Pls suggest few training topics to be conducted for Manager and above, as I have recently joined in a steel manufacturing co and I am suppose to conduct few behavioral trainings for the said persons
From India, Mumbai
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2From India, Mumbai
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Dear M Garkhel,
Please appreciate that every vertical,(yours is that of steel) has its own peculiarities, besides the typical needs of the individuals and the training required for your managers would need certain behavioural programmes and not others. I would suggest that a Training Need Analysis and Identification needs to be done before one can suggest what kind of programmes would suit your managers, However, I am attaching some of the modules that we have on the shelf for your use, which you can refer to start with.
SOME OF THE TRAINING MODULES THAT PERCON CONDUCTS WORKSHOPS ON
MODULE DURATION HIGH/LOW END TARGET AUDIENCE
Staff Retention Strategies 2 days or 3days HE Middle & Senior levels
Emotional Intelligence 2 days HE Middle & Senior levels
Feedback Skills 2 days HE Middle & Senior levels
Analytical Skills 2 days HE Middle & Senior levels
Finance for non-finance executives 2 days HE Middle & Senior levels
Operations for non-operations executives 2 days HE Middle & Senior levels
Performance Management 2 days HE Middle & Senior levels
Talent Acquisition Strategies 2 days HE Middle & Senior levels
Building and Nurturing Partnership with Vendors/Customers 2 days HE Middle & Senior levels
Effective Communication & Presentation 1 day LE Junior & Middle levels
Effective First Time Managers/The unseen errands 2 days LE Junior levels
Prioritising & the Q2 Principle 1 day HE Middle & Senior levels
Boss! Are you there? (Based on best seller, First Break All The Rules- a trailblazer workshop) 2 days HE Middle & Senior levels
Coaching & Mentoring 2 days HE Middle & Senior levels
Change Management 2 days HE Middle & Senior levels
Esprit-De-Corps Team Spirit and Team Building (Outdoors) 2 days or 3days HE Middle & Senior levels
The Leading Edge A Leadership Development Programme (Preferably Outdoors) 2 days or 3days HE Middle & Senior levels
Quality Circles & Kaizen 1 day LE Junior levels
Catch-up a workshop on aligning KRAs with business goals 2 days HE Middle & Senior levels
Work Culture 2 days LE Junior levels
Conflict Management 2 days HE Middle & Senior levels
Time Management 2days LE Junior & Middle levels
CAP - a workshop on Consumer Affiliation 2days HE/LE Senior, Middle and Junior Management levels
Right to Information and corporate governance 2days HE Senior and Middle Management Levels
Negotiation Skills 1 day LE Junior & Middle levels
Presentation Skills 2 days LE Junior & Middle levels
From India, New Delhi
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Please appreciate that every vertical,(yours is that of steel) has its own peculiarities, besides the typical needs of the individuals and the training required for your managers would need certain behavioural programmes and not others. I would suggest that a Training Need Analysis and Identification needs to be done before one can suggest what kind of programmes would suit your managers, However, I am attaching some of the modules that we have on the shelf for your use, which you can refer to start with.
