Posts tagged "Training"

Tips on Training Employees for Managerial Posts

It is always good to train an employee from within your company than to hire someone who is new to the organization. This helps you have a better manager who is more informed about the work culture and business, something at which he doesn’t need to be trained.

Now the question is how to train your present employees to help them become efficient managers. This article talks about some very useful tips on training them so that they are ready to fit in the new role. Read through these amazing guidelines which are extremely helpful for both small and big businesses thereby helping them save hiring costs and have a much competent person handling the managerial position.

  • Go For Overall Training

It is important that you train your employees in general and not specifically in relation with a particular profile. This is helpful in increasing the productivity of the employee and also helps in their retention as they are able to handle things which are outside the purview of their present job profile. This is essential because a manager needs to know every job so that he can have an understanding of the nitty-gritty attached with it.

  • Encouraging Learning Environment

It is extremely important for an organization to have learning culture so that the employees are always proactive in learning new things. They are able to learn the trick to learn new things in varied situations for better performance. With this you can have all your employees develop a level of comfort when it comes to learning. They would not shy away from catching up a new skill or understanding new style of working. They will always be positive about learning something new.

  • Train Them to Use Right Tricks

As a manager, a person needs to know various skills other than his job profile that are important for him to perform his managerial duties. These include skills to delegate the tasks amongst different people, to ranks tasks in order of priorities, to define goals for the team for better productivity and performance, to manage people, to define communication channels, to be able to design a plan and put it to execution and to exercise their leadership skills in the most effective and impressive way. All these tricks are essential for everyday working.

  • Train to Develop Comfortable Communication

Communication is the soul of any company and it is the duty of the manager to maintain a smooth and comfortable channel of communication between the employees so that the working is not hampered. This includes having a friendly approach to communicate, to be able to use the technical terminology while talking and to have interactive sessions.

  • Train to Develop Leadership Qualities

When we talk about manager, the most important quality for such a profile is leadership. If a person misses on this skill then he can do no good to the company. Therefore, the employee needs to be trained on this quality. Not only this, he should also be trained on how he can help his team member become leaders in whatever work they do so that they care able to perform their duties with better authority and confidence. This can be done by making the employee handle small leadership situations so that he learns to lead the situation and generate better performance. You must start training him from low level opportunities so that he can gradually learn the way to lead.

  • Develop Better Understanding

If you want to hire a manager from within your organization then in order to have him attain corporate skills, you must help them have a better understanding of the business by introducing them to the information about which they are not aware at present. They should be made aware of the importance of their profile and the job they do so that they can see how their working affects the working of their employees and hence has an influence on the performance of the company. A manager should always have a macro view of every situation. He cannot survive on a smaller picture. Therefore, it is very important for the company to train the employee look beyond what he already knows and think out of box in order to deal with everyday challenges.

These are a few points which talk about the training tips which can transform your regular employee into an efficient and smart manager who knows how to lead, plan and act in the most amazing manner which helps your company grow.

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Posted by Hrformats - July 7, 2015 at 12:23 PM

Categories: Employee Relations   Tags: , ,

Exercises or Mock Drill Sessions in the Electrical Safety Training Program

The following are some of the tips we may use for devising Electrical Safety Drills :

OSHA Standards

OSHA (Occupational Safety and Health Administration) regulations require certain codes of safety in the workplace when it comes to electricity. These include building codes, wiring designs, and the use of personal protective equipment and electrical protective devices. While the rules for each workplace will vary.

Recognizing Potential Hazards

Certain pieces of equipment are more prone to electrical hazards than others. For example, if you are using generators, extension cords or construction equipment, you should carefully review the safety guidelines before proceeding.

Never use generators indoors, and always ensure that the main circuit breaker that connects your building to the power grid is turned off.

Use only extension cords with three prongs to prevent short circuits, overloading and electrocution. Never use a frayed extension cord and always remove cords by pulling from the plug, rather than the cord.

When using corded power tools, do not stand in wet areas. Do not use power tools in the rain.
Working Near Power Lines

Power lines can be overhead or buried. For overhead power lines, always assume that they are energized and keep 10 feet away at all times. When working near power lines, use nonconductive wood or fiberglass ladders rather than aluminum. Before digging, call the local utility company to ensure that there are no buried power lines. De-energize ground wires before working near them.

Electrocution

If one of your co-workers is electrocuted, take the following steps:
Ensure that no electricity is running through the victim’s body before attempting to assist him. Turn off the source of electricity via a circuit breaker or light switch, if possible. Otherwise, use a nonconductive material, such as plastic or dry wood, to separate the victim from the source of the electricity.
Treat any external burns of the victim by covering them with clean, moist bandages.

If the victim is conscious, gently lay him down with his head slightly lower than his chest and his feet elevated. Cover the victim with a blanket, if available, and monitor him to ensure that he does not go into shock.

If you are electrocuted, do not refuse aid or treatment. You may have internal burns or other injuries that you do not recognize. Seek medical attention immediately.

