Dear Friends….
Kindly find the attached “TRAINING MODULE” for your perusal.
I have successfully implemented the same in my Organization and it had been a success.
I have tried to include all the minute details that can be required for successfully implementing a Training Module in any Organization.
For this I have got tremendous help from our CiteHR members…!!!!
Thank you all for the help.
Please let me know your feedback regarding the same.
Regards,
HRProp
From India, Pune
Dear Pradeepa, Thanks so very much for providing me feedback regarding my effortrs.... request you tosuggest if any modification is required......:lol: Keep writing..... Cheers J:lol:
From India, Pune
From India, Pune
Training attendance Card will help you to track down the attendance of the employee for a particular training programe............
From India, Pune
From India, Pune
Dear Prop,
Thank you for your information. Could you please provide some names of soft skills programs that can be suggested for our executives? I am interested in becoming a freelance trainer. Can you offer me some tips?
Anyone, please help me.
Thank you.
From India, Coimbatore
Thank you for your information. Could you please provide some names of soft skills programs that can be suggested for our executives? I am interested in becoming a freelance trainer. Can you offer me some tips?
Anyone, please help me.
Thank you.
From India, Coimbatore
Hi all,
I completed my MBA in International Business with a major in HR and a minor in Marketing. Currently, I am working in the field of marketing, but I am looking to transition into HR. Can anybody help me by providing placement/consultant details that can assist me in securing a job?
Additionally, please advise me on whether I should apply as a fresher or an experienced candidate. I have eight years of experience; will this be taken into account?
Your guidance is greatly appreciated.
Thank you.
From India, Delhi
I completed my MBA in International Business with a major in HR and a minor in Marketing. Currently, I am working in the field of marketing, but I am looking to transition into HR. Can anybody help me by providing placement/consultant details that can assist me in securing a job?
Additionally, please advise me on whether I should apply as a fresher or an experienced candidate. I have eight years of experience; will this be taken into account?
Your guidance is greatly appreciated.
Thank you.
From India, Delhi
Dear Pradeepa,
Please find the list of Soft Skill training programs as given below:
1. Business Communication
2. Time Management
3. Conflict Management
4. Team Management
5. Leadership
6. Interpersonal Skills
7. Decision Making
8. Dealing with Difficult People
9. Right Attitude
10. Team Work
Top 60 soft skills
The Workforce Profile defined about 60 "soft skills," which employers seek. They are applicable to any field of work, according to the study, and are the "personal traits and skills that employers state are the most important when selecting employees for jobs of any type."
1. Math
2. Safety
3. Courtesy
4. Honesty
5. Grammar
6. Reliability
7. Flexibility
8. Team Skills
9. Eye contact
10. Cooperation
11. Adaptability
12. Follow rules
13. Self-directed
14. Good attitude
15. Writing skills
16. Driver's license
17. Dependability
18. Advanced math
19. Self-supervising
20. Good references
21. Being drug-free
22. Good attendance
23. Personal energy
24. Work experience
25. Ability to measure
26. Personal integrity
27. Good work history
28. Positive work ethic
29. Interpersonal skills
30. Motivational skills
31. Valuing education
32. Personal chemistry
33. Willingness to learn
34. Common sense
35. Critical thinking skills
36. Knowledge of fractions
37. Reporting to work on time
38. Use of rulers and calculators
39. Good personal appearance
40. Wanting to do a good job
41. Basic spelling and grammar
42. Reading and comprehension
43. Ability to follow regulations
44. Willingness to be accountable
45. Ability to fill out a job application
46. Ability to make production quotas
47. Basic manufacturing skills training
48. Awareness of how business works
49. Staying on the job until it is finished
50. Ability to read and follow instructions
51. Willingness to work second and third shifts
52. Caring about seeing the company succeed
53. Understanding what the world is all about
54. Ability to listen and document what you have heard
55. Commitment to continued training and learning
56. Willingness to take instruction and responsibility
57. Ability to relate to coworkers in a close environment
58. Not expecting to become a supervisor in the first six months
59. Willingness to be a good worker and go beyond the traditional eight-hour day
60. Communication skills with the public, fellow employees, supervisors, and customers
How many soft skills do you possess?
I hope the information that I have provided is of some help!
Do let me know if you require anything else.
