Dear All,
I'm working as an HR in a manufacturing concern. I want to establish a platform for training in this organization, which is presently not there. As I have to start from scratch, can anyone give me ideas on how to identify the training needs for the associates here? Currently, we have around 700 staff, for whom training analysis needs to be done. Can anyone please guide me on this?
Thank you.
From India, Bangalore
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I'm working as an HR in a manufacturing concern. I want to establish a platform for training in this organization, which is presently not there. As I have to start from scratch, can anyone give me ideas on how to identify the training needs for the associates here? Currently, we have around 700 staff, for whom training analysis needs to be done. Can anyone please guide me on this?
Thank you.
From India, Bangalore
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Dear Vinim. Kindly reply what type of manufacturing you are working as HR. According to that I can guide you for a proper training.
From India, Madras
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From India, Madras
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I am working in the garment industry. I have tried a couple of methods to conduct TNA, and the questionnaire seems to be the most favorable one. However, the problem lies in getting all the associates to fill it out, as well as ensuring the accuracy of the survey.
Any suggestions?
From India, Bangalore
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Any suggestions?
From India, Bangalore
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Hi Vinim,
The training needs can be identified from various sources. The main sources are:
1. Performance review documents - gaps identified by supervisors, skills required to meet future demands.
2. Training needs recommended by supervisors.
3. Organizational needs e.g., change in the process.
My suggestion is to better talk to your line managers/supervisors and understand the needs. Based on the feedback received, plan programs accordingly. As a first step, this would be more helpful and easier to gather information rather than collecting needs from every individual. The line manager/supervisor will have more information about his/her team members.
Thanks,
Anil
From India, Hyderabad
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6The training needs can be identified from various sources. The main sources are:
1. Performance review documents - gaps identified by supervisors, skills required to meet future demands.
2. Training needs recommended by supervisors.
3. Organizational needs e.g., change in the process.
My suggestion is to better talk to your line managers/supervisors and understand the needs. Based on the feedback received, plan programs accordingly. As a first step, this would be more helpful and easier to gather information rather than collecting needs from every individual. The line manager/supervisor will have more information about his/her team members.
Thanks,
Anil
From India, Hyderabad
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Dear Vinim,
It's true what Mr. Dinesh has quoted, that the end result of the training should be increased productivity, decreased consumption of resources, decreased operational expenditure, and improved organization's image, etc.
As you are concerned with manufacturing and have around 700 staff members, you need to design a training skill matrix based on the department's KRAs (Key Result Areas), which may vary by department.
The skill matrix should incorporate technical skills, management skills, and behavioral parameters. Accordingly, skill levels such as Basic Knowledge Only, Can work under Supervision, Can work Independently, Can train others may be decided.
Once parameters and skill levels are determined, training parameters can be evaluated based on the skill level for each individual by the department head. Then, you can decide the need-based training skills for TRAINING PROGRAM PLANNING.
Initially, it involves basic work. To avoid the same, you can seek help from competency mapping software or design it with the help of spreadsheets.
All the best.
Best Regards,
Nemendra.
From India, Pune
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It's true what Mr. Dinesh has quoted, that the end result of the training should be increased productivity, decreased consumption of resources, decreased operational expenditure, and improved organization's image, etc.
As you are concerned with manufacturing and have around 700 staff members, you need to design a training skill matrix based on the department's KRAs (Key Result Areas), which may vary by department.
The skill matrix should incorporate technical skills, management skills, and behavioral parameters. Accordingly, skill levels such as Basic Knowledge Only, Can work under Supervision, Can work Independently, Can train others may be decided.
Once parameters and skill levels are determined, training parameters can be evaluated based on the skill level for each individual by the department head. Then, you can decide the need-based training skills for TRAINING PROGRAM PLANNING.
Initially, it involves basic work. To avoid the same, you can seek help from competency mapping software or design it with the help of spreadsheets.
All the best.
Best Regards,
Nemendra.
From India, Pune
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Hi, dear!
First of all, you will have to see which fields your employees or organization's productivity is lacking in. After analyzing this, pinpoint the reasons. If lack of skill or knowledge is a reason, and training is likely to benefit in a profitable manner, choose those aspects for training. Seek advice from experts in that field. I hope this will work for you.
From India, Mumbai
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First of all, you will have to see which fields your employees or organization's productivity is lacking in. After analyzing this, pinpoint the reasons. If lack of skill or knowledge is a reason, and training is likely to benefit in a profitable manner, choose those aspects for training. Seek advice from experts in that field. I hope this will work for you.
From India, Mumbai
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Introduction to Employee Training and Development - PPT 1.ppt
Training and Development.doc