Hello Everyone,
I am currently working as an Administrative Assistant, and we are pursuing ISO certification. My department has a significant non-conformance in training and development, and I am assigned to formulate the training procedures. Please find below the same:
1. Update the Employee Competence Mapping Annually.
2. Identify training and development opportunities for individual employees by sending the Training Need Identification form to various Heads of Departments.
3. Department Heads are encouraged to recommend any Training Development that would benefit the Department or Employee. HRD identifies training needs of employees, and a Training List can be maintained with the categories:
a) in-house
b) external
c) on-the-job training.
4. Induction Training for new joiners shall be completed within one month of appointment, and Fire and Safety training within six months of appointment.
5. Ensure Training opportunities are properly researched and promptly approved by the Managing Director.
6. Upon approval, prepare the Training Calendar.
7. Scheduled Training programs for employees are announced through mail to all Department Heads.
8. Employees may request nomination/registration for the training programs. The Department heads shall approve, and the selected list shall be sent to HRD.
9. The training shall be conducted on the announced date, and a Training attendance shall be maintained. Employee training and development records have been maintained and updated for all employees.
10. Evaluate and monitor the effectiveness of the training conducted program. The training plan shall be revised quarterly and make necessary changes as Plan vs. actual.
Can anyone shed some light on the following:
- Should I mention a separate procedure for training effectiveness that is included now in the training procedure?
Thanks, all.
From United Arab Emirates, Dubai
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I am currently working as an Administrative Assistant, and we are pursuing ISO certification. My department has a significant non-conformance in training and development, and I am assigned to formulate the training procedures. Please find below the same:
1. Update the Employee Competence Mapping Annually.
2. Identify training and development opportunities for individual employees by sending the Training Need Identification form to various Heads of Departments.
3. Department Heads are encouraged to recommend any Training Development that would benefit the Department or Employee. HRD identifies training needs of employees, and a Training List can be maintained with the categories:
a) in-house
b) external
c) on-the-job training.
4. Induction Training for new joiners shall be completed within one month of appointment, and Fire and Safety training within six months of appointment.
5. Ensure Training opportunities are properly researched and promptly approved by the Managing Director.
6. Upon approval, prepare the Training Calendar.
7. Scheduled Training programs for employees are announced through mail to all Department Heads.
8. Employees may request nomination/registration for the training programs. The Department heads shall approve, and the selected list shall be sent to HRD.
9. The training shall be conducted on the announced date, and a Training attendance shall be maintained. Employee training and development records have been maintained and updated for all employees.
10. Evaluate and monitor the effectiveness of the training conducted program. The training plan shall be revised quarterly and make necessary changes as Plan vs. actual.
Can anyone shed some light on the following:
- Should I mention a separate procedure for training effectiveness that is included now in the training procedure?
Thanks, all.
From United Arab Emirates, Dubai
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Hello Sshani,
You have given 10 points. In none of the points, budgetary provisions are mentioned. First, get the budget sanctioned. After all, should we not cut our coat according to our cloth?
Dinesh V Divekar
From India, Bangalore
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8072You have given 10 points. In none of the points, budgetary provisions are mentioned. First, get the budget sanctioned. After all, should we not cut our coat according to our cloth?
Dinesh V Divekar
From India, Bangalore
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Hi Sshani, Can you tell me in which organization you are working. then only I can focus some light on all your NCs
From India, Delhi
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From India, Delhi
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Dear Shhani,
I am heading HR at one of the reputed group companies. We have been ISO certified for the past seven years and recently completed a recertification with ISO 9001:2008, which includes Competency mapping. I am surprised to hear about the many NCRs. It seems that there is no existence of an HR procedure manual. Please clarify the problems you are facing so I can provide appropriate guidance.
Best regards,
Usha Yagnik
From India, Ahmadabad
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I am heading HR at one of the reputed group companies. We have been ISO certified for the past seven years and recently completed a recertification with ISO 9001:2008, which includes Competency mapping. I am surprised to hear about the many NCRs. It seems that there is no existence of an HR procedure manual. Please clarify the problems you are facing so I can provide appropriate guidance.
Best regards,
Usha Yagnik
From India, Ahmadabad
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TRAINING EFFECTIVENESS FORM.xls