Cheers,
HRProp 😊
From India, Pune
Please find the list of Soft Skill training programs as given below:
1. Business Communication
2. Time Management
3. Conflict Management
4. Team Management
5. Leadership
6. Interpersonal Skills
7. Decision Making
8. Dealing with Difficult People
9. Right Attitude
10. Team Work
Top 60 soft skills
The Workforce Profile defined about 60 "soft skills," which employers seek. They are applicable to any field of work, according to the study, and are the "personal traits and skills that employers state are the most important when selecting employees for jobs of any type."
1. Math
2. Safety
3. Courtesy
4. Honesty
5. Grammar
6. Reliability
7. Flexibility
8. Team Skills
9. Eye contact
10. Cooperation
11. Adaptability
12. Follow rules
13. Self-directed
14. Good attitude
15. Writing skills
16. Driver's license
17. Dependability
18. Advanced math
19. Self-supervising
20. Good references
21. Being drug-free
22. Good attendance
23. Personal energy
24. Work experience
25. Ability to measure
26. Personal integrity
27. Good work history
28. Positive work ethic
29. Interpersonal skills
30. Motivational skills
31. Valuing education
32. Personal chemistry
33. Willingness to learn
34. Common sense
35. Critical thinking skills
36. Knowledge of fractions
37. Reporting to work on time
38. Use of rulers and calculators
39. Good personal appearance
40. Wanting to do a good job
41. Basic spelling and grammar
42. Reading and comprehension
43. Ability to follow regulations
44. Willingness to be accountable
45. Ability to fill out a job application
46. Ability to make production quotas
47. Basic manufacturing skills training
48. Awareness of how business works
49. Staying on the job until it is finished
50. Ability to read and follow instructions
51. Willingness to work second and third shifts
52. Caring about seeing the company succeed
53. Understanding what the world is all about
54. Ability to listen and document what you have heard
55. Commitment to continued training and learning
56. Willingness to take instruction and responsibility
57. Ability to relate to coworkers in a close environment
58. Not expecting to become a supervisor in the first six months
59. Willingness to be a good worker and go beyond the traditional eight-hour day
60. Communication skills with the public, fellow employees, supervisors, and customers
How many soft skills do you possess?
I hope the information that I have provided is of some help!
Do let me know if you require anything else.
Cheers,
HRProp 😊
From India, Pune
To HR professional,
So kind of you. Thank you for your immediate response. I hope this would be useful for me. Moreover, can I have some inspirational and motivational stories for attitude development?
Regards,
Pradeepa
From India, Coimbatore
So kind of you. Thank you for your immediate response. I hope this would be useful for me. Moreover, can I have some inspirational and motivational stories for attitude development?
Regards,
Pradeepa
From India, Coimbatore
Hi Pradeepa, I am pleased to help you dear........ Here are some Presentations that i found on CiteHR...... These are awsome........ Do let me know how did u find them? Cheers HR Prop
From India, Pune
From India, Pune
Hi, I have picked up this article and will definitely try to implement this module in my training schedule. I will provide you with a response. Please do keep posting these useful pieces of information. It would be of great help if you could assist me in finding some ebooks on personnel management as I am finding it hard to get a good one.
Thanks & Regards,
Preeti Nandan
Mob: 9836405705
Thanks & Regards,
Preeti Nandan
Mob: 9836405705
Well, this will help me a lot because I'm working on this part now in my organization. I will forward you the final draft of the training module soon for your revision and advice.
Thanks again,
Regards,
Waleed
From Oman, Muscat
Thanks again,
Regards,
Waleed
From Oman, Muscat
Dear All,
Thanks to all of you for appreciating the efforts. For those who are unable to open the PowerPoint presentations (ppts), I will send them to the respective email IDs.
Cheers and keep writing.
HRProp
From India, Pune
Thanks to all of you for appreciating the efforts. For those who are unable to open the PowerPoint presentations (ppts), I will send them to the respective email IDs.
Cheers and keep writing.
HRProp
From India, Pune
Hi All,
Indeed, the Training Module is useful. I am attaching the Training ROI (Returns on Investment) Calculator, which I found on the internet almost four years ago. You need to make changes in the calculator, but it will certainly give you an idea about the ROI.
Thanks & Regards,
Prachi Deshpande
Indeed, the Training Module is useful. I am attaching the Training ROI (Returns on Investment) Calculator, which I found on the internet almost four years ago. You need to make changes in the calculator, but it will certainly give you an idea about the ROI.
