I am associated with a newly established company in India, what are the mandatory training which need to be provided to employees? I am already working on POSH training.
From India, Noida
Acknowledge(0)
Amend(0)
1From India, Noida
Acknowledge(0)Amend(0)
Dear Alankrita Gangwar, Though you have raised a query, you have provided information on the nature of your industry, your finished product or service, the employee count in your company, your designation, and so on. The employee training will depend on the type of culture your top leadership wishes to develop. In fact, employee training will also depend on the budgetary allocations. The percentage of revenue allocated for employee training decides everything. Long ago, I provided an exhaustive reply on employee training. You may click the following link to refer to it: https://www.citehr.com/523786-traini...ml#post2222367
Thanks,
Dinesh Divekar
From India, Bangalore
Acknowledge(1)
Amend(0)
Thanks,
Dinesh Divekar
From India, Bangalore
Acknowledge(1)Amend(0)
Thank you, Dinesh, for sharing the details. To add to your questions raised, I am the HR manager of an IT company in India with a workforce of 15 employees. The company fosters an open culture, and I am seeking insights before proposing a budget for the next quarter.
From India, Noida
Acknowledge(1)Amend(0)
From India, Noida
Acknowledge(1)Amend(0)
Dear Alankrita,
Since your company is small and has recently started operations, your top leadership has the important task of investing their time and resources in building the organization's culture.
Organizational Culture
When we say "organizational culture," it is a composite of various sub-cultures. The sub-cultures are:
- a culture of self-learning
- a culture of competitiveness
- a culture of performance
- a culture of ownership
- a culture of innovation
- a culture of values
- a culture of change
- a culture of welfare
- a culture of celebration
- a culture of teamwork
- a culture of communication
- a culture of measurement
- (above all) a culture of discipline
Therefore, when you organize the training programs, ensure that the focus is on building a culture and also on measuring the effectiveness of everything.
If you cannot do the above, then at least train your staff in building an inventory of "lessons learned." Let me explain what I mean. Recently, I conducted training for the procurement professionals of a prominent IT company that is more than 25 years old. Although the company is more than a quarter-century old, they do not have any records that captured "lessons learned" in an organized manner after negotiations with vendors or suppliers. The company relied on the "experience" of the procurement professionals.
However, in the recent past, the company faced a huge problem when a significant number of procurement professionals left the company. During my training, I taught them how to record the lessons in a very organized manner. If they implement what I taught, then the records generated will be useful for future negotiations.
The employees can be taught to record the lessons on completion of their projects. What I am trying to say is to teach your employees "Knowledge Management" practices. This will sow seeds of growth in your company.
Thanks,
Dinesh Divekar
From India, Bangalore
Acknowledge(2)
Amend(0)
Since your company is small and has recently started operations, your top leadership has the important task of investing their time and resources in building the organization's culture.
Organizational Culture
When we say "organizational culture," it is a composite of various sub-cultures. The sub-cultures are:
- a culture of self-learning
- a culture of competitiveness
- a culture of performance
- a culture of ownership
- a culture of innovation
- a culture of values
- a culture of change
- a culture of welfare
- a culture of celebration
- a culture of teamwork
- a culture of communication
- a culture of measurement
- (above all) a culture of discipline
Therefore, when you organize the training programs, ensure that the focus is on building a culture and also on measuring the effectiveness of everything.
If you cannot do the above, then at least train your staff in building an inventory of "lessons learned." Let me explain what I mean. Recently, I conducted training for the procurement professionals of a prominent IT company that is more than 25 years old. Although the company is more than a quarter-century old, they do not have any records that captured "lessons learned" in an organized manner after negotiations with vendors or suppliers. The company relied on the "experience" of the procurement professionals.
However, in the recent past, the company faced a huge problem when a significant number of procurement professionals left the company. During my training, I taught them how to record the lessons in a very organized manner. If they implement what I taught, then the records generated will be useful for future negotiations.
The employees can be taught to record the lessons on completion of their projects. What I am trying to say is to teach your employees "Knowledge Management" practices. This will sow seeds of growth in your company.
