Hi Can anybody explain the steps which are needed to prepare a training calender for a year of a company & the steps for its implementation.
From India, Delhi
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2From India, Delhi
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Hi!
As per your TNA, first, you have to assess the training needed to fulfill the training gaps. You have to assess the targeted audience/participants for the desired training. According to the level and skills of the participants, you have to divide the training programs into different categories like a refresher course, advanced level skill upgradation course, super specialization training program. By this time, you may have assessed the total number of courses needed and the associated requirements. Now, plan the training calendar as per the feasibility and sequence of the things as per your company's mandate. Please plan a backup arrangement of the things also. Hope this will do the needful.
Best regards,
Alok Goel
From India, Bharat
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As per your TNA, first, you have to assess the training needed to fulfill the training gaps. You have to assess the targeted audience/participants for the desired training. According to the level and skills of the participants, you have to divide the training programs into different categories like a refresher course, advanced level skill upgradation course, super specialization training program. By this time, you may have assessed the total number of courses needed and the associated requirements. Now, plan the training calendar as per the feasibility and sequence of the things as per your company's mandate. Please plan a backup arrangement of the things also. Hope this will do the needful.
Best regards,
Alok Goel
From India, Bharat
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Hi,
A training calendar can be designed for the entire fiscal year; however, it can be reviewed and modified quarterly. Inputs for the training calendar can come from appraisals (80%), project needs (15%) as and when there is a skill gap; the remaining 5% can be considered as ad hoc requirements. It basically depends on the organization. Once all the training needs are captured, one needs to validate with the Business Unit heads whether we really need to cater to the training. While designing the training calendar, one needs to create a plan considering the mode of training, total number of participants, internal/external training, budget, etc. Once the Business Unit head has signed off on the plan, you can publish it either as a soft copy on the intranet or as hard copy printouts such as posters within the office premise.
To implement it, the next step involves working in advance with the vendors, conducting evaluations of the trainers, sending invitations for the program, and then conducting the training as per the training calendar.
Hope this information is useful! 😊
Kindly let me know if you need any further assistance.
From India, Bangalore
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A training calendar can be designed for the entire fiscal year; however, it can be reviewed and modified quarterly. Inputs for the training calendar can come from appraisals (80%), project needs (15%) as and when there is a skill gap; the remaining 5% can be considered as ad hoc requirements. It basically depends on the organization. Once all the training needs are captured, one needs to validate with the Business Unit heads whether we really need to cater to the training. While designing the training calendar, one needs to create a plan considering the mode of training, total number of participants, internal/external training, budget, etc. Once the Business Unit head has signed off on the plan, you can publish it either as a soft copy on the intranet or as hard copy printouts such as posters within the office premise.
To implement it, the next step involves working in advance with the vendors, conducting evaluations of the trainers, sending invitations for the program, and then conducting the training as per the training calendar.
Hope this information is useful! 😊
Kindly let me know if you need any further assistance.
From India, Bangalore
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Hi,
Before formulating the training calendar find out the budget given for the training programs. If the budget is not in place, consult with your reporting head. Then follow the steps
Step1: Identification of training needs (Technical & Non technical
Step2: Identifying the target audience
Step3: Assessing the target audience eligible for the training with the help of various tests. Example (Test on learning & orientation)
Step4: Based on the assessment result and training needs find out the number of training programs to be conducted – Whether it has to be conducted as a monthly program or once in two months or three months
Step5: Based on the training needs & budget identify appropriate trainers for all the training programs
Step6: Based on the above create the training calendar feasible to all of them.
Guideline:
• Make sure that the date of training doesn't clashes with other meetings
• If you have the organization's calendar, then you may use while finalizing the training dates
Regards,
Abhishek Siroya[/quote]
From India, Madras
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Before formulating the training calendar find out the budget given for the training programs. If the budget is not in place, consult with your reporting head. Then follow the steps
Step1: Identification of training needs (Technical & Non technical
Step2: Identifying the target audience
Step3: Assessing the target audience eligible for the training with the help of various tests. Example (Test on learning & orientation)
Step4: Based on the assessment result and training needs find out the number of training programs to be conducted – Whether it has to be conducted as a monthly program or once in two months or three months
Step5: Based on the training needs & budget identify appropriate trainers for all the training programs
Step6: Based on the above create the training calendar feasible to all of them.
Guideline:
• Make sure that the date of training doesn't clashes with other meetings
• If you have the organization's calendar, then you may use while finalizing the training dates
Regards,
Abhishek Siroya[/quote]
From India, Madras
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In the case of training needs identification, you can either consult with their HODs and employees or use the competencies defined in the Oracle ERP HR module to generate training needs. The rest of the process will remain the same. Try to link training needs with performance appraisals, which will encourage employees to attend training regularly.
From India, Gurgaon
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From India, Gurgaon
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