Thanks & Regards,
Prachi Deshpande
Dear Alll This ppt can also be useful................... Please check it up.................
From India, Pune
From India, Pune
Hi,
I saw the training feedback and noticed a column for the group head's approval. I think that should not be a part of the feedback form because it might hinder the true feedback on the training from coming out.
Views are invited.
Abhishek Singh
From India, Delhi
I saw the training feedback and noticed a column for the group head's approval. I think that should not be a part of the feedback form because it might hinder the true feedback on the training from coming out.
Views are invited.
Abhishek Singh
From India, Delhi
Hi Abhishek, Thansk so much buddy for the correction............ You are right ............... will make the corrections ......... Once again thanks so much
From India, Pune
From India, Pune
Dear friends,
This is Kamakshi Pandya from Pune, working as an HR Manager in a manufacturing company. I have over 5 years of experience in HR. Could anybody please comment on this: how to control the attrition rate? We are binding employees in service contracts, but they are still quitting the company. It's really challenging to retain employees, but there will definitely be a solution. Please help me, and what is a robust tool to measure job satisfaction? Whether employees are working with job satisfaction.
Regards
From India, Pune
This is Kamakshi Pandya from Pune, working as an HR Manager in a manufacturing company. I have over 5 years of experience in HR. Could anybody please comment on this: how to control the attrition rate? We are binding employees in service contracts, but they are still quitting the company. It's really challenging to retain employees, but there will definitely be a solution. Please help me, and what is a robust tool to measure job satisfaction? Whether employees are working with job satisfaction.
Regards
From India, Pune
Title: The Hidden Dimension of Employee Attrition
Attrition is considered to be one of the biggest challenges the Indian corporate sector is facing today. All companies are working day and night to find a long-term solution to this critical issue. However, very few of them are in a position to face this challenge successfully till date.
According to these companies, it is a complex issue that has several dimensions. At face value, it is a role mismatch, i.e., fitting the wrong person into the right position. But why does this role mismatch occur? Many would argue that 'it is very difficult to understand a complete human being within a few minutes of conversation,' or 'the candidate seemed very good in the interview, but now it appears to be a wrong selection.'
Perhaps the most hidden dimension of this massive role mismatch is the 'Halo Effect' created by both employees and employers during the interview process under different circumstances. In this process, the recruiter's perception is often influenced by striking competencies or similarities to themselves. It is primarily a situation that can arise when an applicant has one superior competency (often a surface-level competency) required for the position. Consequently, the interviewer or interviewing panel may wrongly infer that the candidate possesses other competencies or attributes necessary for the job as well. This phenomenon can work both in a positive or negative direction. It serves as a filter to any information that contradicts first impressions. For example, someone who attended the same college or university as the recruiter may be viewed more favorably, while a person not wearing a suit or lacking a charming or magnetic personality may not be considered management material. People tend to judge more favorably those individuals with whom they have something in common.
Moreover, in this entire process, attractiveness is considered to be a central trait. Attractive people are often judged to have a more desirable personality and more skills than someone of average appearance. It is presumed that all the other traits of an attractive person are just as desirable and sought after. Individuals often exhibit their best behavior in the presence of authority figures to avoid any negative consequences. Consequently, it is widely observed that many job seekers focus exclusively on enhancing their so-called surface-level attractiveness skills to move from one lucrative assignment to another, based primarily on a glorified superficial presentation without any breakthrough performance in their current or previous roles.
During the interview process, the interviewer may be attracted to someone who resembles themselves. In many cases, the interviewer identifies favorably with some aspects of the candidate's self-presentation and then makes assumptions (not based on actual information) about the rest of the candidate.
The candidate fits into the interviewer's stereotypes. A candidate who leaves a positive impression relaxes the interviewer, leading to a sharing of identity. The interviewer is stimulated, feels good, and becomes more engaged. This interest may result in more time being allocated to the candidate compared to a candidate who leaves a negative impression.
This process spirals out of control when we notice that, to achieve success in the highly materialistic and glamorous corporate world, many young and restless job seekers of the next generation are resorting to the so-called "Short-Cut" route at any cost, including presenting a glorified superficial image during the interview or providing false information to employers as part of the recruitment process. Personal values, professional ethics, and moral character have become relics of the past for many youngsters in today's job market. Consequently, false impressions are deliberately created by many job seekers through various means during the interview process. For many young individuals, this has become the new definition of so-called "Smart Employees."