SOME OF THE TRAINING MODULES THAT PERCON CONDUCTS WORKSHOPS ON
MODULE DURATION HIGH/LOW END TARGET AUDIENCE
Staff Retention Strategies 2 days or 3days HE Middle & Senior levels
Emotional Intelligence 2 days HE Middle & Senior levels
Feedback Skills 2 days HE Middle & Senior levels
Analytical Skills 2 days HE Middle & Senior levels
Finance for non-finance executives 2 days HE Middle & Senior levels
Operations for non-operations executives 2 days HE Middle & Senior levels
Performance Management 2 days HE Middle & Senior levels
Talent Acquisition Strategies 2 days HE Middle & Senior levels
Building and Nurturing Partnership with Vendors/Customers 2 days HE Middle & Senior levels
Effective Communication & Presentation 1 day LE Junior & Middle levels
Effective First Time Managers/The unseen errands 2 days LE Junior levels
Prioritising & the Q2 Principle 1 day HE Middle & Senior levels
Boss! Are you there? (Based on best seller, First Break All The Rules- a trailblazer workshop) 2 days HE Middle & Senior levels
Coaching & Mentoring 2 days HE Middle & Senior levels
Change Management 2 days HE Middle & Senior levels
Esprit-De-Corps Team Spirit and Team Building (Outdoors) 2 days or 3days HE Middle & Senior levels
The Leading Edge A Leadership Development Programme (Preferably Outdoors) 2 days or 3days HE Middle & Senior levels
Quality Circles & Kaizen 1 day LE Junior levels
Catch-up a workshop on aligning KRAs with business goals 2 days HE Middle & Senior levels
Work Culture 2 days LE Junior levels
Conflict Management 2 days HE Middle & Senior levels
Time Management 2days LE Junior & Middle levels
CAP - a workshop on Consumer Affiliation 2days HE/LE Senior, Middle and Junior Management levels
Right to Information and corporate governance 2days HE Senior and Middle Management Levels
Negotiation Skills 1 day LE Junior & Middle levels
Presentation Skills 2 days LE Junior & Middle levels
From India, New Delhi
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Dear Mgarkhel,
Managing a manufacturing plant can pose even greater challenges, since there are also safety considerations, labor issues, and maintenance problems. Managers here always want to foster a team environment to be started. For such pavement managers, first need to understand and contribute their part.
Appending some more techniques for training like - Safety First: This is based on the need for safety around the plant. A kind of a contest that makes the team come up with new and innovative ideas on how to protect themselves and fellow team members from safety hazards. Imagining a long way here may help the team appreciate it at the time needed.
Rewarding members non-fiscally: Simple yet a plain technique. Smart managers will love to do this, where they scrutinize the work with a different set of motivations. Basics, like how to recognize extra work with more effective time (given with any good reward) or a get-together luncheon where you can share the effective ways to progress the exceptional performance.
From India, Visakhapatnam
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Managing a manufacturing plant can pose even greater challenges, since there are also safety considerations, labor issues, and maintenance problems. Managers here always want to foster a team environment to be started. For such pavement managers, first need to understand and contribute their part.
Appending some more techniques for training like - Safety First: This is based on the need for safety around the plant. A kind of a contest that makes the team come up with new and innovative ideas on how to protect themselves and fellow team members from safety hazards. Imagining a long way here may help the team appreciate it at the time needed.
Rewarding members non-fiscally: Simple yet a plain technique. Smart managers will love to do this, where they scrutinize the work with a different set of motivations. Basics, like how to recognize extra work with more effective time (given with any good reward) or a get-together luncheon where you can share the effective ways to progress the exceptional performance.
From India, Visakhapatnam
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Thank you for your valuable inputs, Dhruva & Sharmila.
Dhruva, the topics are really catchy. However, I do not have expertise to run a few programs. Is there any source from where I can get the content or any input? I have been conducting trainings for a Manager level so far. I am really confused about how I will run the show because when we are conducting a program for senior level, a lot of things have to be taken care of.
Also, if you can share a few samples/formats on TNA/TNI, please help.
Regards,
Monika
From India, Mumbai
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Dhruva, the topics are really catchy. However, I do not have expertise to run a few programs. Is there any source from where I can get the content or any input? I have been conducting trainings for a Manager level so far. I am really confused about how I will run the show because when we are conducting a program for senior level, a lot of things have to be taken care of.
Also, if you can share a few samples/formats on TNA/TNI, please help.
Regards,
Monika
From India, Mumbai
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Lean Thinking for Managers and Manager Coaching Skills and Culture is a good way to start. TNA is performed as part of these 2 programs.
From Malaysia, Petaling Jaya
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From Malaysia, Petaling Jaya
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Lean Thinking for Managers and Manager Coaching Skills and Culture is a good way to start.
