Hi,
I'm a trainer with an organization for over 3 years now and although the programs go on well, but not as frequent, and first level evaluation is very good, there is a steep decline in the number of programs conducted.
I know this is a challenge a lot of in-house trainers face, what can be done differently to attract the same employees into the class room?. We have introduced alot of new programs too.
Appreciate your feedback and ideas.
Regards,
From Oman, Muscat
I'm a trainer with an organization for over 3 years now and although the programs go on well, but not as frequent, and first level evaluation is very good, there is a steep decline in the number of programs conducted.
I know this is a challenge a lot of in-house trainers face, what can be done differently to attract the same employees into the class room?. We have introduced alot of new programs too.
Appreciate your feedback and ideas.
Regards,
From Oman, Muscat
Hi Steve, there are many things that may influence this situation, the questions below may help you to identify some actions that will make a difference:
- Do the course descriptions describe benefits of attending, what's a positive benefit for the employee in terms of skills, knowledge, new behaviours?
- If managers select employees to attend the course what positive improvements can they expect that will improve their departments performance?
- Are the programmes aligned to the company strategy, do they seek to improve failures - for example failures in customer service, or mistakes made on the job, or increasing grievances?
- What are the new trends in your industry, what are your closest competitors delivering in the training room?
What management reports are available to you to help identify what issues need attention/
Hope this helps.
Joy
From United Kingdom, Manchester
4- Do the course descriptions describe benefits of attending, what's a positive benefit for the employee in terms of skills, knowledge, new behaviours?
- If managers select employees to attend the course what positive improvements can they expect that will improve their departments performance?
- Are the programmes aligned to the company strategy, do they seek to improve failures - for example failures in customer service, or mistakes made on the job, or increasing grievances?
- What are the new trends in your industry, what are your closest competitors delivering in the training room?
What management reports are available to you to help identify what issues need attention/
Hope this helps.
Joy
From United Kingdom, Manchester
Dear Mr. Steve
I am inhouse trainer concentrating on SPOKEN ENGLISH, SOFT SKILLS, BEHAVIORAL SKILLS, TEAM BUILDING, EMAIL/TELEPHONE ETIQUETTE and few more.. Could you please share with me the modules that you had introduce for your employees and its associated benefits which can benefit both employee and organisation.
With profound regards
From India, Chennai
I am inhouse trainer concentrating on SPOKEN ENGLISH, SOFT SKILLS, BEHAVIORAL SKILLS, TEAM BUILDING, EMAIL/TELEPHONE ETIQUETTE and few more.. Could you please share with me the modules that you had introduce for your employees and its associated benefits which can benefit both employee and organisation.
With profound regards
From India, Chennai
Joy, Thanks for the tips, as far as I know most of these points have been covered, however I’m sure another look at it won’t hurt. Thanks again & Cheers Steve
From Oman, Muscat
From Oman, Muscat
Dear Steve,
As a trainer you will have to design a programme in such a way tht it looks attractive to the employees and also convince the management that the training is not a waste of time .....
I personally feel instead of just slides and theoretical part for any training include lots of activities and role plays which will definitely keep the employees spirit high to attend such programmes and at the same time the knowledge or the goal n objective of the training is achieved.
From India, Bangalore
As a trainer you will have to design a programme in such a way tht it looks attractive to the employees and also convince the management that the training is not a waste of time .....
I personally feel instead of just slides and theoretical part for any training include lots of activities and role plays which will definitely keep the employees spirit high to attend such programmes and at the same time the knowledge or the goal n objective of the training is achieved.
From India, Bangalore
Dear Steve,
Training itself is not an end but just medium. Ability to meet the performance target is the end. Now to attain those performance measures, you need to have certain competencies. Training department's job is to build those competencies.
Going by what you say, it appears to me that there are no measures of performance and if these are there then to attain those, requisite competencies are not identified.
Talk to all the HODs and explain how training department can be a conduit in attaining their targets.
Next thing is your HR department also. HR should make it mandatory that every employee should take "x" hours of training every year. If not then certain marks or points are deducted from performance appraisal.
Third thing is let your HR make compulsory to appear for certain promotion exams. Now whether employee takes training or does self study that is secondary but then passing promotion exam should be quite important.
See training always require support from top management. Don't expect that people will get attracted if you design attractive training course.
Society is same what it was some 2,500 years ago. If people did not listen to Socrates also why will they listen to Steve or Divekar or someone else?
Thanks,
Dinesh V Divekar
.
From India, Bangalore
Training itself is not an end but just medium. Ability to meet the performance target is the end. Now to attain those performance measures, you need to have certain competencies. Training department's job is to build those competencies.
Going by what you say, it appears to me that there are no measures of performance and if these are there then to attain those, requisite competencies are not identified.
Talk to all the HODs and explain how training department can be a conduit in attaining their targets.
Next thing is your HR department also. HR should make it mandatory that every employee should take "x" hours of training every year. If not then certain marks or points are deducted from performance appraisal.
