A. Objective Of The Training Policy
The objective of Training Policy is to provide opportunities to employees to upgrade themselves in terms of
skills, knowledge and expertise. The training imparted facilitates, exposure to new learning to increases the
capability and capacity of the employees. The broad objectives envisaged from a Training Policy are
classified as follows:
(i) To provide fair opportunity to all the employees for self-development through training.
(ii) To create an atmosphere of learning that motivates the employees to acquire higher degree of
knowledge and skills.
(iii) To ensure that each individual gets required company support in terms of training for his development
according to his/her needs and capacity.
(iv) To fulfil the company’s needs of human resource development by synchronizing the fulfillment of
individual training needs.
B. Scope Of Developing Training Policy
A. Employees of all levels would be given the Training as per internally accepted and developed Training
Policy.
B. The Minimum days of training applicable to each level of employees is already mentioned in the Table
Nos. in attached Excel sheet.
C. Organization could encourage its employees to share their views and represent in various
national/international conferences by reading self-generated paper/articles.
D. Foreign Training
Managerial Training: Executive(s) and above shall be considered for training programs abroad once
in 2-3 years as per their level or hierarchical position or as per the requirement envisaged by the
organization for priority key areas/critical functions.
Technical Training: Executive(s)/non-executive(s) at all levels shall be considered for foreign
training in functional areas specific to their job requirement like vendor management, functional
training on equipment’s etc. based on requirement envisaged by organization for priority key
areas/critical functions
C. Training Need Analysys
Training Needs Analysis (TNA) is important in the global competitive market and essential for optimizing
the Human Performance with reduced Cost of Employees. It is implemented in the organization as a process
of identifying the gap between employee Required Training for Performance and existing Training as
per the needs. It is also having perceptive of present Skills with Projected Skills, Knowledge, Efficiency and
Behaviours to improve through Training and Development, which results in improvement in performance as
per business advancement and customer’s requirement.
There are various components of TNA, as per the Types of Needs Assessments include performance
analysis, target population analysis, sorting training needs and yearly gaps, job analysis, and task
analysis etc. It also explores the Training needs that are related to the Organization's perspective, Critical
to Quality & Business and Customers.
The Training Needs Analysis can be conducted through various steps; 1) Define Business Goals and Target,
2) Identifications of organizational goals, 3) Define Department and Team Target and Performance, 4)
Relevant requirements of Job Competency /behaviours, 5) Define required knowledge and Skills 6) Training
with Process of Training with Defined Policy
D. Training Need Identifications
Training Needs Identifications (TNI) is the process in which the company identifies training and development
needs of its employees (Micro Level Approach), so that they could do their job effectively as per the Target
& Task requirements.
It involves a complete analysis of training needs, requires at various levels of the organisation as per the
Assurance of Value Addition in the Work with Improvement, Innovation and Quality in output. TNI is
essential for the following perspective;
a) Changed Responsibilities with Job Enrichment & Enlargement
b) IT and Technological change with upgradation
c) Job enrichment, Span of Control and Performance
d) Process Reengineering
Post Training Impact Assessment
Any Training programme should include a post-training review and after Training Impact assessment. It not
only gives you a sense of how the employees / participants felt about the Implementation of Learning with
benefits. It also shows HR Department, what's working, what isn't and which areas to be Reviewed for
Improvement. It also gives you a unique perspective on the training programme from the standpoint of the
learner.
Employees require certain knowledge and skills to become more productive, efficient, and innovative in their
professions, according to a Training Needs Assessment. Employees also help the organisation accomplish its
strategic goals by performing better in their positions.
There are Specific Technical Methods for Post Training Impact Assessment. It is required to Develop in the
Organization through engagement of Experts in these areas.
At present almost all Corporates are Implementing Performance Assessment Techniques and Parameters for
Effective Utilization of Human Resources
E. About Training Matrix
A training matrix is an organized method of Identifications of a company-wide Training execution Planning
and Monitoring & Controlling the employee Training areas with respective skills It used Accompanying to
Technologies, Operations, Quality Standards, Specific tasks etc., for employee competency enhancement and
efficiently execution responsibilities within their domains/ blocks.
TNI essential for involving an employee completing various training modules across different disciplines. A
training matrix is developed as per Hierarchy based and position & technical based Identifications for each
member among the Total Workforce of a company and open the opportunities of new learning and skills
upgradations.
F. Deliverables Of The Tns And Tni Studies
The Deliverables of this study will be inclusive as per DS Group perspective of Implementation with essential
techniques related to Improvement.
1) Develop the Training Policy of the Organization (Possibly as Model / Framework) as per the Theme
of Learning Organization
2) Design the Organization’s Proposed Training Matrix of the DS Group Based on the Category/ Cadre,
Technical Criticality of Operations / JEs, Hierarchy, Technological Changes and Organization’s
Requirements / TNA
3) Define Employee Training Man-days for Making Yearly Training Calendar
4) Training Methodologies and per Industrial Trends and Management Techniques
5) Possible Inclusions of New Training areas
6) Design and Develop after Training Impact Assessment Process with Techniques
7) Concept and Implementation of TQM in the Organization for Making Good Place to Work
8) Employee Performance Assessment System and Process of Execution
9) Any other areas as per Final ToR of this Study and Implementation.
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