Dear All,
Company has decided to trained the employee.
The training cost comes to Rs. 70000.00 - 80000.00
The training period is about 4-5 days.
The programs are for senior staffs. Mostly training conducted will be of IIM's program.
please guide me on the training policy for such training program.
regards
RUPALI
From India, Mumbai
5Company has decided to trained the employee.
The training cost comes to Rs. 70000.00 - 80000.00
The training period is about 4-5 days.
The programs are for senior staffs. Mostly training conducted will be of IIM's program.
please guide me on the training policy for such training program.
regards
RUPALI
From India, Mumbai
Dear Rupali,
Please consider the following questions before you nominate your staffs for IIM's Management Development Programme (MDP):
a) Who will be nominated? Why those managers only and not someone else?
b) What is the possibility of nominated employees' remaining in the company for the next 2 years?
c) Will the nominees acquire primary or secondary or tertiary knowledge from this course?
d) What are the Total Training Charges (TTC)? TTC comprises of training fee + travel charges + accommodation charges + CTC of the employees in days for which they were away from the work.
e) The most important part is what would be the ROI on this training? Who will measure and how will you measure? What if the ROI is not attained in certain time span? Will you take disciplinary action for failure to show ROI?
f) Why this training institute only? Why not some other? Have you got carried away more by the brand image of the training institution? Has the company's requirement taken back seat?
g) What alternatives are available for the training? Will some other institute will be able to do the same job at reduced price?
h) What will happen if you deal with freelancer (one who provides the services directly) rather than going through such branded institutions? What is important to the company, certificate from prominent institute or the real change in the organisation?
i) By nominating selected employees for this course, will few other deserving managers get disgruntled? How will you assess these undercurrents of disgruntlement and how will you address this disgruntlement?
j) Do you have past examples of managers taking training courses and calculating the ROI?
k) Will this nomination foster learning culture in the organisation?
Final Comments: - For any training programme, you must be able to measure the ROI. If you fail to do that then it is wastage of organisation's precious resources. If the training is for senior managers then they should accept the accountability for the implementation of learning. Their real seniority lies in this activity. In fact they should go little further and measure Return on Change (ROC) as well.
All the best!
Dinesh V Divekar
Bangalore - 560092
From India, Bangalore
Please consider the following questions before you nominate your staffs for IIM's Management Development Programme (MDP):
a) Who will be nominated? Why those managers only and not someone else?
b) What is the possibility of nominated employees' remaining in the company for the next 2 years?
c) Will the nominees acquire primary or secondary or tertiary knowledge from this course?
d) What are the Total Training Charges (TTC)? TTC comprises of training fee + travel charges + accommodation charges + CTC of the employees in days for which they were away from the work.
e) The most important part is what would be the ROI on this training? Who will measure and how will you measure? What if the ROI is not attained in certain time span? Will you take disciplinary action for failure to show ROI?
f) Why this training institute only? Why not some other? Have you got carried away more by the brand image of the training institution? Has the company's requirement taken back seat?
g) What alternatives are available for the training? Will some other institute will be able to do the same job at reduced price?
h) What will happen if you deal with freelancer (one who provides the services directly) rather than going through such branded institutions? What is important to the company, certificate from prominent institute or the real change in the organisation?
i) By nominating selected employees for this course, will few other deserving managers get disgruntled? How will you assess these undercurrents of disgruntlement and how will you address this disgruntlement?
j) Do you have past examples of managers taking training courses and calculating the ROI?
k) Will this nomination foster learning culture in the organisation?
Final Comments: - For any training programme, you must be able to measure the ROI. If you fail to do that then it is wastage of organisation's precious resources. If the training is for senior managers then they should accept the accountability for the implementation of learning. Their real seniority lies in this activity. In fact they should go little further and measure Return on Change (ROC) as well.
All the best!
Dinesh V Divekar
Bangalore - 560092
From India, Bangalore
Thank a lot Mr. Divekar,
we haven’t started such 5 days program yet. We always have 1-2 days training program, workshop from various training program conducted.
Boss thinks that 1-2 days program may not help employee to develop. Secondly IIM’S is good brand and he feels such programs can help to develop org.
Taking TTC into consideration. I came to understand that if any training program fees which is more than 1 months salary of that particular employee should sign a bond.
If is less than he should not. So on that I feel he should sign only for 1 year.
ROI, yes I also agree with this point. Probably he can give some presentation. In any case it needs to take long time for investment to come.
If you have any agreement or bond so that I can implement it.
Thank you very much for your email.
regards
RUPALI
From India, Mumbai
we haven’t started such 5 days program yet. We always have 1-2 days training program, workshop from various training program conducted.
Boss thinks that 1-2 days program may not help employee to develop. Secondly IIM’S is good brand and he feels such programs can help to develop org.
Taking TTC into consideration. I came to understand that if any training program fees which is more than 1 months salary of that particular employee should sign a bond.
If is less than he should not. So on that I feel he should sign only for 1 year.