Third thing is let your HR make compulsory to appear for certain promotion exams. Now whether employee takes training or does self study that is secondary but then passing promotion exam should be quite important.
See training always require support from top management. Don't expect that people will get attracted if you design attractive training course.
Society is same what it was some 2,500 years ago. If people did not listen to Socrates also why will they listen to Steve or Divekar or someone else?
Thanks,
Dinesh V Divekar
.
From India, Bangalore
Hi..
I really like what Mr. DIvekar mentioned...." Society is same what it was some 2,500 years ago. If people did not listen to Socrates also why will they listen to Steve or Divekar or someone else?"
This is how we are...but apart from the suggestions mentioned by other esteemed members, i would just like to add....rather ask...
As you did not mention anything about measuring training effectiveness??? if you do that or not...
# Is every training program in some way or the other looks like repetitive- to the employees/participants??
# Have you taken feedback, apart from the feedback form??? personalised feedback from your peer group...or anyone you can call a friend in organisation???
# Add some pepper to your training programs....some games, role plays, case studies so that people will connect to it....
I'm just assuming here that TNA is done properly in your organisation and the programs revolves around the needs and requirements....
Once you reply we can discuss it further....
Regards,
Archna
From India, Delhi
I really like what Mr. DIvekar mentioned...." Society is same what it was some 2,500 years ago. If people did not listen to Socrates also why will they listen to Steve or Divekar or someone else?"
This is how we are...but apart from the suggestions mentioned by other esteemed members, i would just like to add....rather ask...
As you did not mention anything about measuring training effectiveness??? if you do that or not...
# Is every training program in some way or the other looks like repetitive- to the employees/participants??
# Have you taken feedback, apart from the feedback form??? personalised feedback from your peer group...or anyone you can call a friend in organisation???
# Add some pepper to your training programs....some games, role plays, case studies so that people will connect to it....
I'm just assuming here that TNA is done properly in your organisation and the programs revolves around the needs and requirements....
Once you reply we can discuss it further....
Regards,
Archna
From India, Delhi
Dear Chinmayi, Dinesh, Archna, Sastry...
Thank you all for your inputs.
To answer some of your questions...we do have a competecny framework to work with however a TNA, has not been complete, on the other hand we have IDP's. So its a give and take and although we have done well at the first level of evaluation, we still want to further the learning experience for our internal customers.
Yes, I do make my programs completely mixed, i.e. video's, case study, role plays and learning activities, with some discussion as and when required.
Dinesh...well said...if we had to listen we would have stood to benefit along time ago!
Thanks again for your inputs I will be watching this closely.
Regards
Steve
From Oman, Muscat
Thank you all for your inputs.
To answer some of your questions...we do have a competecny framework to work with however a TNA, has not been complete, on the other hand we have IDP's. So its a give and take and although we have done well at the first level of evaluation, we still want to further the learning experience for our internal customers.
Yes, I do make my programs completely mixed, i.e. video's, case study, role plays and learning activities, with some discussion as and when required.
Dinesh...well said...if we had to listen we would have stood to benefit along time ago!
Thanks again for your inputs I will be watching this closely.
Regards
Steve
From Oman, Muscat
Training needs to be relevant and appropriate.
The Training Needs Assessment should be done for the whole company to assess what training is actually needed to meet the requirements of the business plan.
There is no point just running a series of training courses and expecting people to come. If they are not interested or if it has no relevance to them, of course they will avoid it. Compelling them to attend only breeds resentment and they will be disruptive in the class.
Also training needs to be interesting. If you are just standing there reading stuff off powerpoint slides then you have lost the battle straight away. Ditch the powerpoint and design an interactive training course that gets the trainees working and participating.
When you come to one of my training courses, there is NO powerpoint and I speak less than 20% of the time. In my courses, the participants do the work, that way they have no time to be bored or disruptive and they learn!
From Australia, Melbourne
The Training Needs Assessment should be done for the whole company to assess what training is actually needed to meet the requirements of the business plan.
There is no point just running a series of training courses and expecting people to come. If they are not interested or if it has no relevance to them, of course they will avoid it. Compelling them to attend only breeds resentment and they will be disruptive in the class.
Also training needs to be interesting. If you are just standing there reading stuff off powerpoint slides then you have lost the battle straight away. Ditch the powerpoint and design an interactive training course that gets the trainees working and participating.
When you come to one of my training courses, there is NO powerpoint and I speak less than 20% of the time. In my courses, the participants do the work, that way they have no time to be bored or disruptive and they learn!
From Australia, Melbourne
I do agree with John in Oz.
We need to think out of the box and design the traning programs.
I have seen an useful inputs in an old essage,tha may be of interest to you.
Check out these new training tools
__________________________________-
AVS
From India, Madras
We need to think out of the box and design the traning programs.
I have seen an useful inputs in an old essage,tha may be of interest to you.
Check out these new training tools
__________________________________-
AVS
From India, Madras
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