Hey All
Requie your suggestion on this.
What if you train a person and he leaves or what if you don't train and he stays with the company.
Which option is good in your view.
Kindly give your opinion.
Regards
Sujata
From India, Faridabad
3Requie your suggestion on this.
What if you train a person and he leaves or what if you don't train and he stays with the company.
Which option is good in your view.
Kindly give your opinion.
Regards
Sujata
From India, Faridabad
Neither is “good”, however, the second option is worse. Think of the impact on productivity, internal and external customer satisfaction, etc.
Vicki Heath
Human Resources Software and Resources
http://www.businessperform.com
From Australia, Melbourne
Vicki Heath
Human Resources Software and Resources
http://www.businessperform.com
From Australia, Melbourne
Hey,
I agree with Viki. You need to train a person and ensure that that person is motivated by that training and he applies his training in his job. Training is a gamble because there is a threat that the trained employees might leave or demand more but at times you have to take a risk.
If it is a costly training you can always ask the employee to enter into a bond which most organizations do since it benefits the employee and the organization alike.
Other than that training is required if you are expecting your employees to perform well with high efficiency and to be more effective. You can introduce monetary and non monetary rewards to make sure that they stick to your organization and apply their training in their job which will help you to gain from the training whilst keeping the employee happy at the same time.
Regards,
Ashra
From Sri Lanka
I agree with Viki. You need to train a person and ensure that that person is motivated by that training and he applies his training in his job. Training is a gamble because there is a threat that the trained employees might leave or demand more but at times you have to take a risk.
If it is a costly training you can always ask the employee to enter into a bond which most organizations do since it benefits the employee and the organization alike.
Other than that training is required if you are expecting your employees to perform well with high efficiency and to be more effective. You can introduce monetary and non monetary rewards to make sure that they stick to your organization and apply their training in their job which will help you to gain from the training whilst keeping the employee happy at the same time.
Regards,
Ashra
From Sri Lanka
hiii friend....
i think the points put across by other fellows here is worth while, but i am not still convinced. As i see no dilemma under any circumstances if u r providing training to any body in the organization.
An effective training programme includes Training Needs Identification, Training Needs Analysis, Training Design and thence, Training effectiveness analysis. so, the point here is how a training manager identifying the special needs of the training and the target person.
Attrition is the existant every walks of the organization these days and we have to take this particular thing in our mind while thinking and chalking out any value addition thing to the critical talent. so the success of this initiative depends upon the selecting right person for right kind of training. Here Right Person would be the Critical talent and Right kind of Training would be Critical Values what he is going to add into the organization.
But again, personality and perceptions of the selected person for training is also a key determinant for a successful Training Program. More often than not, Half of the Training Programmes could not reach upto its desired objective because of poor identification of the Trainees. So, impetus should be given in proper understanding of the Psychological aspects of the employee before selecting him for any such Training Programme.....
What say people......... correct me if i m wrong.....
Thanx and Regards:
Suryakant Pandey
PM&IR
TISS, Mumbai
From India, Bangalore
i think the points put across by other fellows here is worth while, but i am not still convinced. As i see no dilemma under any circumstances if u r providing training to any body in the organization.
An effective training programme includes Training Needs Identification, Training Needs Analysis, Training Design and thence, Training effectiveness analysis. so, the point here is how a training manager identifying the special needs of the training and the target person.
Attrition is the existant every walks of the organization these days and we have to take this particular thing in our mind while thinking and chalking out any value addition thing to the critical talent. so the success of this initiative depends upon the selecting right person for right kind of training. Here Right Person would be the Critical talent and Right kind of Training would be Critical Values what he is going to add into the organization.
But again, personality and perceptions of the selected person for training is also a key determinant for a successful Training Program. More often than not, Half of the Training Programmes could not reach upto its desired objective because of poor identification of the Trainees. So, impetus should be given in proper understanding of the Psychological aspects of the employee before selecting him for any such Training Programme.....
What say people......... correct me if i m wrong.....
Thanx and Regards:
Suryakant Pandey
PM&IR
TISS, Mumbai
From India, Bangalore
Hi SuryaKant I do agree with you. We need to understand psychology of person before giving any training to him / her. Regards Sujata
From India, Faridabad
From India, Faridabad
Hi Sujatha,
I would like to give a simple suggestion...problem is like a big tree...travel to the roots and to the seed from where the problem orginates..the problem may not be related to giving or not giving training, it can be related to right selection of wrong candidates or compensation, working environment etc but the most important factor is to train the immediate reporting authority first to become a coach if you want get the real benefit of training.
Regards,
Bino
I would like to give a simple suggestion...problem is like a big tree...travel to the roots and to the seed from where the problem orginates..the problem may not be related to giving or not giving training, it can be related to right selection of wrong candidates or compensation, working environment etc but the most important factor is to train the immediate reporting authority first to become a coach if you want get the real benefit of training.
Regards,
Bino
Hey binomathew Thanks for your reply. Mine question is which option would you prefer? Whether you would train a person who leaves you after training or you would not like to train Thanks Sujata
From India, Faridabad
From India, Faridabad
Hi Bino Could you please elaborate why you would like to train a person suppse he / she will leave you after training? Regards Sujata
From India, Faridabad
From India, Faridabad
Dear It may be possible that as one of the alternate :D "ONLY HIRE THE TRAINED EMPLOYEES" with best regards alok goel
From India, Bharat
From India, Bharat
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
Train the trainer ad final1.jpg
Alchemist's Train the Trainer-Cite HR.pdf
Train the trainer.ppt