Hi All,
Very good Evening,
I am Working As a Asst Manager HR & Admin for a Diversified Group of Companies, Company name is VR Group. Company work for Telecom Operations & Maintenance , Sales & marketing for Batteries, we work for Govt Tenders, we work for Telecom O&M passive & active work as well. I am 3 year old in the system, last year we get filled TNA form from the employees on the basis of that and managers rating we finalized the training modules. Now for this year I have to finalize the prospective candidates for the trainings on the basis of future company growth, their career path in the company & to whom we can take on next level. please help me to find out the some criteria on the basis of I can work on the identifying the candidates & training modules.
Regards
Neelam
From India, Jaipur
2Very good Evening,
I am Working As a Asst Manager HR & Admin for a Diversified Group of Companies, Company name is VR Group. Company work for Telecom Operations & Maintenance , Sales & marketing for Batteries, we work for Govt Tenders, we work for Telecom O&M passive & active work as well. I am 3 year old in the system, last year we get filled TNA form from the employees on the basis of that and managers rating we finalized the training modules. Now for this year I have to finalize the prospective candidates for the trainings on the basis of future company growth, their career path in the company & to whom we can take on next level. please help me to find out the some criteria on the basis of I can work on the identifying the candidates & training modules.
Regards
Neelam
From India, Jaipur
Dear Neelam,
The approach that you have taken is traditional one. In this approach it becomes very difficult to measure the ROI on training. In this method the focus is on individual and not on the organisation. May it be noted that the focus of training should be on bringing organisational change.
In the recent past, I have given exhaustive reply on the subject. You may click the following link:
https://www.citehr.com/523786-traini...ml#post2222367
In the above link, there are lot of links further. Go through all the replies patiently and improve your understanding of the subject. It will take days for you to go through all the links and assimilate the contents of each link.
Whether to adopt the approach mentioned in my reply depends on your interest to measure the ROI on training. Not many Training or HR Managers have inclination to measure the ROI. Whether to join the bandwagon of that big lot or to stand apart, the choice is yours!
From the list of businesses that you have given, your training effectiveness lies in the following:
a) Telecom Operations & Maintenance: - Reduction in cost of operations and reduction in cost of maintenance because of the training.
b) Sales & marketing for Batteries : - Reduction in sales cost and reduction in marketing cost because of the training. Further you need to measure inventory carrying cost of batteries before the training and after the training.
You need to measure for each business vertical the primary and secondary costs. In fact in the above two examples, I doubt whether anyone has taken any trouble to measure these costs. If not, then your first training programme should be on how to measure these costs scientifically. Inaccurate measurement will give you the inaccurate results.
Call me on my mobile for the further query, if any.
Thanks,
Dinesh Divekar
From India, Bangalore
The approach that you have taken is traditional one. In this approach it becomes very difficult to measure the ROI on training. In this method the focus is on individual and not on the organisation. May it be noted that the focus of training should be on bringing organisational change.
In the recent past, I have given exhaustive reply on the subject. You may click the following link:
https://www.citehr.com/523786-traini...ml#post2222367
In the above link, there are lot of links further. Go through all the replies patiently and improve your understanding of the subject. It will take days for you to go through all the links and assimilate the contents of each link.
Whether to adopt the approach mentioned in my reply depends on your interest to measure the ROI on training. Not many Training or HR Managers have inclination to measure the ROI. Whether to join the bandwagon of that big lot or to stand apart, the choice is yours!
From the list of businesses that you have given, your training effectiveness lies in the following:
a) Telecom Operations & Maintenance: - Reduction in cost of operations and reduction in cost of maintenance because of the training.
b) Sales & marketing for Batteries : - Reduction in sales cost and reduction in marketing cost because of the training. Further you need to measure inventory carrying cost of batteries before the training and after the training.
You need to measure for each business vertical the primary and secondary costs. In fact in the above two examples, I doubt whether anyone has taken any trouble to measure these costs. If not, then your first training programme should be on how to measure these costs scientifically. Inaccurate measurement will give you the inaccurate results.
Call me on my mobile for the further query, if any.
Thanks,
Dinesh Divekar
From India, Bangalore
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