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Training Needs Identification Form For CMD: Name: Department

This document contains a training needs identification form for an employee. It includes sections to identify the employee's current level of knowledge, skills, and systems knowledge in various areas relevant to their job. Managers can then indicate the expected level needed and any training courses that could help close the gap. Key details include identifying proposed training areas, the employee's designation and experience level, and setting target dates to complete any recommended training.

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sahu050
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33 views

Training Needs Identification Form For CMD: Name: Department

This document contains a training needs identification form for an employee. It includes sections to identify the employee's current level of knowledge, skills, and systems knowledge in various areas relevant to their job. Managers can then indicate the expected level needed and any training courses that could help close the gap. Key details include identifying proposed training areas, the employee's designation and experience level, and setting target dates to complete any recommended training.

Uploaded by

sahu050
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as XLS, PDF, TXT or read online on Scribd
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Training Needs Iden

Name: Department:
Proposed Area/ Subject of Development:

Designation:
Current Level (CL)

JOB KNOWLEDGE -

Machines -

WORKING PROFICIENCY -

SELF DEVELOPMENT SERIES 1 -

SELF DEVELOPMENT SERIES 2 -

SYSTEMS -

Training Needs Identification Form for CMD


T. No.: Educational Qualification: Experience:
Expected Level (EL) Training Needed Suggested Training Course

Date:

By When

Remarks

0 = Does not possess the basic knowledge for the job. 1 = Has elementary knowledge required for the job. 2 = Possess enhanced knowledge for the job. 3 = Has ample knowledge required for the job. 4 = Possess adequate knowledge and can be given higher opportunity and work enhancement in the current job. 5 = Surpasses expectations of the current job, thus can be given higher cross functional responsibility post training.

1 = Elementary knowledge required for the job. 2 = Enhanced knowledge for the job. 3 = Ample knowledge required for the job. 4 = Adequate knowledge, to be considered for higher opportunity and work enhancement in the current job. 5 = Surpassing expectations, thus to be considered for higher cross functional responsibility post training.

JOB KNOWLEDGE: EQUIPMENTS/ MACHINES JOB KNOWLEDGE: FUNCTIONAL JOB KNOWLEDGE: ADMINISTRATION JOB KNOWLEDGE: SUPERVISOR FUNCTION JOB KNOWLEDGE: AUDITING TECHNIQUES

WORKING PROFICIENCY: QUALITY FOCUS WORKING PROFICIENCY: ANALYTICAL FOCUS WORKING PROFICIENCY: SIX-SIGMA WORKING PROFICIENCY: TPM (Maintenance System) WORKING PROFICIENCY: TQM

0 = Does not possess the basic skills for the job. 1 = Has elementary skills required for the job. 2 = Possess enhanced skills for the job. 3 = Has ample skills required for the job. 4 = Possess adequate knowledge and can be given higher opportunity and work enhancement in the current job. 5 = Surpasses expectations of the current job, thus can be given higher cross functional responsibility post training.

1 = Elementary skills required for the job. 2 = Enhanced skills for the job. 3 = Ample skills required for the job. 4 = Adequate knowledge, to be considered for higher opportunity and work enhancement in the current job. 5 = Surpassing expectations, thus to be considered for higher cross functional responsibility post training.

SDS1: MOTIVATION & GOAL SETTING SDS1: LEADERSHIP SDS1: TIME MANAGEMENT SDS1: TEAM BUILDING SDS1: OVERALL SDS1

SDS2: COMMUNICATION SKILLS SDS2: INTERPERSONAL SKILLS SDS2: EMOTIONAL INTELLIGENCE SDS2: PERSONALITY DEVELOPMENT SDS2: CREATIVITY SDS2: OVERALL SDS2

Maintenance System)

1 = Possess elementary level of these behavioral qualities. 2 = Possess enhanced level of these behavioral qualities. 3 = Has ample level of these behavioral qualities. 4 = Has adequate level of these behavioral qualities. 5 = Excellent in these behavioral qualities and applies it frequently in his job.

n the current job.

ibility post training.

1 = Elementary level of these behavioral qualities. 2 = Enhanced level of these behavioral qualities. 3 = Ample level of these behavioral qualities. 4 = Adequate level of these behavioral qualities. 5 = Excellence in these behavioral qualities and ability to apply frequently in his job.

SYSTEMS: 9001/ 2000 SYSTEMS: 14001/ 2004 SYSTEMS: OHSAS - 18001/ 2007 SYSTEMS: KAIZEN TEIAN SYSTEMS: 5S

MARK 8/ FA III + CID/ TFU MARK 9/ MAX-S + CID/ TFU GD 121/ AF 12/ T-10 SPECIAL PURPOSE MACHINE PNEUMATICS

1 = Possess elementary level of these self improvement qualities. 2 = Possess enhanced level of these self improvement qualities. 3 = Has ample level of these self improvement qualities. 4 = Has adequate level of these self improvement qualities. 5 = Has adequate level of these self improvement qualities and applies it frequently in his job.

1 = Elementary level of these self improvement qualities. 2 = Enhanced level of these self improvement qualities. 3 = Ample level of these self improvement qualities. 4 = Adequate level of these self improvement qualities. 5 = Excellence in these self improvement qualities and ability to apply frequently in his job.

0 = Does not have any knowledge about the system/s 1 = Has awareness about the system/s. 2 = Possess basic knowledge about the system/s. 3 = Has ample knowledge about the system/s. 4 = Has adequate knowledge about the system/s. 5 = Possess excellent knowledge about the system/s and he can act as a trainer.

1 = Awareness about the system/s. 2 = Basic knowledge about the system/s. 3 = Ample knowledge about the system/s. 4 = Adequate knowledge about the system/s. 5 = Excellent knowledge about the system/s, suitable to be a trainer.

January February March April May June July August September October November December

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