Lean is simply about creating more value for customers by eliminating activities that are considered waste. Any activity or process that consumes resources, adds cost, or time without creating value becomes the target for elimination. One of the important aspects of Lean is the focus on 'system-level' improvements (versus 'point improvements'). It's the system-level work that can dramatically improve a company's bottom line results. This knowledge, combined with the understanding of how to remove waste properly, is critical for any successful Lean implementation.
Common Lean improvement tools and techniques will be identified and the class will discuss how best to apply these techniques from a Lean system perspective. The common mistake companies make by focusing on 'point' improvements versus 'system' improvement will be studied - 'point' improvements creating 'exciting chaos' and 'system' improvement creating dramatic bottom line improvements.
Different types of Waste will be defined from a Lean point of view. Class will brainstorm, identify, and classify the different types of waste that they see within their own work environments. Identifying waste is the first necessary step. Knowing how to properly remove it is much more challenging. The root causes of Waste will be examined and successful methods used to eliminate it will be discussed.
From Malaysia, Petaling Jaya
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Lean is simply about creating more value for customers by eliminating activities that are considered waste. Any activity or process that consumes resources, adds cost, or time without creating value becomes the target for elimination. One of the important aspects of Lean is the focus on 'system-level' improvements (versus 'point improvements'). It's the system-level work that can dramatically improve a company's bottom line results. This knowledge, combined with the understanding of how to remove waste properly, is critical for any successful Lean implementation.
Common Lean improvement tools and techniques will be identified and the class will discuss how best to apply these techniques from a Lean system perspective. The common mistake companies make by focusing on 'point' improvements versus 'system' improvement will be studied - 'point' improvements creating 'exciting chaos' and 'system' improvement creating dramatic bottom line improvements.
Different types of Waste will be defined from a Lean point of view. Class will brainstorm, identify, and classify the different types of waste that they see within their own work environments. Identifying waste is the first necessary step. Knowing how to properly remove it is much more challenging. The root causes of Waste will be examined and successful methods used to eliminate it will be discussed.
From Malaysia, Petaling Jaya
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Dear Mgarkhel,
Communication skills are very important at all levels, so there is a need to provide communication skills training to managers and above. Personality development training is also useful for them. Additionally, training on managerial skills is essential.
Thank you.
From India, Mumbai
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Communication skills are very important at all levels, so there is a need to provide communication skills training to managers and above. Personality development training is also useful for them. Additionally, training on managerial skills is essential.
Thank you.
From India, Mumbai
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Hello,
Please also suggest some trainings to be conducted in a real estate company. I have recently joined and given the assignment to do so.
- How to start a training program?
- What kind of training can be conducted?
It will be of great help.
Thanks
From India, New Delhi
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Please also suggest some trainings to be conducted in a real estate company. I have recently joined and given the assignment to do so.
- How to start a training program?
- What kind of training can be conducted?
It will be of great help.
Thanks
From India, New Delhi
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Dear Garkhal,
Many proposed programs have been birthed as indeed, there are plenty on the plate. What is important, like some of them have suggested, is that you conduct a TNA or if time doesn't permit, do a quickie, i.e., TNI (Training Needs Identification). TNI is really a shortcut and an easy way out, and your managers would love it as you have helped them by listing all the possible programs (also, don't forget to leave some space for them to add on). They only have to pick the training menu they believe they need. Bingo! That's it, you now know what they want. The next step is to identify the necessary resources and carry out the identified programs. Don't forget to budget for the programs.
Best of luck to your endeavor!
Cheers,
CTFoo
From Malaysia, Ampang
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Many proposed programs have been birthed as indeed, there are plenty on the plate. What is important, like some of them have suggested, is that you conduct a TNA or if time doesn't permit, do a quickie, i.e., TNI (Training Needs Identification). TNI is really a shortcut and an easy way out, and your managers would love it as you have helped them by listing all the possible programs (also, don't forget to leave some space for them to add on). They only have to pick the training menu they believe they need. Bingo! That's it, you now know what they want. The next step is to identify the necessary resources and carry out the identified programs. Don't forget to budget for the programs.