On the other hand, due to intense competition in the marketplace, top executives of all companies are under immense pressure to deliver visible results in the immediate future. Top-line growth, bottom-line profits, and the current and upcoming order books are the primary focus areas for many executives. Consequently, the priority for many companies is to quickly address immediate concerns by bringing in individuals who can provide quick-fix solutions. As a result, few companies have the time to thoroughly assess and understand individuals during interviews. Therefore, many recruitment decisions are made based on "gut feelings" or instincts rather than concrete evidence.
Effective recruitment and selection should not rely on luck. Systematic planning and preparation increase the likelihood of hiring the right person. The key to successful recruitment is preparation: understanding the job and its requirements for effective performance. Recruiting the wrong person can be costly, with expenses potentially reaching at least twice the employee's salary when considering training, expenses, and pension contributions.
Cheers,
HRProp
---
Dear friends,
This is Kamakshipanda from Pune, working as an HR Manager in a manufacturing company with over 5 years of HR experience. Can anyone provide feedback on the following: how to control employee attrition rates? We have implemented service contracts for employees, yet they continue to leave the company. Retaining employees is a significant challenge, but there must be a solution. Please help me understand how to measure job satisfaction effectively and identify robust tools for this purpose.
Regards
From India, Pune
Attrition is considered to be one of the biggest challenges the Indian corporate sector is facing today. All companies are working day and night to find a long-term solution to this critical issue. However, very few of them are in a position to face this challenge successfully till date.
According to these companies, it is a complex issue that has several dimensions. At face value, it is a role mismatch, i.e., fitting the wrong person into the right position. But why does this role mismatch occur? Many would argue that 'it is very difficult to understand a complete human being within a few minutes of conversation,' or 'the candidate seemed very good in the interview, but now it appears to be a wrong selection.'
Perhaps the most hidden dimension of this massive role mismatch is the 'Halo Effect' created by both employees and employers during the interview process under different circumstances. In this process, the recruiter's perception is often influenced by striking competencies or similarities to themselves. It is primarily a situation that can arise when an applicant has one superior competency (often a surface-level competency) required for the position. Consequently, the interviewer or interviewing panel may wrongly infer that the candidate possesses other competencies or attributes necessary for the job as well. This phenomenon can work both in a positive or negative direction. It serves as a filter to any information that contradicts first impressions. For example, someone who attended the same college or university as the recruiter may be viewed more favorably, while a person not wearing a suit or lacking a charming or magnetic personality may not be considered management material. People tend to judge more favorably those individuals with whom they have something in common.
Moreover, in this entire process, attractiveness is considered to be a central trait. Attractive people are often judged to have a more desirable personality and more skills than someone of average appearance. It is presumed that all the other traits of an attractive person are just as desirable and sought after. Individuals often exhibit their best behavior in the presence of authority figures to avoid any negative consequences. Consequently, it is widely observed that many job seekers focus exclusively on enhancing their so-called surface-level attractiveness skills to move from one lucrative assignment to another, based primarily on a glorified superficial presentation without any breakthrough performance in their current or previous roles.
During the interview process, the interviewer may be attracted to someone who resembles themselves. In many cases, the interviewer identifies favorably with some aspects of the candidate's self-presentation and then makes assumptions (not based on actual information) about the rest of the candidate.
The candidate fits into the interviewer's stereotypes. A candidate who leaves a positive impression relaxes the interviewer, leading to a sharing of identity. The interviewer is stimulated, feels good, and becomes more engaged. This interest may result in more time being allocated to the candidate compared to a candidate who leaves a negative impression.
This process spirals out of control when we notice that, to achieve success in the highly materialistic and glamorous corporate world, many young and restless job seekers of the next generation are resorting to the so-called "Short-Cut" route at any cost, including presenting a glorified superficial image during the interview or providing false information to employers as part of the recruitment process. Personal values, professional ethics, and moral character have become relics of the past for many youngsters in today's job market. Consequently, false impressions are deliberately created by many job seekers through various means during the interview process. For many young individuals, this has become the new definition of so-called "Smart Employees."