Workplace Electrical Safety Tips

•Plan every job and think about what could go wrong.
•Use the right tools for the job.
•Use procedures, drawings, and other documents to do the job.
•Isolate equipment from energy sources.
•Identify the electric shock and arc flash, as well as other hazards that may be present.
•Minimize hazards by guarding or establishing approach limitations.
•Test every circuit and every conductor every time before you touch it.
•Use personal protective equipment (PPE) as a last line of defense in case something goes wrong.
•Be sure you are properly trained and qualified for the job.
•Work on electrical equipment and conductors only when deenergized, unless procedures and safeguards have been established to ensure zero exposure for the worker and other people in the area.
•Lockout/ta-gout and ground (where appropriate) before working on equipment.
•Treat deenergized electrical equipment and conductors as energized until lockout/tagout, test, and ground procedures (where appropriate) are implemented.
•Wear protective clothing and equipment and use insulated tools in areas where there are possible electrical hazards.
•De-energize and visibly guard (where possible) whenever contact with uninsulated overhead power lines is possible.
•Check and double check safety regulations when a ladder or parts of any vehicle or mechanical equipment structure will be elevated near energized overhead power lines. Call your local electric utility for assistance. People standing on the ground may be particularly vulnerable to possible injury.
Cords, Equipment, and Tool Grounding
•Make sure all equipment and extension cords bear the mark of an independent testing laboratory .
•Protect flexible cords and cables from physical damage. Check cords for cut, broken, or cracked insulation.
•Keep slack in flexible cords to prevent tension on electrical terminals.
•Make sure the insulating qualities of a splice are equal to or greater than the
original cord.
•Extension cords are for temporary use. Install permanent wiring when use is no
longer temporary.
•Verify that all three-wire tools and equipment are grounded.
•Water, electrical equipment, and power cords do not mix! Use GFCI protection in
wet or damp environments.
•Ground exposed parts of fixed equipment that could be energized.
•Use non-conductive tools whenever possible.
•Always double check the operation of your voltage testers by testing a live circit. Other onsiderations
•Verify location of all buried or embedded electrical circuits before digging or cutting.
•Determine the reason that a fuse operated or circuit breaker tripped before replacing or resetting.
•Know where your overcurrent devices are (i.e. circuit breakers and fuses) so they can be easily and quickly reached in case of emergency.
•When replacing lamps and bulbs, verify that the replacement matches fixture requirements.
Electrical Safety Documents

Many organizations are committed to developing standards, regulations and guidelines that include electrical safety requirements. Employees in the workplace should familiarize themselves with these documents and the organizations responsible for their development. Some of these standards.

 

See attachment also for further help.

Click Here To Download Electrical Safety PowerPoint Presentation

 

 

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Posted by Hrformats - October 20, 2012 at 11:44 AM

Categories: HR   Tags: , ,

Employee Training Plan Template

I have attached format of employee training plan template.

Logo and Company Name Training Planner
Training Curriculum
Trainer’s Name Module Name
Module Number
Batch number
Day_____ of ______(Module Duration)
Chapter Name Start Date End Date
S.No. Topic Start Date End Date
1
2
3
4
5
6
7
8
9
10
11
12
13
14
15
16
17
18
19
20
21
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23
24
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Signature:________________________

 

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Posted by Hrformats - August 1, 2012 at 6:24 AM

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Innovative Model to Calculate Return on Training Investment

I have Attached Innovative Model to Calculate Return on Training Investment

Publication: The Economic Times Mumbai;Date: Jul 3, 2012;Section: Career & Business;Page: 8
Most Companies Lack Adequate Diet of ROTI
Research indicates that the ‘transfer of learning’ from management and executive training programmes to the workplace hovers in
the pitiful range of 10-30%. Even so, the amount of resources in time and money invested in such training continues to grow. This
begs the question: are organisations addressing the issue of Return on Training Investment (ROTI) adequately? If not, why not?
Why are training investments not assessed for accountability and returns, as other investments? This question is particularly
timely for organisations in India. The market for management and executive training in India is primed for explosive growth,
propelled by the arrival of topranked institutions such as Harvard, Duke, and Wharton. Indian organisations will soon be blitzed
with marketing efforts from these top-ranked providers of executive training, and we can expect to see increasing numbers of
Indian managers and executives receiving premium-priced training from these and other institutes. The key question: Will
organisations attempt to address the issue of ROTI from these programmes? Most probably, they will not, offering the stock
argument that ROTI is a complex and nebulous idea, and that they don’t have the capability to do so. This argument has only
limited merit; even if organisations don’t have the capability to measure ROTI comprehensively, some of the steps involved could
be assessed, providing insights into the value of training programmes.
ROTI: STEPS INVOLVED
It is important to recognise that the end goal of a typical training programme is not simply learning, but rather, the application of
learning in the workplace. To understand why some managers successfully “act” on their learning after attending a programme
and why others don’t, organisations must appreciate that a training programme is part of a process, rather than a discrete event.
This process includes at least two steps before the training programme: Recognition (recognition of the need for training),
Matching (matching the right managers to the right programme), and at least three steps after the training programme:
Application (application of the learning in the workplace), Impact (assessment of the impact made by the application of the
learning), and Return (measurement of ROI based on impact to the organisation, taking into consideration all relevant costs.) The
pre-programme steps are not necessarily complex and can typically be achieved by currently available expertise in most
organisations through their HR or other relevant departments. The post-programme steps of ROTI are more involved. First, they
require managers to return from training programmes with clear “action plans” that include a schedule for applying one or more
aspects of the learning. Second, organisations need to ensure that they have access to the expertise needed to help assess
application of the learning in the workplace, and evaluate its impact so that ROTI can be addressed. For organisations that have
never addressed ROTI, enforcing all the steps could be difficult initially. However, at the very least, both pre-programme steps can
be enforced, and the first post-programme step can be checked. Most important, data collected on the first two pre-programme
steps can be tied to managers’ successful (or not so successful) application of learning in the workplace, and help shed light on
why the application of learning may vary across managers. These efforts can lay the foundation to ultimately address ROTI, and
ensure training—like other investments—is also subjected to scrutiny, and is assessed for accountability and returns.