Best of luck to your endeavor!
Cheers,
CTFoo
From Malaysia, Ampang
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Dear Garkhal,
Firstly, thank you for raising a very useful query. In my opinion, although I support almost all the socio-technical and financial knowledge-based programs listed by many, I personally feel that managers have to be given a program on DELEGATION. This will help in finding a successor or gaining insight into the succession plan. It will also push the bar of individual excellence and create a truly empowered society, paving the way for transformational and participative leadership.
If interested, please contact 09952419530.
Nalina K Corporate Trainer since 1997 Govind HRD Pvt Ltd Coimbatore
From India, Tiruppur
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Firstly, thank you for raising a very useful query. In my opinion, although I support almost all the socio-technical and financial knowledge-based programs listed by many, I personally feel that managers have to be given a program on DELEGATION. This will help in finding a successor or gaining insight into the succession plan. It will also push the bar of individual excellence and create a truly empowered society, paving the way for transformational and participative leadership.
If interested, please contact 09952419530.
Nalina K Corporate Trainer since 1997 Govind HRD Pvt Ltd Coimbatore
From India, Tiruppur
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Dear Garkhal,
Here is my opinion for your dilemma,
First, decide on the desired outcome in various aspects and focus on two key variables:
1) What are the key behavior changes that must become visible and make the biggest positive change in increased effectiveness and day-to-day operation of respective or targeted departments and their people?
2) Who are the key stakeholders that can determine, judge, or assess (immediate effect and 3 months later) whether these desired changes in behavior and effectiveness have occurred or not, and if the impact is visible or not?
3) Implement corrective measures until the goal is achieved.
Make this the aim of the show to run. Modify it according to your needs and execute it. It's quick and easy to execute. For topics, you and managers or trainees involved would be the best people to decide what skills and behavior changes would help them perform their tasks more efficiently. Topics could include, as suggested by other members, soft skills, lean management, floor discipline, kaizen.
I wish you all the best for your show ahead. Thank you for your question.
From India, Mumbai
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Here is my opinion for your dilemma,
First, decide on the desired outcome in various aspects and focus on two key variables:
1) What are the key behavior changes that must become visible and make the biggest positive change in increased effectiveness and day-to-day operation of respective or targeted departments and their people?
2) Who are the key stakeholders that can determine, judge, or assess (immediate effect and 3 months later) whether these desired changes in behavior and effectiveness have occurred or not, and if the impact is visible or not?
3) Implement corrective measures until the goal is achieved.
Make this the aim of the show to run. Modify it according to your needs and execute it. It's quick and easy to execute. For topics, you and managers or trainees involved would be the best people to decide what skills and behavior changes would help them perform their tasks more efficiently. Topics could include, as suggested by other members, soft skills, lean management, floor discipline, kaizen.
I wish you all the best for your show ahead. Thank you for your question.
From India, Mumbai
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Hi there,
Please start with a thorough diagnosis of your organization and conduct a full-fledged Training Needs Analysis (TNA). Would it be effective if a doctor prescribed medicine without a diagnosis, or if a physiotherapist or fitness trainer provided a regimen without conducting an assessment?
Kindly perform all three TNAs - strategic, job, and person analysis. There is a wealth of material available to aid in understanding these concepts on sites like cite-hr, Google, etc. I suggest reading these resources first. If further assistance is required in the details, please feel free to contact me at
or 9445636855.
Regards, J. Srinivasan
From India, Bangalore
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Please start with a thorough diagnosis of your organization and conduct a full-fledged Training Needs Analysis (TNA). Would it be effective if a doctor prescribed medicine without a diagnosis, or if a physiotherapist or fitness trainer provided a regimen without conducting an assessment?
Kindly perform all three TNAs - strategic, job, and person analysis. There is a wealth of material available to aid in understanding these concepts on sites like cite-hr, Google, etc. I suggest reading these resources first. If further assistance is required in the details, please feel free to contact me at
Regards, J. Srinivasan
From India, Bangalore
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