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Training System

Training System Policy 

Organization gets output because people perform tasks to desired standards. Individuals can play out their undertakings appropriately on the off chance that they comprehend the association's necessity and after that apply the information and ability, which they have. Sometimes organization has to give additional knowledge and skill if the employee is fresh from Institute, sometimes it is needed because there are certain changes in the organization.

Annual Initiatives & Interventions Plan based training to be planned in following categories:

(a)   Training by Roles / functions

(b)   Training at Group level

(c)   Training at Unit Level

Compulsory no. of days for training per employee per year and type of training to be given to each category of employees has been fixed as follows:

 

 of Training

Level

Head & Above

Leaders

Members

Operators

Managerial

4 Days

2 Days

1 Day

X

Operational

2 Days

3 Days

2 Days

3 Days

Refresher &

Awareness

X

 

1 Day 

1 Day

X

Professional

Conferences

& Seminars

1 Day

1 Day

X

X

Industrial

Visits

1 Day

1 Day

1 Day

X

Total Days

8 Days

8 Days

5 Days

3 Days

Professional Body /Association Meetings

As & When

(Must Attend)

As & When

(Must Attend)

X

X

 

Training is a common terminology, which is used.  But it can be divided into two broad segments.

MANAGERIAL TRAINING:   Those inputs, which are designed to improve the overall competence of the employees.

OPERATIONAL TRAINING:  Those inputs, which prepare the employee to upgrade his technical   competency.

 

MANAGERIAL TRAINING

As mentioned earlier, these inputs improve the overall competence of the employee. The benefit of such inputs may not directly effect employee's performance or department's performance. For the overall cultural improvement of the organization, this input, at regular interval, across the board is essential.

Contents of such training are decided depending on the target employees. Faculty for these training would be internal & external.  Training is effective, if internal data, related to the topic, is shared.  Internal data should include, without hesitation, our success stories, our failures, etc.

 

OPERATIONAL TRAINING

As mentioned earlier these technical inputs prepare the employees to upgrade their technical competency by using these inputs.

Special training for selected employees to be organized by the concerned department with the help of Unit HRM, which may be extracted during annual performance appraisal exercise.

FOR ALL LEVELS, Organizing OF MANAGERIAL TRAINING, WHICH ARE COMMON IN ALL UNITS, IS THE RESPONSIBILITY OF CORPORATE HRM. Particular TRAINING RELATED TO UNIT, IS THE RESPONSIBILITY OF UNIT HRM.

 

EVALUATION OF THE EFFECTIVENESS OF TRAINING EFFORTS

Although it is very difficult to evaluate the direct benefits arising out of training efforts. However, it is possible to get a feel if the efforts are in correct direction or not.

Feedback taken from participants at the end of training session does help in evaluating the faculty, contents and administrative arrangement of the training programme.

Post training feedback is likely to give better picture about the relevance of training and its impact.  The mechanism of this feedback will need action from both HRM department and also from the respective Head of the Department.  There is a need to have a formal session where the employee after attending the training programme has discussion with his/her head of the Department.  During this discussion certain action plan is identified and recorded.  Departmental Head ensures that necessary support is extended to help the employee in achieving the action plan.

Unit HRM division will take input from particular Departments about the attitudinal changes saw, assuming any, among the representatives who have experienced preparing program.

Monitoring of certain data will indicate the overall improvement in the functioning of the department. It is difficult to attribute improvement or deterioration on above parameters only due to Training interventions. But these are simple, basic parameters, which do reflect the Organizational Health. 

It is the prime responsibility of HRM to plan and organize the training activities. However, effectiveness and success will depend on the involvement and support of all Members.

 

OPERATOR'S TRAINING

Operator's training is the responsibility of respective Units. Unit HRM can identify internal faculty and should plan the training identified by unit concerned.

 

FOREIGN TRAINING

Employees may be required to visit Foreign Countries/Companies in connection with their training.

Prior to leaving for the outside nation, a proposition to be sent by Unit concerned giving all particulars with respect to the remote visit, insights about representatives to be sent and so forth., properly marked by.SBU Head to MD for approval, at least 7 days in advance. As per authority limits, MD’s approval is required before leaving for foreign country.

Simply after endorsement of MD, the worker can continue for Foreign Training.

After returning from foreign training, Employee has to fill the form for the deployment of learning during his/ her foreign training.

Read More : How to Develop an effective Training Strategy for your Company or Organisation?

 

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