Thanks,
Dinesh Divekar
From India, Bangalore
Acknowledge(2)Amend(0)
Dear Citehr Member, Ms. Alankrita,
With thanks to Shri Dinesh Divekar for providing a detailed outline of various elements of a training program, I would like to point out to Ms. Alankrita that your post is still lacking the primary details of the nature of business of your IT company. IT is a broad term, and we can divide IT companies into two main sectors: (i) system developers and (ii) software technology users. There would be further subdivisions in each sector. Therefore, the need for training would depend on the type of IT work for which a particular set of employees would be selected for training. Additionally, there can be other service departments such as the Finance & Accounts Dept., Sales/Client Development Dept., Procurement Dept., etc. The training curriculum for these service departments would be different from that of core IT work-based training.
You may review the organizational structure of your company, finalize the job descriptions of various categories of employees, and then plan training for all concerned employees.
With good wishes,
Chandramani Lal Srivastava
Master Consultant
[Phone Number Removed For Privacy-Reasons]
[Email Removed For Privacy Reasons]
New Delhi/24.07.2022/00:22 hrs
From India, New Delhi
Acknowledge(1)Amend(0)
With thanks to Shri Dinesh Divekar for providing a detailed outline of various elements of a training program, I would like to point out to Ms. Alankrita that your post is still lacking the primary details of the nature of business of your IT company. IT is a broad term, and we can divide IT companies into two main sectors: (i) system developers and (ii) software technology users. There would be further subdivisions in each sector. Therefore, the need for training would depend on the type of IT work for which a particular set of employees would be selected for training. Additionally, there can be other service departments such as the Finance & Accounts Dept., Sales/Client Development Dept., Procurement Dept., etc. The training curriculum for these service departments would be different from that of core IT work-based training.
You may review the organizational structure of your company, finalize the job descriptions of various categories of employees, and then plan training for all concerned employees.
With good wishes,
Chandramani Lal Srivastava
Master Consultant
[Phone Number Removed For Privacy-Reasons]
[Email Removed For Privacy Reasons]
New Delhi/24.07.2022/00:22 hrs
From India, New Delhi
Acknowledge(1)Amend(0)
How much do you know about your organization's vision, mission, and values? Training relates to skill building, behavioral, and competency-based requirements. Management should never consider training as an expenditure but as an investment in human resources.
Methods of Training Needs Assessment
There are different methods of training needs assessment. If you have a properly established performance management system, the feedback and individual assessment will highlight grey areas, development needs, and gaps in skills and competencies. Immediate superiors can add their own personal assessment of each team member's need for specific training.
Best wishes
From India, Bengaluru
Acknowledge(2)
Amend(0)
Methods of Training Needs Assessment
There are different methods of training needs assessment. If you have a properly established performance management system, the feedback and individual assessment will highlight grey areas, development needs, and gaps in skills and competencies. Immediate superiors can add their own personal assessment of each team member's need for specific training.
Best wishes
From India, Bengaluru
Acknowledge(2)Amend(0)
Dear Alankrita, Certainly training is required to every employee for performance appraisal and skill development. thanks & Regards, from, Sumit Kumar Saxena
From India, Ghaziabad
Acknowledge(0)Amend(0)
From India, Ghaziabad
Acknowledge(0)Amend(0)
Hi, This is Sathish from Zwilling. Below, I have listed out the mandatory training list:
1. POSH External Member Training
2. First Aid Training (Authorized Institution)
3. Emergency Evacuation & Awareness Training
4. Fire Fighting Training (6 months once mock drill for all shifts & employees)
5. OBT, depending upon your company's process
6. Job Instruction/Orientation/Induction Training for new employees
7. Anti-corruption & Money Laundering Training
8. Environment Training
9. If IT-related, Cybersecurity & Network Training
10. Yearly Mental Health Stress Relief Training
Thank you.
From undefined, undefined
Acknowledge(2)Amend(0)
1. POSH External Member Training
2. First Aid Training (Authorized Institution)
3. Emergency Evacuation & Awareness Training
4. Fire Fighting Training (6 months once mock drill for all shifts & employees)
5. OBT, depending upon your company's process
6. Job Instruction/Orientation/Induction Training for new employees
7. Anti-corruption & Money Laundering Training
8. Environment Training
9. If IT-related, Cybersecurity & Network Training
10. Yearly Mental Health Stress Relief Training
Thank you.
From undefined, undefined
Acknowledge(2)Amend(0)
Dear sir, you must be arrange Basic safety , BBS and 5s system. Regards Bijay
From Philippines, San Pablo City
Acknowledge(0)Amend(0)
From Philippines, San Pablo City
Acknowledge(0)Amend(0)
Thanks for your help. As a fresher, I am looking to provide training for my team members. I kindly request the seniors to add me to any group or team where I can learn how to give training effectively using the basic methods.
