Which are the most popular corporate training program which every corporate must adopt, in order to increase the motivation , productivity, and enhance the skills of workforce with respect to all the department and levels. also the budget and time .
From India, Mumbai
1From India, Mumbai
Dear Anjum,
Employee training is conducted in order to enhance the productivity. This productivity in turn improves the customer satisfaction or business volume as a whole. Therefore, the real need of the organisation is to improve the "productivity", without bothering about "popularity".
In Indian political scenario it is often said that good economics may not be good politics. Good economics demands removal subsidies or improve the fiscal discipline. In contrast good politics demands launching popular schemes to placate certain section of society in order to gain more vote share.
Training and learning both are intellectual activities. "Popular" learning activity would be conducting any training programme that does not demand stretching the brain of the participants. Popular training programmes give relief to the participants from the routine grind or their hectic work life.
In contrast, "Productivity" oriented training programmes might require thrusting the knowledge on the head of the participants, whether h/she likes it or not. While "Popular" training programmes may stop at taking the feedback of the training programme at the end, the "Productivity" oriented programmes demand measurement of positive change in the operations of that department's activities. If there is no change, then it may merit taking participant on task for failing the training programme.
Therefore, decide first which direction would you like to choose. Either you can have "popular" training programmes or "productivity" oriented ones. Both at a time is not possible. It appears that you have some misgivings about the concept of the employee training. You may click the following link to read my exhaustive reply on the previous post:
https://www.citehr.com/523786-traini...oft-skill.html
Thanks,
Dinesh Divekar
From India, Bangalore
Employee training is conducted in order to enhance the productivity. This productivity in turn improves the customer satisfaction or business volume as a whole. Therefore, the real need of the organisation is to improve the "productivity", without bothering about "popularity".
In Indian political scenario it is often said that good economics may not be good politics. Good economics demands removal subsidies or improve the fiscal discipline. In contrast good politics demands launching popular schemes to placate certain section of society in order to gain more vote share.
Training and learning both are intellectual activities. "Popular" learning activity would be conducting any training programme that does not demand stretching the brain of the participants. Popular training programmes give relief to the participants from the routine grind or their hectic work life.
In contrast, "Productivity" oriented training programmes might require thrusting the knowledge on the head of the participants, whether h/she likes it or not. While "Popular" training programmes may stop at taking the feedback of the training programme at the end, the "Productivity" oriented programmes demand measurement of positive change in the operations of that department's activities. If there is no change, then it may merit taking participant on task for failing the training programme.
Therefore, decide first which direction would you like to choose. Either you can have "popular" training programmes or "productivity" oriented ones. Both at a time is not possible. It appears that you have some misgivings about the concept of the employee training. You may click the following link to read my exhaustive reply on the previous post:
https://www.citehr.com/523786-traini...oft-skill.html
Thanks,
Dinesh Divekar
From India, Bangalore
Dear Anjum,
I agree with Mr. Dinesh that "Either you can have "popular" training programmes or "productivity" oriented ones. Both at a time is not possible. It appears that you have some misgivings about the concept of the employee training."
When it comes to corporate training, please refer to the topic above.
As far as I know, the most popular corporate training program which every corporate must adopt is onboarding process. But it's only for new hires!
To increase employee motivation and productivity, you may want to read more about employee engagement and find some suitable ways to implement.
From Vietnam, Hanoi
I agree with Mr. Dinesh that "Either you can have "popular" training programmes or "productivity" oriented ones. Both at a time is not possible. It appears that you have some misgivings about the concept of the employee training."
When it comes to corporate training, please refer to the topic above.
As far as I know, the most popular corporate training program which every corporate must adopt is onboarding process. But it's only for new hires!
To increase employee motivation and productivity, you may want to read more about employee engagement and find some suitable ways to implement.
From Vietnam, Hanoi
Hi!
Training of employees is one of the several functions that HR is mandated to perform in every organization. In the olden days, companies would usually do the so-called TNA (training needs analysis) to be able to determine the type or specific kind of topic/ course that HR would prioritize and submit for funding/ budget year on year.
But many HR practitioners have realized that those who have stayed in a company for several years have experienced some kind of "overtraining" syndrome and get tired of attending them, esp when the topics/ courses are NOT relevant to the work that employees perform.
One strategy to prevent an "overtraining syndrome" is to implement a "gap analysis" prior to the development of any training program/ course for a company. Gap Analysis refers to the determination of the gap/s between an "employee's personal competency profile" versus his "job competency profile" requirement.
Competency profiling for both employee and the job is a pre-requisite to the conduct of Gap Analysis. The mismatch (whether simply on the degree level and/ or the absence of a required job competency) between the personal competency profile and that of the job competency requirement is the basis for any training that an employee will have to undergo.
Best regards.
From Philippines, Parañaque
Training of employees is one of the several functions that HR is mandated to perform in every organization. In the olden days, companies would usually do the so-called TNA (training needs analysis) to be able to determine the type or specific kind of topic/ course that HR would prioritize and submit for funding/ budget year on year.
But many HR practitioners have realized that those who have stayed in a company for several years have experienced some kind of "overtraining" syndrome and get tired of attending them, esp when the topics/ courses are NOT relevant to the work that employees perform.
One strategy to prevent an "overtraining syndrome" is to implement a "gap analysis" prior to the development of any training program/ course for a company. Gap Analysis refers to the determination of the gap/s between an "employee's personal competency profile" versus his "job competency profile" requirement.
Competency profiling for both employee and the job is a pre-requisite to the conduct of Gap Analysis. The mismatch (whether simply on the degree level and/ or the absence of a required job competency) between the personal competency profile and that of the job competency requirement is the basis for any training that an employee will have to undergo.
Best regards.
From Philippines, Parañaque
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PPC Popular Programmes.doc