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Posted by Hrformats - July 9, 2012 at 5:57 AM

Categories: HR   Tags: , , , , , , ,

Training Attendance Sheet in Excel Format

I have attached training attendance sheet format in excel.


Company Name
TRAINING ATTENDANCE
Date of Training: Training No.:
Training Topic:
Faculty: Place: Propack Ind.
Sr. No Name Of Employee Designation Department Signature

 

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Posted by Hrformats - June 9, 2012 at 5:17 AM

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Job Training Schedule Template

I have attached job training schedule template.

Training Schedule
Training Schedule   for   period of
Sr. No. Employee / Category Training Topic Faculty Plan Month/ Year Actual Training Date

 

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Posted by Hrformats - June 9, 2012 at 5:15 AM

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Training Feedback Sample Template

I have attached training feedback sample template.

Training Feedback  

 

Date of Training:                                 Training Feedback Date:

 

Training Subject(s):                              Faculty:                       Employee Category:

Sr.

NoAttributesMarks1.

Have you properly understood purpose of

The training the?

Yes  no2.

Do you think that purpose of the

Training is fulfilled?

Yes   no3.How well the course material designed?Informative

 

non informative4.

Selection of the language is proper considering the audience

Yes   no5.

Knowledge of faculty is appropriate?

Yes  no6.

Is proper presenting method is used?

Yes  no7.

Over all rating

Good  ok

poor8.

What improvements you can do after the training?

Comment :

9.

How this training is helpful to you?

Comment:

 

10.

Which points need to be elaborated well?

Comment:

 

Please, give feedback of above training/s including effectiveness of program & achievements if any.

 

 

SUGGESTION FOR IMPROVEMENT:

 Click Here To Download Training Feedback

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Posted by Hrformats - June 9, 2012 at 5:12 AM

Categories: HR   Tags: ,

Format of Training and Placement

I have attached word file format of training and placement.

 

Date

 

 

Mr. Name

Add

 

 

Dear ….

 

 

This is with reference to the discussion that we had in respect of ‘Learning and Training Placement’ sought by you with the Company.

 

In this connection, we are pleased to inform you that we have organized  a ‘Learning and Training Placement’ for you for a period of six months commencing from DOJ.

 

For this placement, you will be paid a stipend of Rs. ……/- (Rupees ….. only) per month.

 

You will be working under the guidance of  Name -Designation.

 

During this placement, you will be governed by the rules of the company as are applicable to Trainees.

 

 

Yours faithfully,

For Company Name

 

 

 

Signatory Authority

Designation

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Posted by Hrformats - June 5, 2012 at 4:46 AM

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Format Training And Placement

I have Attached Format Training And Placement

Date

 

 

Mr. Name

Add

 

 

Dear ….

 

 

This is with reference to the discussion that we had in respect of ‘Learning and Training Placement’ sought by you with the Company.

 

In this connection, we are pleased to inform you that we have organized  a ‘Learning and Training Placement’ for you for a period of six months commencing from DOJ.

 

For this placement, you will be paid a stipend of Rs. ……/- (Rupees ….. only) per month.

 

You will be working under the guidance of  Name -Designation.

 

During this placement, you will be governed by the rules of the company as are applicable to Trainees.

 

 

Yours faithfully,

For Company Name

 

 

 

Signatory Authority

Designation

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Posted by Hrformats - May 22, 2012 at 6:56 AM

Categories: HR   Tags: , , ,

Post Training Report

I have Attached Post Training Report

POST TRAINING REPORT
Center Venue & Location Program Title Date Trainer
General Observations :
Trainee Profile
Scheduled: Profile Level of Participation
Actual:
 Infrastructure / Logistics
Training Venue Training Material Equipment Transport Breaks
Program Response – Please document the response generated by the program amongst participants covering elements like pre-work, overall participation, comments etc.
Program Delivery – Any deviations from – PPT, Exercises, and Games.  Please record deviations in break timings, unscheduled client visits etc.
Suggestions, if any to make the program better
Comments by Managers / Centre Head/ Supervisor (Please attach any relevant e-mails/notes to this report)

 

Click Here To Download Post Training Report

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Posted by Hrformats - May 14, 2012 at 7:09 AM

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