Hi all, please provide valuable assistance. What's the correct, effective, and productive strategy for arranging all types of training for workers required for the manufacturing industry, if production workers are around 1000?
Thanks.
From India, Gurgaon
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Thanks.
From India, Gurgaon
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Considerations Before Engaging Trainers or Training Agencies
Please decide on the following aspects before you engage any trainer or training agencies for your workers:
- What is the expected outcome of training for each class or category of worker?
- Can this outcome be quantified and is it measurable?
- What is the existing measurable outcome of each employee without training?
- If the focus is on team or group performance, what is the current output of each team or group and how is that measured?
- Is the output of one team or group dependent on that of others? Define these linkages.
- What are your budgets for training per employee?
- How many workers from one class or category or from one team or group can be spared for training at one time without affecting production?
- Should the Supervisor not be a part of the group of workers undergoing one training capsule?
Maybe you can add a few more questions as per their relevance to your type of business.
This is the basis on which you can discuss and plan. After all, your trainer needs to know your quantifiable and measurable expectations and should deliver the same. Otherwise, training shall remain one of the activities that an HR department is meant to organize. For HR to be an effective partner in business, some homework is necessary before they establish contact with the training agencies. Any expenditure on training must aim at achieving quantifiable outcomes.
From India, Delhi
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459Please decide on the following aspects before you engage any trainer or training agencies for your workers:
- What is the expected outcome of training for each class or category of worker?
- Can this outcome be quantified and is it measurable?
- What is the existing measurable outcome of each employee without training?
- If the focus is on team or group performance, what is the current output of each team or group and how is that measured?
- Is the output of one team or group dependent on that of others? Define these linkages.
- What are your budgets for training per employee?
- How many workers from one class or category or from one team or group can be spared for training at one time without affecting production?
- Should the Supervisor not be a part of the group of workers undergoing one training capsule?
Maybe you can add a few more questions as per their relevance to your type of business.
This is the basis on which you can discuss and plan. After all, your trainer needs to know your quantifiable and measurable expectations and should deliver the same. Otherwise, training shall remain one of the activities that an HR department is meant to organize. For HR to be an effective partner in business, some homework is necessary before they establish contact with the training agencies. Any expenditure on training must aim at achieving quantifiable outcomes.
From India, Delhi
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First, you should prepare a base worksheet in an Excel sheet covering the following:
- What kind of training is required (this should be specified by the HOD in respect of the employees). If different types of training are needed, you will have to prepare according to the specific category of training.
- At a time, how many people should you take for training? Of course, you cannot put all 1000 people in training together.
- Who are all the experts you are contacting, and what are their competitive rates? If you are inviting experts from outside, you will have to pay them an honorary amount and possibly provide a gift.
- What is the duration of the training? Whether it is for 2 hours, 4 hours, or a full day.
- If it is a full-day training, will you or the company provide coffee, tea, lunch, and snacks during breaks? If not, you will have to provide these for the employees and the trainer.
- If the trainer is from in-house, you need not worry about the honorary amount. This decision should be made with the HODs.
- How long will this training continue? You need to map it with dates, timings, and decide on participants well in advance.
- After preparing, you must inform the concerned department that you are taking these employees for training on a specific date.
- If there are any objections from the concerned HODs regarding one or two employees (due to their emergency work on those dates), you will have to adjust their training dates accordingly.
- After each training day, you should distribute feedback forms to each employee and ask them to write about their learning experience and the quality of the training.
Once you have prepared all this, consider the financial impacts of the training. You will need prior approval from the financial department, following approval from the CEO or HODs. This advance approval is necessary as the finance department will need to allocate funds for the training on those specific dates.
These are all the essential tasks you need to complete well in advance before proceeding.
All the best.
Thanks,
Venkat
Bangalore
From India, Bangalore
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- What kind of training is required (this should be specified by the HOD in respect of the employees). If different types of training are needed, you will have to prepare according to the specific category of training.
- At a time, how many people should you take for training? Of course, you cannot put all 1000 people in training together.
- Who are all the experts you are contacting, and what are their competitive rates? If you are inviting experts from outside, you will have to pay them an honorary amount and possibly provide a gift.
- What is the duration of the training? Whether it is for 2 hours, 4 hours, or a full day.
- If it is a full-day training, will you or the company provide coffee, tea, lunch, and snacks during breaks? If not, you will have to provide these for the employees and the trainer.
- If the trainer is from in-house, you need not worry about the honorary amount. This decision should be made with the HODs.
- How long will this training continue? You need to map it with dates, timings, and decide on participants well in advance.
- After preparing, you must inform the concerned department that you are taking these employees for training on a specific date.
- If there are any objections from the concerned HODs regarding one or two employees (due to their emergency work on those dates), you will have to adjust their training dates accordingly.
- After each training day, you should distribute feedback forms to each employee and ask them to write about their learning experience and the quality of the training.
Once you have prepared all this, consider the financial impacts of the training. You will need prior approval from the financial department, following approval from the CEO or HODs. This advance approval is necessary as the finance department will need to allocate funds for the training on those specific dates.
These are all the essential tasks you need to complete well in advance before proceeding.
All the best.
Thanks,
Venkat
Bangalore
From India, Bangalore
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Types of Training
Trainings are of two types:
1. Behavioral training
2. Technical training
Firstly, you need to collect the training needs identification for each employee for both types of training. Behavioral training is essential for the personality development of employees/workers. You should gather the training needs identification from the Head of Department (HOD) who is closest to the employee and supervises the workers, as the nearest person is familiar with the individual's strengths and weaknesses.
Once you have collected all the training identifications for each employee, group the employees based on the same training subjects, with around 20-25 workers in each group. In case there are numerous topics or subjects, create a pool of subjects and give it a title. Employees not nominated for a particular program should also have the opportunity to gain exposure to other work areas.
Some workers excel in their specialized work, so you can provide them with training in other work areas or cross-functional training.
Identify the internal faculties of managers and positions above and create a training schedule based on the training contents. Send an email to the respective HODs with the title and contents of the training program to develop a module/presentation for the training. If there are many contents in the pool, consider a 2-day program; otherwise, plan for a 1-day training session.
Develop a Training Calendar according to your training targets for easy reference.
Consider providing behavioral training from external faculties.
Thanks,
Ankit Malhotra
From India, Agra
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Trainings are of two types:
1. Behavioral training
2. Technical training
Firstly, you need to collect the training needs identification for each employee for both types of training. Behavioral training is essential for the personality development of employees/workers. You should gather the training needs identification from the Head of Department (HOD) who is closest to the employee and supervises the workers, as the nearest person is familiar with the individual's strengths and weaknesses.
Once you have collected all the training identifications for each employee, group the employees based on the same training subjects, with around 20-25 workers in each group. In case there are numerous topics or subjects, create a pool of subjects and give it a title. Employees not nominated for a particular program should also have the opportunity to gain exposure to other work areas.
Some workers excel in their specialized work, so you can provide them with training in other work areas or cross-functional training.
Identify the internal faculties of managers and positions above and create a training schedule based on the training contents. Send an email to the respective HODs with the title and contents of the training program to develop a module/presentation for the training. If there are many contents in the pool, consider a 2-day program; otherwise, plan for a 1-day training session.
Develop a Training Calendar according to your training targets for easy reference.
Consider providing behavioral training from external faculties.
Thanks,
Ankit Malhotra
From India, Agra
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Introduction to Employee Training and Development - PPT 1.ppt
Training and Development.doc