hi,
can anybody tell me how to make a training plan and how and where to contact external trainers....and if anyone can tell me about some training institutes and trainers, i'll be highly thankful to the individual.
regards
rakesh thakur
Management Trainee-HR
From India, Raigarh
1can anybody tell me how to make a training plan and how and where to contact external trainers....and if anyone can tell me about some training institutes and trainers, i'll be highly thankful to the individual.
regards
rakesh thakur
Management Trainee-HR
From India, Raigarh
dear friend,
you did not specify the type of organization you r working for. also, you did not specify the location. To contact, external trainers you can,
- post a requirement in citehr
- examine the blogs in citehr
- identify the number of training institutes in your city through Net and then contact them.
Even I am a trainer, a behavioral trainer from Hyderabad.
TRAINING PLAN PREPARATION
Sketching out a plan with goals, intended methods and evaluation, will at least give you a sense of what you want and how you'll recognize if you've gotten it or not.
1. training goal
2. learning objectives
3. learning methods/activities
4. documentation/ evidence of learning
5. evaluation
6. overall results/capabilities you hope to attain by implementing your training plan, eg.,
The purpose of a Training Plan is to identify the work to be carried out to achieve agreed objectives. Training Plans should be drawn up to identify long term (4 years) objectives as well as short term plans for the forth coming season.
From India, Warangal
you did not specify the type of organization you r working for. also, you did not specify the location. To contact, external trainers you can,
- post a requirement in citehr
- examine the blogs in citehr
- identify the number of training institutes in your city through Net and then contact them.
Even I am a trainer, a behavioral trainer from Hyderabad.
TRAINING PLAN PREPARATION
Sketching out a plan with goals, intended methods and evaluation, will at least give you a sense of what you want and how you'll recognize if you've gotten it or not.
1. training goal
2. learning objectives
3. learning methods/activities
4. documentation/ evidence of learning
5. evaluation
6. overall results/capabilities you hope to attain by implementing your training plan, eg.,
The purpose of a Training Plan is to identify the work to be carried out to achieve agreed objectives. Training Plans should be drawn up to identify long term (4 years) objectives as well as short term plans for the forth coming season.
From India, Warangal
Look at http://www.businessperform.com/links...suppliers.html for a list of local and international training directories. For example, Seminar Information Service is an international database of training providers.
Constructing a training plan should start with a gap analysis – the gap between what skills your employees have and what they need to move the business forward. For the gap analysis, you could refer to a number of data sources. These include:
-training records
-company strategy and planning documents
-employee performance appraisals
-interviews with managers and supervisors
-interviews with employees
-production data
-quality data
-customer complaints
Once you have determined the gap, construct a plan that shows schedule, training participant numbers and cost. Working with your allocated budget, you will need to prioritize the training.
W also categorize training needs into:
-induction for new recruits
-training required for the employee’s current job
-training for future career development
Training can also be categorized as:
-technical/specialist
-interpersonal skills
-leadership/management skills
An effective program will take all of these training requirements into consideration. This is just the bare bones, but I hope it helps. We have more information and tools at http://www.businessperform.com/html/...anagement.html
Vicki Heath
Human Resources Software and Resources
http://www.businessperform.com
From Australia, Melbourne
Constructing a training plan should start with a gap analysis – the gap between what skills your employees have and what they need to move the business forward. For the gap analysis, you could refer to a number of data sources. These include:
-training records
-company strategy and planning documents
-employee performance appraisals
-interviews with managers and supervisors
-interviews with employees
-production data
-quality data
-customer complaints
Once you have determined the gap, construct a plan that shows schedule, training participant numbers and cost. Working with your allocated budget, you will need to prioritize the training.
W also categorize training needs into:
-induction for new recruits
-training required for the employee’s current job
-training for future career development
Training can also be categorized as:
-technical/specialist
-interpersonal skills
-leadership/management skills
An effective program will take all of these training requirements into consideration. This is just the bare bones, but I hope it helps. We have more information and tools at http://www.businessperform.com/html/...anagement.html
Vicki Heath
Human Resources Software and Resources
http://www.businessperform.com
From Australia, Melbourne
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