Regards, Mohanalakshmi
[Phone Number Removed For Privacy-Reasons]
[Email Removed For Privacy Reasons]
From India, Chennai
Acknowledge(0)Amend(0)
Regards, Mohanalakshmi
[Phone Number Removed For Privacy-Reasons]
[Email Removed For Privacy Reasons]
From India, Chennai
Acknowledge(0)Amend(0)
Dear Ms. Mohanalakshmi,
Earlier, I provided a comprehensive response on the subject of employee training. You can refer to it by clicking the following link:
https://www.citehr.com/523786-traini...ml#post2222367
Thanks,
Regards, Dinesh Divekar
[Phone Number Removed For Privacy-Reasons]
From India, Bangalore
Acknowledge(0)Amend(0)
Earlier, I provided a comprehensive response on the subject of employee training. You can refer to it by clicking the following link:
https://www.citehr.com/523786-traini...ml#post2222367
Thanks,
Regards, Dinesh Divekar
[Phone Number Removed For Privacy-Reasons]
From India, Bangalore
Acknowledge(0)Amend(0)
Training of Employees
The first question here is, are we hiring freshers? Second, what are the areas where we would require training? Third, is the management ready to spend on training at par with the requirement? Fourth, what does our training policy say if it's there? Is the performance management team equipped with KRAs and KPIs department-wise?
Having said this, every business needs training as it's a vital activity in the development of the organization. So, start with planning the training, scheduling the training, and developing progress reports on training and assessments. It would be more helpful to take department-wise reviews where training is required most frequently and with continual focus.
Hope this helps.
From India, Vadodara
Acknowledge(0)Amend(0)
The first question here is, are we hiring freshers? Second, what are the areas where we would require training? Third, is the management ready to spend on training at par with the requirement? Fourth, what does our training policy say if it's there? Is the performance management team equipped with KRAs and KPIs department-wise?
Having said this, every business needs training as it's a vital activity in the development of the organization. So, start with planning the training, scheduling the training, and developing progress reports on training and assessments. It would be more helpful to take department-wise reviews where training is required most frequently and with continual focus.
Hope this helps.
From India, Vadodara
Acknowledge(0)Amend(0)
When I notice you are giving POSH training, I wish to add that in the IT sector or any work related to computers, while training or even during work and interaction with staff about a doubt, two people are in very close proximity.
I just recall that during Aadhaar Enrolment, I observed a very good environment. That is, the enrolling person sitting in front of the monitor and observing the information, and giving corrections to their name and spelling with options provided. When a spelling mistake occurs, the operator shows the options, and the person replies with the correct one. These kinds of situations are necessary when two people have to interact for training or for doubt, ensuring it is at a reasonable distance to avoid any controversy.
From Saudi Arabia
Acknowledge(0)Amend(0)
I just recall that during Aadhaar Enrolment, I observed a very good environment. That is, the enrolling person sitting in front of the monitor and observing the information, and giving corrections to their name and spelling with options provided. When a spelling mistake occurs, the operator shows the options, and the person replies with the correct one. These kinds of situations are necessary when two people have to interact for training or for doubt, ensuring it is at a reasonable distance to avoid any controversy.
From Saudi Arabia
Acknowledge(0)Amend(0)
If you mean "legally required" training to be imparted to every employee, there is no such thing. If it is "mandatory" by the organizations, it may be different. These requirements arise from occupational risks, customer needs, and prescriptions of the standards adopted (like ISO), etc.
Importance and Effectiveness of Training
Whether mandatory or not, the importance and effectiveness of training come from proper TNI, planning, and execution of the training activities, with adequate involvement not only of the management but also of the trainees/participants.
From India, Haldwani
Acknowledge(0)Amend(0)
Importance and Effectiveness of Training
Whether mandatory or not, the importance and effectiveness of training come from proper TNI, planning, and execution of the training activities, with adequate involvement not only of the management but also of the trainees/participants.
From India, Haldwani
Acknowledge(0)Amend(0)
As per the Factories Act of 1948, safety training is mandatory for workmen involved in manufacturing operations. Conversely, the Factory Inspector charges the Factory Occupier & Manager for its violation when an accident happens. The nature of the training required to be given would vary with the type of work being done.
From India, Mumbai
Acknowledge(0)Amend(0)
From India, Mumbai
Acknowledge(0)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.
Why Employee Training Fails.ppt
Pre Training Skill Assessment - Employee - HO.doc