ROI, yes I also agree with this point. Probably he can give some presentation. In any case it needs to take long time for investment to come.
If you have any agreement or bond so that I can implement it.
Thank you very much for your email.
regards
RUPALI
From India, Mumbai
Dear Rupali,
I take reference of your above mentioned post. The link is as below:
https://www.citehr.com/508224-traini...#ixzz3FSdaH34H
My comments for few paragraphs are as below:
we haven’t started such 5 days program yet. We always have 1-2 days training program, workshop from various training program conducted. Boss thinks that 1-2 days program may not help employee to develop. Secondly IIM’S is good brand and he feels such programs can help to develop org.
Comments: - It is not the just the number of days that matters. But what matters is whether proper goal statement for any training is defined or not. That is far more important. You may refer my following link:
https://www.citehr.com/498440-how-ca...ml#post2160264
Who says that 1-2 days training programmes do not yield results. If proper pre-training activities are conducted, then it is possible. Recently I conducted training on "Inventory Management". At the end of the training, I had obtained agreement from the participants on implementation of learning. If you wish to refer my post-training report then you may click here:
https://docs.google.com/document/d/1...it?usp=sharing
Secondly, IIM is a good brand. Not that I am against their greatness, nevertheless, let us not forget famous proverb in Marathi "Naav Mothe Lakshan Khote."
Thirdly, by just nominating one or few managers to the MDP, it will develop the organisation is plain assumption. Have you taken survey of the past participants of IIM's training courses and gathered evidence of the organisation development?
Taking TTC into consideration. I came to understand that if any training program fees which is more than 1 months salary of that particular employee should sign a bond.
Comments: - No need to sign a bond as such. Even if you issue proper letter to the manager on the company's letterhead to prove the ROI between 1 year to 2 years is sufficient.
ROI, yes I also agree with this point. Probably he can give some presentation. In any case it needs to take long time for investment to come.
Comments: - Nominated manager, on completion of training should not just give presentation on what knowledge he gained but complete action plan for implementation of learning and thereby attaining 'X'% returns.
If you start issuing letters for the implementation of learning, it will foster culture of accountability in the company. This will bring a big cultural change. Implementation of learning is very difficult for the nominated managers. It requires tremendous maturity to fill the knowledge in the gaps that exist in the current system. I have trained hundreds of managers and I can say that not even 1% have ventured to do it.
My humble suggestion is to hire my training services. At the same cost, I will train your all the managers. I will obtain learning implementation plan from each participant. You may show this correspondence to your "boss". Find out what he says.
All the best!
Dinesh Divekar
From India, Bangalore
I take reference of your above mentioned post. The link is as below:
https://www.citehr.com/508224-traini...#ixzz3FSdaH34H
My comments for few paragraphs are as below:
we haven’t started such 5 days program yet. We always have 1-2 days training program, workshop from various training program conducted. Boss thinks that 1-2 days program may not help employee to develop. Secondly IIM’S is good brand and he feels such programs can help to develop org.
Comments: - It is not the just the number of days that matters. But what matters is whether proper goal statement for any training is defined or not. That is far more important. You may refer my following link:
https://www.citehr.com/498440-how-ca...ml#post2160264
Who says that 1-2 days training programmes do not yield results. If proper pre-training activities are conducted, then it is possible. Recently I conducted training on "Inventory Management". At the end of the training, I had obtained agreement from the participants on implementation of learning. If you wish to refer my post-training report then you may click here:
https://docs.google.com/document/d/1...it?usp=sharing
Secondly, IIM is a good brand. Not that I am against their greatness, nevertheless, let us not forget famous proverb in Marathi "Naav Mothe Lakshan Khote."
Thirdly, by just nominating one or few managers to the MDP, it will develop the organisation is plain assumption. Have you taken survey of the past participants of IIM's training courses and gathered evidence of the organisation development?
Taking TTC into consideration. I came to understand that if any training program fees which is more than 1 months salary of that particular employee should sign a bond.
Comments: - No need to sign a bond as such. Even if you issue proper letter to the manager on the company's letterhead to prove the ROI between 1 year to 2 years is sufficient.
ROI, yes I also agree with this point. Probably he can give some presentation. In any case it needs to take long time for investment to come.
Comments: - Nominated manager, on completion of training should not just give presentation on what knowledge he gained but complete action plan for implementation of learning and thereby attaining 'X'% returns.
If you start issuing letters for the implementation of learning, it will foster culture of accountability in the company. This will bring a big cultural change. Implementation of learning is very difficult for the nominated managers. It requires tremendous maturity to fill the knowledge in the gaps that exist in the current system. I have trained hundreds of managers and I can say that not even 1% have ventured to do it.
My humble suggestion is to hire my training services. At the same cost, I will train your all the managers. I will obtain learning implementation plan from each participant. You may show this correspondence to your "boss". Find out what he says.
All the best!
Dinesh Divekar
From India, Bangalore
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