Good morning, As part of training and development in my company, please what is the best approach to assess my current Software Engineers to determine areas where they would require training? Thank you
From Nigeria, Lagos
From Nigeria, Lagos
Best approach is TNI (Training Need Identification). In the performance appraisal form,
the Manager or the Team Lead might have indicated the TNIs of the Software Engineers
working under his control. Collect these data and evaluate and organize training program
which best suits to the requirement.
From India, Aizawl
624the Manager or the Team Lead might have indicated the TNIs of the Software Engineers
working under his control. Collect these data and evaluate and organize training program
which best suits to the requirement.
From India, Aizawl
Dear Joyce,
Your company has employed the software engineers. However, what these engineers do? Do they develop a software or they are into supporting role? How many engineers does your company have? On what technology do they work?
If they are working in projects then their training requirement will be different from the supporting role. Therefore, first be clear on their role.
Lastly, how do you measure the performance of the software engineers? Training depends on their performance also.
Thanks,
Dinesh Divekar
From India, Bangalore
Your company has employed the software engineers. However, what these engineers do? Do they develop a software or they are into supporting role? How many engineers does your company have? On what technology do they work?
If they are working in projects then their training requirement will be different from the supporting role. Therefore, first be clear on their role.
Lastly, how do you measure the performance of the software engineers? Training depends on their performance also.
Thanks,
Dinesh Divekar
From India, Bangalore
1. Training has to be either individual beased or team based.
2. Team based training; The skill deficit is to be discerned by the team lead , provided there is a sysyem of regula feedback both ways.
3. Th new area/domain if not already handled by any of them then all the members need to be upgraded by short term course. supported by periodic refresher workshops of 1 or 2 days suiting to the management without hampering their regular work output.
4 Does performance appraisal factor into the development and desirable skills for career growth. That would give an indicaion of what exactly is to be trained upon.
5 The whole process hs to in advance and not as a sequel to felt need by the team.
6 As far as individual training is concerned, individual incination for absorbing the new skill/knowledge is to be ascetained first. The benefits must be made known to all.
6 Training is a continuous process, it should not be in bouts and spurts!?!
From India, Chennai
2. Team based training; The skill deficit is to be discerned by the team lead , provided there is a sysyem of regula feedback both ways.
3. Th new area/domain if not already handled by any of them then all the members need to be upgraded by short term course. supported by periodic refresher workshops of 1 or 2 days suiting to the management without hampering their regular work output.
4 Does performance appraisal factor into the development and desirable skills for career growth. That would give an indicaion of what exactly is to be trained upon.
5 The whole process hs to in advance and not as a sequel to felt need by the team.
6 As far as individual training is concerned, individual incination for absorbing the new skill/knowledge is to be ascetained first. The benefits must be made known to all.
6 Training is a continuous process, it should not be in bouts and spurts!?!
From India, Chennai
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
The Positive Approach.doc
Article - Trainer Styles A Situational Approach.pdf