On the other hand, due to intense competition in the marketplace, top executives of all companies are under immense pressure to deliver visible results in the immediate future. Top-line growth, bottom-line profits, and the current and upcoming order books are the primary focus areas for many executives. Consequently, the priority for many companies is to quickly address immediate concerns by bringing in individuals who can provide quick-fix solutions. As a result, few companies have the time to thoroughly assess and understand individuals during interviews. Therefore, many recruitment decisions are made based on "gut feelings" or instincts rather than concrete evidence.
Effective recruitment and selection should not rely on luck. Systematic planning and preparation increase the likelihood of hiring the right person. The key to successful recruitment is preparation: understanding the job and its requirements for effective performance. Recruiting the wrong person can be costly, with expenses potentially reaching at least twice the employee's salary when considering training, expenses, and pension contributions.
Cheers,
HRProp
---
Dear friends,
This is Kamakshipanda from Pune, working as an HR Manager in a manufacturing company with over 5 years of HR experience. Can anyone provide feedback on the following: how to control employee attrition rates? We have implemented service contracts for employees, yet they continue to leave the company. Retaining employees is a significant challenge, but there must be a solution. Please help me understand how to measure job satisfaction effectively and identify robust tools for this purpose.
Regards
From India, Pune
Dear All,
Greetings from Jeeni. I always want to gain some knowledge on training. Can you also do me a favor by providing guidelines on how we are preparing the training module?
Regards,
Ranjeet
(Jeeni)
From India, New Delhi
Greetings from Jeeni. I always want to gain some knowledge on training. Can you also do me a favor by providing guidelines on how we are preparing the training module?
Regards,
Ranjeet
(Jeeni)
From India, New Delhi
thank you so much for posting such a wonderful information about training i was in need for the same. i am about to join a company as manager Training so it will be very useful for me.
From India, Ahmadabad
From India, Ahmadabad
Dear members,
I am an engineering graduate with good overseas experience and would like to pursue a correspondence MBA from prestigious institutions like IITs and IIMs within one year. I would appreciate your suggestions on how to proceed.
Thanks.
From United States, Orem
I am an engineering graduate with good overseas experience and would like to pursue a correspondence MBA from prestigious institutions like IITs and IIMs within one year. I would appreciate your suggestions on how to proceed.
Thanks.
From United States, Orem
Dear All Sorry for the inconvinience................... heres the attachment for your perusal. Your feedback n views are highly welcomed............ Keep sharing.......... Cheers HRProp
From India, Pune
From India, Pune
Dear HR Pro,
I am really grateful for all your contributions. I want your suggestions. I am an MBA student from Goa, currently doing my summer internship on competency mapping. My organization is undergoing a transformation from an Export Oriented Unit (EOU) to an Entrepreneur Oriented Unit. I have a list of competencies that are supposed to be used for this type of organization and another list used by the organization. I want to cluster these organizational competencies with those of an entrepreneur. Please suggest how I should proceed.
Regards
From India, Mumbai
I am really grateful for all your contributions. I want your suggestions. I am an MBA student from Goa, currently doing my summer internship on competency mapping. My organization is undergoing a transformation from an Export Oriented Unit (EOU) to an Entrepreneur Oriented Unit. I have a list of competencies that are supposed to be used for this type of organization and another list used by the organization. I want to cluster these organizational competencies with those of an entrepreneur. Please suggest how I should proceed.
Regards
From India, Mumbai
Hi seniors,
I am doing my summer internship project on training needs analysis. Can anybody help me in preparing the questionnaire for my project? I had collected some forms from this site, but they were not very useful. Can anyone help me with this?
Thank you.
From India, Mumbai
I am doing my summer internship project on training needs analysis. Can anybody help me in preparing the questionnaire for my project? I had collected some forms from this site, but they were not very useful. Can anyone help me with this?
Thank you.
From India, Mumbai
Dear HR Prop,
A ton of thanks for your useful information. I have recently been transferred to the Training & Development Department, and this will help me out a lot. Thanks a lot again. I hope in the future, if I need your help, you'll assist me.
Shalu 😊
From India, Delhi
A ton of thanks for your useful information. I have recently been transferred to the Training & Development Department, and this will help me out a lot. Thanks a lot again. I hope in the future, if I need your help, you'll assist me.
Shalu 😊
From India, Delhi
HRProp,
I have posted a reply on the thread, which may please be read by all. Please do not conduct training without being trained for it by properly certified trainers. Otherwise, it would be like prescribing medicine without knowing the disease.
Thanks for the post anyway.
