In a bank industry ,where the culture is very conservative , traditional and very resistant to change, training their staff is really a challenge.As a trainer how would you encourage them to participate in the training program.What methodology you can incorporate in your training?How would you address these concerns?
From Philippines
From Philippines
I am basically a Banker.. Had worked in the IT dept of the bank for a decade.. Now in the Training Dept... We faced the same challenges .. the added problem in our organisation was that the average age profile of the Junior / Middle and Senior Management was around 45+....
We gave them a training in soft skills... and also have proposed some counselling sessions and a forum for them to vent their feelings... try these
jasmine
From India, New Delhi
We gave them a training in soft skills... and also have proposed some counselling sessions and a forum for them to vent their feelings... try these
jasmine
From India, New Delhi
Spi, you don’t say what levels of management are resistant to training and you have not given any concrete examples of this resistance so that we can get a feel for the type of resistance you are talking about.
Speaking very generally, my advice is to put strategies in place well before the training starts. Training participants’ managers will need to see training as important and this needs to be visible to the prospective participants. My advice is that you will need to work on the participants’ managers through a series of group or one-on-one meetings. Without further detail, it’s difficult to say more than this at this stage.
Vicki Heath
Human Resources Software and Resources
http://www.businessperform.com
From Australia, Melbourne
6Speaking very generally, my advice is to put strategies in place well before the training starts. Training participants’ managers will need to see training as important and this needs to be visible to the prospective participants. My advice is that you will need to work on the participants’ managers through a series of group or one-on-one meetings. Without further detail, it’s difficult to say more than this at this stage.
Vicki Heath
Human Resources Software and Resources
http://www.businessperform.com
From Australia, Melbourne
Hi,
I did my Diploma project on Training and I chose a very prominent and a fast growing bank in Sri Lanka. They have separate Director to handle T&D and I found out that in the banking sector, T&D was more vital than other industries.
The hire ranking employees were subjected to T&D biannually and they were subjected to training on 2 key elements, namely Behavioral & Managerial. The feedback about the respective managers was gathered by through the subordinate and is considered to be more accurate.
The Executive and None Executives are subjected to Training annually which is far more comprehensive.
A training calendar is designed every year and the HR staff plays a vital role in getting the Training together after carrying out the evaluations etc.
I think in my opinion the staff will be reluctant to take part if there is no proper conduct or organizing when delivering this training sessions. They see this more as a waste of time rather than the opportunity to gain knowledge. Thus the Management has to play a vital role in letting the staff know that this is a huge opportunity for them to strengthen their career and the management should use T&D as a motivational tool.
Cheers,
Ashra
From Sri Lanka
I did my Diploma project on Training and I chose a very prominent and a fast growing bank in Sri Lanka. They have separate Director to handle T&D and I found out that in the banking sector, T&D was more vital than other industries.
The hire ranking employees were subjected to T&D biannually and they were subjected to training on 2 key elements, namely Behavioral & Managerial. The feedback about the respective managers was gathered by through the subordinate and is considered to be more accurate.
The Executive and None Executives are subjected to Training annually which is far more comprehensive.
A training calendar is designed every year and the HR staff plays a vital role in getting the Training together after carrying out the evaluations etc.
I think in my opinion the staff will be reluctant to take part if there is no proper conduct or organizing when delivering this training sessions. They see this more as a waste of time rather than the opportunity to gain knowledge. Thus the Management has to play a vital role in letting the staff know that this is a huge opportunity for them to strengthen their career and the management should use T&D as a motivational tool.
Cheers,
Ashra
From Sri Lanka
SPI, Before embarking on resistance for training. Kindly do the TNA(Training Need Analysis) & then publish a training calander. Then ask the Managers to nominate his/her juniors. Vinod Vijapur
From India, Mumbai
From India, Mumbai
Helo Spi
I am a regular trainer in the banking industry...the typical profile of the individuals is that they belong to the age bracket of 40+ and exhibit high level of resistance to change it is for thi reason that banking took more than 15 years to incorporate computers in its operations....the training in banking industry requires lot of attention for soft skill training...and that is what i do and see the visible changes in people..
Cheers!!!
Shikha Sahai
From India, New Delhi
I am a regular trainer in the banking industry...the typical profile of the individuals is that they belong to the age bracket of 40+ and exhibit high level of resistance to change it is for thi reason that banking took more than 15 years to incorporate computers in its operations....the training in banking industry requires lot of attention for soft skill training...and that is what i do and see the visible changes in people..
Cheers!!!
Shikha Sahai
From India, New Delhi
Hi ALL,
I am regular trainer in banking. Very recently we had a training for group of RBI officials.
The basic fact is right that most are +40 but every body needs a change and change is painful, If you guide thir energy and thought process in the right direction, change is visible very fast.
We have seen the change and feedback has been excellent.
To begin with do a swot analysis alongwith organisational behaviour, pick up things from there and go ahead.
Soft skill is not a known word for them but once they get in to it, change is something to be seen.
From India, Guwahati
I am regular trainer in banking. Very recently we had a training for group of RBI officials.
The basic fact is right that most are +40 but every body needs a change and change is painful, If you guide thir energy and thought process in the right direction, change is visible very fast.
We have seen the change and feedback has been excellent.
To begin with do a swot analysis alongwith organisational behaviour, pick up things from there and go ahead.
Soft skill is not a known word for them but once they get in to it, change is something to be seen.
From India, Guwahati
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