Hello Everyone,
I am working on a project on the preparation of training annual reports. This includes the number of trainings held in a calendar year and the man-hour calculations as well. In addition to this, I want to know more about what parameters can be considered or need to be highlighted in the annual training report, which is a standard practice followed in the industry in India.
I would appreciate your help and suggestions on the same.
Thank You.
From India, Mumbai
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1I am working on a project on the preparation of training annual reports. This includes the number of trainings held in a calendar year and the man-hour calculations as well. In addition to this, I want to know more about what parameters can be considered or need to be highlighted in the annual training report, which is a standard practice followed in the industry in India.
I would appreciate your help and suggestions on the same.
Thank You.
From India, Mumbai
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Dear Pooja, you may include the following points in your report:
a) Subject-wise breakup of the training programs (subject means soft skills, semi-technical, technical, fire and safety, and others).
b) Cost-wise breakup of the training programs (based on each subject).
c) Breakup of the programs conducted by internal vs. external trainers.
d) Category-wise breakup of the training program (category means induction training, skill-based training, and training conducted for education purposes).
e) For how many training programs was the effectiveness measured, how was it measured, and why could it not be measured for a few? What is the percentage of the training programs for which the training effectiveness was measured?
f) What was the ROI on the training programs for which the training effectiveness was measured?
g) What was the percentage of ROI against the total funds spent on the training?
h) Could any in-house case studies be generated because of the implementation of the training programs? If yes, how many? What is the ratio per 100 or 1,000 employees?
i) Lessons learned from the past training programs? What are the plans to improve the ROI?
j) Which cost specific to the business could be reduced because of the employee training? If the cost was reduced, then what was the reduction?
Hope the above points are more than sufficient.
Thanks,
Dinesh Divekar
From India, Bangalore
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a) Subject-wise breakup of the training programs (subject means soft skills, semi-technical, technical, fire and safety, and others).
b) Cost-wise breakup of the training programs (based on each subject).
c) Breakup of the programs conducted by internal vs. external trainers.
d) Category-wise breakup of the training program (category means induction training, skill-based training, and training conducted for education purposes).
e) For how many training programs was the effectiveness measured, how was it measured, and why could it not be measured for a few? What is the percentage of the training programs for which the training effectiveness was measured?
f) What was the ROI on the training programs for which the training effectiveness was measured?
g) What was the percentage of ROI against the total funds spent on the training?
h) Could any in-house case studies be generated because of the implementation of the training programs? If yes, how many? What is the ratio per 100 or 1,000 employees?
i) Lessons learned from the past training programs? What are the plans to improve the ROI?
j) Which cost specific to the business could be reduced because of the employee training? If the cost was reduced, then what was the reduction?
Hope the above points are more than sufficient.
Thanks,
Dinesh Divekar
From India, Bangalore
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Annual Training Planner1.xls
Nasscom Report on Indian SW Product Industry.pdf