Gopan
From India, Kochi
I have posted a reply on the thread, which may please be read by all. Please do not conduct training without being trained for it by properly certified trainers. Otherwise, it would be like prescribing medicine without knowing the disease.
Thanks for the post anyway.
Gopan
From India, Kochi
Dear hrpop! sir it really fantastic. untill now i know only 10 to12 soft skills that aHR will lok for. but now amazing. Really thanks a lot for ur valuable information. take care bye
From India, Delhi
From India, Delhi
Hi HR Prop,
Really its wonderful. currently i am working as a HR Executive where i have to desighn Traning also. If you have more information reg Traning like Calender, module, How to analys feedback for traning/ can you help me out?
Regards,
Ripti:lol:
From India, New Delhi
Really its wonderful. currently i am working as a HR Executive where i have to desighn Traning also. If you have more information reg Traning like Calender, module, How to analys feedback for traning/ can you help me out?
Regards,
Ripti:lol:
From India, New Delhi
Dear HR Professional,
Thank you for providing very useful content. I am in need of your services. I would like to request an article on Campus Recruitments at the top private Engineering Colleges in Andhra Pradesh. I would be very grateful if you could consider this request.
Best Regards,
Ram Mohan
Email: rammohan@email.com
From India, Hyderabad
Thank you for providing very useful content. I am in need of your services. I would like to request an article on Campus Recruitments at the top private Engineering Colleges in Andhra Pradesh. I would be very grateful if you could consider this request.
Best Regards,
Ram Mohan
Email: rammohan@email.com
From India, Hyderabad
Hi Members of Citehr, This is DP Sahoo, VP-HR of Bharat Seats Ltd, Gurgaon. Its nice to be a member of this group and acquire knowledge through various Hr sharings. Thanks DP
From India, Ghaziabad
From India, Ghaziabad
Hi HR Prop I tried to download the zip file on training module.....While saving, the message appears as the file is invalid or corrupted.. Can you please send it again? Thanks & regards Maumita
From India, Bhubaneswar
From India, Bhubaneswar
Hi You might require Winrar for the same ........ please download a free version from google and .... open the file............ Cheers HR prop Happy to help you..........
From India, Pune
From India, Pune
I am a fresher and searching for a job in HR, plz give some guidelines so that i can crack interview
From India, Bangalore
From India, Bangalore
Hey guys,
Those who have requested the training module on their mail ID, I have sent it to you. Please check your mail.
Note: I have sent the module to the following Cite HR members on their request:
bhatia.puja@gmail.com,
asma_chang@hotmail.com,
ilyas.hrd@gmail.com,
lipikamohantyt@hotmail.com.
Keep sharing.
Cheers,
HR PRop
From India, Pune
Those who have requested the training module on their mail ID, I have sent it to you. Please check your mail.
Note: I have sent the module to the following Cite HR members on their request:
bhatia.puja@gmail.com,
asma_chang@hotmail.com,
ilyas.hrd@gmail.com,
lipikamohantyt@hotmail.com.
Keep sharing.
Cheers,
HR PRop
From India, Pune
Dear Member, I was on the look out for the same information to frame a training schedule. Thank you very much for a valuable input. Regards Hariharan N
From India, Madras
From India, Madras
Hi,
It was really a very good effort in posting these useful links and files. I am back in the office after a gap of two years (bedridden due to an accident). So I have lost all my files, information, and it is getting very difficult to collect all this information. But I was able to retrieve a few from this.
Thanks a lot. Keep posting.
From India, Delhi
It was really a very good effort in posting these useful links and files. I am back in the office after a gap of two years (bedridden due to an accident). So I have lost all my files, information, and it is getting very difficult to collect all this information. But I was able to retrieve a few from this.
Thanks a lot. Keep posting.
From India, Delhi
To HR Prop I would like to know how i should prepare for a interview. The post that i have been offered is HR Manager. Regards Smitha
From India, Delhi
From India, Delhi
Hey, thank you HR Professional for your valuable information. It's helping me out in my project on training in the retail sector. I was stuck at one place but your post helped me out. I would be thankful to you if you could provide me with more details regarding training in the retail sector.
From India, Mumbai
From India, Mumbai
Dear Friends........... Few more PPts for your perusal................ Cheers HR prop
From India, Pune
From India, Pune
Hi,
Can anyone please help me regarding the salary and allowances benefits of an individual when they are asked to resign or are sacked?
