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Hi...
I personally think Training is needed. Tho, i also agree dat sometimes a post training analysis is needed to judge the effectiveness of the workshop/session.
The sad part is dat, the organizations which ask for training workshops..themselves potray d training as something dat NEEDS to be undertaken, for some benefit to the organization itself. They dont potray it as something that is going to be beneficial in the run to the individual. Thats y, and this is my personal opinion, a lot of trainees come to the workshops with a closed mind...they are undergng the training for a benefit...a certificate...and not to them. And that is y post training analysis is so disheartening to the trainer.
One good outcome is dat the trainers have been forced in such closed mind situations to think out of the box..however...and fellow trainers will agree...while the money is good...the real reward for us is to actually see a trainee see that light at the end of the tunnel..
so morale of the story...training is needed..and more than that a pre-workshop analysis is needed so that the trainer can customize the workshop to WAKE the trainees up...
Richa
From India, Mumbai
I personally think Training is needed. Tho, i also agree dat sometimes a post training analysis is needed to judge the effectiveness of the workshop/session.
The sad part is dat, the organizations which ask for training workshops..themselves potray d training as something dat NEEDS to be undertaken, for some benefit to the organization itself. They dont potray it as something that is going to be beneficial in the run to the individual. Thats y, and this is my personal opinion, a lot of trainees come to the workshops with a closed mind...they are undergng the training for a benefit...a certificate...and not to them. And that is y post training analysis is so disheartening to the trainer.
One good outcome is dat the trainers have been forced in such closed mind situations to think out of the box..however...and fellow trainers will agree...while the money is good...the real reward for us is to actually see a trainee see that light at the end of the tunnel..
so morale of the story...training is needed..and more than that a pre-workshop analysis is needed so that the trainer can customize the workshop to WAKE the trainees up...
Richa
From India, Mumbai
Sujatha,
It is a question which is asked to me by my management and my other managers.
This is a risk we have to take and till date I have personally faced many problems of this training.
We conduct training to employees on some high end engineering softwares which is not taught in the schools and as suggested by others we also take bonds from the employees.
1. Persons who were trained have run away inspite of the bonds. Legally speaking we cannot do much to stop them.
2. Persons after getting the training have blackmailed us in to paying them more salary.
3. Persons after training have started being irregular to office.
These are some of the problems we face.
BUT THEN WE STILL TRAIN.
With out training we cannot survive as there is a huge supply demand gap in the market it is helpless situation.
Hope it helps.
Praveen
From India
It is a question which is asked to me by my management and my other managers.
This is a risk we have to take and till date I have personally faced many problems of this training.
We conduct training to employees on some high end engineering softwares which is not taught in the schools and as suggested by others we also take bonds from the employees.
1. Persons who were trained have run away inspite of the bonds. Legally speaking we cannot do much to stop them.
2. Persons after getting the training have blackmailed us in to paying them more salary.
3. Persons after training have started being irregular to office.
These are some of the problems we face.
BUT THEN WE STILL TRAIN.
With out training we cannot survive as there is a huge supply demand gap in the market it is helpless situation.
Hope it helps.
Praveen
From India
Hi Rajeev, Richa and Praveen
Thanks for your valuable inputs.
I do agree that we need to train the people but as Praveen mentioned we face lot of problems too.
Is there any solution for it?
Regards
Sujata
From India, Faridabad
Thanks for your valuable inputs.
I do agree that we need to train the people but as Praveen mentioned we face lot of problems too.
Is there any solution for it?
Regards
Sujata
From India, Faridabad
Training is required but to use that training into proper development...you need proper coaching.
We are people with "Thick Skin". We don't work until and unless it is a compulsion. So, you better give training to your employees but let them sign a bond with the company. I am not a fool to spend lakhs and lakhs of rupees and then see that my people are poached by others...and using my training for them. So, signing a bond or keep the security (Deposit) is important.
Regards
Sanjeev Sharma
From India, Mumbai
We are people with "Thick Skin". We don't work until and unless it is a compulsion. So, you better give training to your employees but let them sign a bond with the company. I am not a fool to spend lakhs and lakhs of rupees and then see that my people are poached by others...and using my training for them. So, signing a bond or keep the security (Deposit) is important.
Regards
Sanjeev Sharma
From India, Mumbai
Hi
The same problem we are also facing in our hospital. Though we are getting frustrated at times, we cheer up ourselves by training new people. We cannot place people on job without routine training bcoz it is a must, that too in a health sector like ours.
But for specialised training, as somebody told the major criteria like training identification, selection of trainers, providing training for right people, all play a very vital role.
Developing the mentoring skills of our own staff who are in the position of middle level mgnt may reduce the vigorosity of the problem, bcoz by due course of time they may identify the right person who will be with us after get groomed by us.
This is my view. Any other views? Pls reply.
Mangai
From India, Chennai
The same problem we are also facing in our hospital. Though we are getting frustrated at times, we cheer up ourselves by training new people. We cannot place people on job without routine training bcoz it is a must, that too in a health sector like ours.
But for specialised training, as somebody told the major criteria like training identification, selection of trainers, providing training for right people, all play a very vital role.
Developing the mentoring skills of our own staff who are in the position of middle level mgnt may reduce the vigorosity of the problem, bcoz by due course of time they may identify the right person who will be with us after get groomed by us.
This is my view. Any other views? Pls reply.
Mangai
From India, Chennai
sujata
It’s for sure that we can not avoid skill training as a part of capability building but options to de-risk would be to have an internal training program conducted by the person who had gone thru the training immediately after the program to the second layers where by u have alternatives.
But as an organization it is always important to understand the criticality of the position by doing a mark to market survey and decide on the money that can be paid to that person
kalyan kumar
It’s for sure that we can not avoid skill training as a part of capability building but options to de-risk would be to have an internal training program conducted by the person who had gone thru the training immediately after the program to the second layers where by u have alternatives.
But as an organization it is always important to understand the criticality of the position by doing a mark to market survey and decide on the money that can be paid to that person
kalyan kumar
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