Dear all, I have to show that unit achieved training target of minimum two man days for external training, how to show this during audit?
From India, Chennai
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From India, Chennai
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Dear Rahul,
The average man-day is eight hours. Therefore, two man-days equal sixteen hours. Suppose your company has a hundred employees, then you need to achieve the training target of (100 x 16 =) 1,600 hours. To decide the manpower count, take the average of the manpower count on the first and the last day of the financial year.
Have you maintained training records to prove that you have met the target? In any case, my above reply answers your query. But I wish to go beyond your query.
The need for modern HR management
This method of assigning the number of hours of training and proving that the target is met is bureaucratic and outdated. It would have suited the good old days of personnel management but not the HR management of the 21st century. Conducting training itself should not be the goal; measuring what is achieved out of the training should be the goal. I have expressed my skepticism about assigning the number of hours of training per employee per year in past threads. You may refer to my following replies:
https://www.citehr.com/showpost.php?...mp;postcount=4
https://www.citehr.com/showpost.php?...mp;postcount=2
https://www.citehr.com/showpost.php?...mp;postcount=3
https://www.citehr.com/showpost.php?...mp;postcount=2
Please go through my replies and come back with your views.
Thanks,
Dinesh Divekar
From India, Bangalore
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8071The average man-day is eight hours. Therefore, two man-days equal sixteen hours. Suppose your company has a hundred employees, then you need to achieve the training target of (100 x 16 =) 1,600 hours. To decide the manpower count, take the average of the manpower count on the first and the last day of the financial year.
Have you maintained training records to prove that you have met the target? In any case, my above reply answers your query. But I wish to go beyond your query.
The need for modern HR management
This method of assigning the number of hours of training and proving that the target is met is bureaucratic and outdated. It would have suited the good old days of personnel management but not the HR management of the 21st century. Conducting training itself should not be the goal; measuring what is achieved out of the training should be the goal. I have expressed my skepticism about assigning the number of hours of training per employee per year in past threads. You may refer to my following replies:
https://www.citehr.com/showpost.php?...mp;postcount=4
https://www.citehr.com/showpost.php?...mp;postcount=2
https://www.citehr.com/showpost.php?...mp;postcount=3
https://www.citehr.com/showpost.php?...mp;postcount=2
Please go through my replies and come back with your views.
Thanks,
Dinesh Divekar
From India, Bangalore
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