Suggested Methodology for Training

Working of Training Department in a company

1 The Company who want to make big believes that well adjusted and trained employees enhance growth. It is the people who make the organization and the Company ensures that the employees are continuously given the opportunity for self-development.

2. Stage of training : Identify a training officer and who will coordinate with mutual consent though everybody would like other department to do it, no issues as a last resort the Production/operation department must take the responsibility as they are the ones who will be affected most.

(a) First stage : The induction training programme will be conducted to caters to new entrants and is designed to introduce them to the important management concepts and the Company policies. The main purpose is to familiarize the new entrants with the staff and other group companies, so that their transition is smooth and effective. The duration of these training programmes is need-based.

(b) Second Stage: Functional training in technical skills, management training, leadership and communication training is also imparted for employee growth.

(i) There will be a training officer who draws up the schedule for training sessions to be conducted in the month. This schedule is drawn up after assessing all the different needs identified by the various managers. The training officer listing the details of the training imparted to each employee maintains a training log.

(ii) The employee is monitored for a specified period of time during which the effectiveness of the training imparted to him is evaluated. Introduce new employees and make them part of family. Ensure continuous updating of knowledge and skills.


(iii) The project leader/Manager will identify the training needs for the project (as a part of project planning activity) and prepares a training plan, which is a part of Project Plan. The project leader decides whether training is imparted with in project i.e. on-the-job-training or using organization level resources. In case of the latter, project leader sends a training requisition to the Training Manager.

(iv) Apart from the individual project's training plan, the following sources call for training:

 New recruits - Recruitment department identifies the training needs at the time of selection based on gaps in specifications and actual profile/remarks by the interviewer.
 Specific task assignments or personnel transferred to new assignments - identified by project manager or project leader.
 Customer complaints - identified by project leader.
 Project changes - identified by project manager or project leader.
 Intimation of seminars/workshops conducted by external organization identified by HR and Training department.
 Programming skills of specific product, techniques and methodology identified by project manager or project leader.
 Soft skills like behavioral training, team building, leadership identified by HR.
 Process related training depending on the role of individual refers to Training Matrix.

(c) Third Stage After /during recruitment and after successful completion of the training programme, the trainees are assigned to projects as per the Company requirements. In many cases a 'mentor', who is usually a senior manager, may be assigned to the new entrant. The mentor acquaints the new employee with the project or the assignment. He assists and guides the new employee.

2 Method of conducting Training .There will be a training manager under system department/HR /Operation dept .

(a) The functional heads communicate their training requirements to the Training Manager through a requisition form or a memo or internal email.
(b)The Training Manager is authorized to finalize training needs. In case the training is required in the form of Seminar/Workshop conducted by an external organization, the Training Manager interacts with the concerned functional head for the validity of the program and selection of the participants

(c) In case an internal faculty conducts training, the Training Manager ensures that a standby faculty is also planned for the same.

(d) The Training Manager prepares a quarterly Organization Training Plan and Training Calendar based on the inputs mentioned above.

(e) Project managers and other concerned department heads review the plan during the initial release after modifications.

(f) The head training of system /hr/operation approves the training plan.

(g) A copy of the approved training plan is sending to project managers, project leaders, and other concerned department heads. It is released on the company intranet for reference.

(h) The Training Manager modifies the quarterly training plan to incorporate any changes in the planned training and/or other scheduled. The plan is managed and controlled. The Training Manager is responsible for providing the required training, as identified in the Project training plans and the Organization training plan.

(j) Training to all new recruits is provided as per the standard induction program, which is designed keeping in view the different level of recruitment.

(k) This induction-training program is specifically focused on company quality policy, quality system and procedures together with the tools and techniques needed for full execution of the responsibility and authorities. All training material like presentations and other reference material are available to all employees on the network.

(l) The Training Manager after soliciting nominations/confirmation from all functional heads intimates the faculty and the participants, in advance, about the scheduled training program and clarifies the training objective.

(m) The Training Manager provides the required resource for the training requested by the trainer. Training Manager maintains the training room. He/she ensures that all equipment are available and functioning i.e. computers, projectors, markers, boards, lighting, air-conditioners, chairs, notepads, and pencil, etc.

(n) After every the Training Manager collects the following data:
 Attendance sheet,
 Feedback forms from the participants.
(ao) Based on the training feedback, the Training Manager prepares a feedback analysis to the gauge the effectiveness of the training. The Training Manager sends the feedback analysis to Head Training who in turn informs the trainer and the trainer’s manager about the feedback. The Training Manager also analyses and compiles the following:
 Evaluation of the participants based on the feedback/tests from the faculties.
 Different indexes (functional goals - refer to training manual)
 Training imparted based on experience, functional designation, software and non - software.


(p) The Training Manager stores and maintains all training data and records in the training record spread sheet from which necessary reports and information can be retrieved. Training Manager submits a weekly training status report to the head training.

(q) Learning and growth is a continuous process. The onus of learning is on the employee, the Company provides conducive atmosphere and experienced personnel. Feedback after the completion of every planned session is taken to improve the programme content. Feedback is crucial to the improvement of the training programmes.