When someone is asked to resign (sacked), they are entitled to 4 months' gross salary and allowance benefits. However, I have learned that the Leave Fare Assistance (LFA) that they are entitled to receive annually would be for the period they practically worked in the company. My question is if the salary and allowances are for 4 months, then why would the LFA be applicable until the last day of work?
I would highly appreciate it if someone could kindly clarify this point.
Thanks,
Nadira Khan
Can anyone please help me regarding the salary and allowances benefits of an individual when they are asked to resign or are sacked?
When someone is asked to resign (sacked), they are entitled to 4 months' gross salary and allowance benefits. However, I have learned that the Leave Fare Assistance (LFA) that they are entitled to receive annually would be for the period they practically worked in the company. My question is if the salary and allowances are for 4 months, then why would the LFA be applicable until the last day of work?
I would highly appreciate it if someone could kindly clarify this point.
Thanks,
Nadira Khan
Hi,
The objective of HRM should be measurable and achievable, such as:
1. The recruitment will happen within 45 days after receiving a Manpower requirement.
2. Attrition Ratio will be reduced from 30% to 15% this year.
3. Employee Turnover will be...
Cheers,
HR Prop
From India, Pune
The objective of HRM should be measurable and achievable, such as:
1. The recruitment will happen within 45 days after receiving a Manpower requirement.
2. Attrition Ratio will be reduced from 30% to 15% this year.
3. Employee Turnover will be...
Cheers,
HR Prop
From India, Pune
Dear Muskan, Saw ur request...even i did my project on Training needs analysis - will check for some materials available with me......will mail u... All the best... Regards, Bindu:icon1:
From India, Bangalore
From India, Bangalore
Hi all, i am looking for some classroom activity related with communication/ettiquete to make my class more interesting. thanks and waiting for your response .Sunita
From India, Delhi
From India, Delhi
Hi HR professional,
Your presentations are awesome. I have found the training module especially helpful to me as I plan and prepare training schedules for our members of staff. Keep up the good work in enlightening members.
Cheers,
Barbara
Your presentations are awesome. I have found the training module especially helpful to me as I plan and prepare training schedules for our members of staff. Keep up the good work in enlightening members.
Cheers,
Barbara
Dear all, For your reference i am sending below information I think it will help you. Thanks Chowdary
From India, Hyderabad
From India, Hyderabad
Hi,
Thank you for your valid information. It's really nice. I am also in the training and development area. Your posts, especially on training needs analysis and training feedback, are very much useful for me.
Thanks a lot once again.
Thank you for your valid information. It's really nice. I am also in the training and development area. Your posts, especially on training needs analysis and training feedback, are very much useful for me.
Thanks a lot once again.
Hi HR prop, thx for sharing valuable inf. M planning to do dip. in T&D. Hope it will help me a lot. Regards Shweta
From India, Delhi
From India, Delhi
Dear HR Prop, I am seeking your help to know; as to how to find effectiveness of a training organisation.Is there any model to assess that? Regards Amitvikram
From India, Kochi
From India, Kochi
hey hr pop.. i am a student n need a training module on time management for freshers in automobile industry... can u help me
From India, Mumbai
From India, Mumbai
Hello sisters and brothers,
I am doing my MBA, and now I am entering my second year. The crucial thing is I am in trouble choosing my major and minor. I like marketing and HR, but I don't know what to choose as what. Please help me. Are these two combinations okay?
Thank you :)
From India, Bangalore
I am doing my MBA, and now I am entering my second year. The crucial thing is I am in trouble choosing my major and minor. I like marketing and HR, but I don't know what to choose as what. Please help me. Are these two combinations okay?
Thank you :)
From India, Bangalore
Hi HR professional,
I really appreciate the materials; they are very useful. I am planning to compile them onto a CD and add them to the HR library. Do you mind?
Please continue providing us with such informative content. I admire the presentation; it's really cool.
Thank you.
From Canada, Toronto
I really appreciate the materials; they are very useful. I am planning to compile them onto a CD and add them to the HR library. Do you mind?
Please continue providing us with such informative content. I admire the presentation; it's really cool.
Thank you.
From Canada, Toronto
Hi Prop... The material is very needful.. being a trainer, it is highly needed to revamp the material and bring out something new.. Really appreaciable ... Regards, Swati
From India, Pune
From India, Pune
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.