Heads of Departments (HODs). In fact, HODs are the only source that can advise you on the training needs required by individuals in their respective departments. HODs nominate faculties, arrange PPTs, and handle other aspects with full ownership, ensuring attendance and ultimately determining whether participants have truly benefited and if skill gap corrections have occurred. This can be planned in collaboration with yourself and the HODs.
I hope this addresses your concerns. Feel free to call or email me if you need further clarifications or steps on the matter.
Best wishes,
Regards, RDS Yadav
Director, Future Instt of Engg and Management Technology
Labour Law Adviser
[Email Removed For Privacy Reasons]
From India, Delhi
Acknowledge(2)Amend(0)
There are two important aspects to consider when designing training needs in HR. One is related to identifying soft or behavioral skill-related training, and the second is related to technical or functional skill-related programs.
For the first part, you can prepare a list of soft skill training programs or topics such as team building, emotional intelligence, managerial effectiveness, and self-awareness. To finalize technical topics, you need to meet with all Heads of Departments (HODs). In fact, HODs are the only source that can advise you on the training needs required by individuals in their respective departments. HODs nominate faculties, arrange PPTs, and handle other aspects with full ownership, ensuring attendance and ultimately determining whether participants have truly benefited and if skill gap corrections have occurred. This can be planned in collaboration with yourself and the HODs.
I hope this addresses your concerns. Feel free to call or email me if you need further clarifications or steps on the matter.
Best wishes,
Regards, RDS Yadav
Director, Future Instt of Engg and Management Technology
Labour Law Adviser
[Email Removed For Privacy Reasons]
From India, Delhi
Acknowledge(2)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
Pre Training Skill Assessment - Employee - HO.doc
Training calendar 2005-2006 for Pfizer.zip