hi ,, I would like to know how to implement training programs to reduce high employees turnover
From United Arab Emirates, Dubai
From United Arab Emirates, Dubai
The biggest lever to push for reducing employee turnover is manager/supervisor skills. Most people leave their organization because of their relationship with their immediate boss.
So, effective and practical training in management/supervision skills is mandatory for keeping employees engaged and staying with your organization.
Skills to include in the training include:
-setting goals and objectives
-delegating tasks
-giving and receiving feedback
-conducting meetings
-resolving conflict
Notice how each of the stated skills is action-based, saying what the manager needs to be able to do. Many management programs are mostly about filling the participants’ heads with knowledge. The trouble is, when they get back to the job they don’t know how to apply what they have learned –and their people keep leaving.
So, build lots of practice into the training programs and build in back in the workplace support for your managers and supervisors. You can check out the training management section of my website for more information on making your
training programs effective
Les Allan
Author: From Training to Enhanced Workplace Performance
www.businessperform.com
From Australia, Glen Waverley
7So, effective and practical training in management/supervision skills is mandatory for keeping employees engaged and staying with your organization.
Skills to include in the training include:
-setting goals and objectives
-delegating tasks
-giving and receiving feedback
-conducting meetings
-resolving conflict
Notice how each of the stated skills is action-based, saying what the manager needs to be able to do. Many management programs are mostly about filling the participants’ heads with knowledge. The trouble is, when they get back to the job they don’t know how to apply what they have learned –and their people keep leaving.
So, build lots of practice into the training programs and build in back in the workplace support for your managers and supervisors. You can check out the training management section of my website for more information on making your
training programs effective
Les Allan
Author: From Training to Enhanced Workplace Performance
www.businessperform.com
From Australia, Glen Waverley
Hi...I have just joined this forum and im looking out for training or induction programs for specifically a reseach firm..
From India, Pune
From India, Pune
Hi Deepa,
We are a leading learning solutions company. If you could send me more information on the objective and details about the target segment, we can help in building a specialized module to suit your vertical. We have a very strong content development team comprising of Instructional Designers, Content Writers, Graphic and Intergrators.
Thanks & Regards
B. Rajesh
9820019208
From India, Mumbai
We are a leading learning solutions company. If you could send me more information on the objective and details about the target segment, we can help in building a specialized module to suit your vertical. We have a very strong content development team comprising of Instructional Designers, Content Writers, Graphic and Intergrators.
Thanks & Regards
B. Rajesh
9820019208
From India, Mumbai
Thank you so much..Appreciate your immediate reply..We already have some basic modules in place both in training and induction for researchers.Im looking out for more innovative programs which can enhance the researchers capabilities..also if you could help me with a training need assessment form...im a training co ordinator and this is my first job :unsure:
From India, Pune
From India, Pune
Bruce Joyce carefully measured at Columbia University the actual effectiveness of training i.e. the transfer of learning from the workshop to the workplace to be in almost all cases less than 13%.
Tom Lambert comments: If Training is to play the role which only it can play in today's excellence-driven environment of business, it must be:
- Based on effective and accurate needs analysis, subject to the precisely determined requirements of the Strategic Business Plan.
- Subject to objectives which are the expression of specific, quantifiable, observable, and predetermined outcomes.
- Designed to ensure full transfer, from the training situation to the workplace.
- Conducted by experienced top class professionals in a manner which makes a significant contribution to developing a dedicated learning community throughout the workforce.
- Routinely measured, not once, but on an ongoing basis, to ensure that the knowledge is appropriately applied consistently at the workplace.
- Subject to the equitable availability of tangible or intangible rewards for consistent high performance.
- Able to demonstrate quantitatively a significant contribution to the achievement of the Business Plan.
Is this a tough ask? Try MAGIC:icon1:. People development dynamics is tough business and not a quick-fix. Retaining them is possible but equally difficult business.
Hope this is food for thought.
Floyd
Mentors and Business Coaches International (India Operations)
W. www.mbcint.com
E. [IMG]https://www.citehr.com/misc.php?do=email_dev&email=ZmxveWRAbWJjaW50LmNvbQ ==[/IMG]
T. +91 80 25461327
Tom Lambert comments: If Training is to play the role which only it can play in today's excellence-driven environment of business, it must be:
- Based on effective and accurate needs analysis, subject to the precisely determined requirements of the Strategic Business Plan.
- Subject to objectives which are the expression of specific, quantifiable, observable, and predetermined outcomes.
- Designed to ensure full transfer, from the training situation to the workplace.
- Conducted by experienced top class professionals in a manner which makes a significant contribution to developing a dedicated learning community throughout the workforce.
- Routinely measured, not once, but on an ongoing basis, to ensure that the knowledge is appropriately applied consistently at the workplace.
- Subject to the equitable availability of tangible or intangible rewards for consistent high performance.
- Able to demonstrate quantitatively a significant contribution to the achievement of the Business Plan.
Is this a tough ask? Try MAGIC:icon1:. People development dynamics is tough business and not a quick-fix. Retaining them is possible but equally difficult business.
Hope this is food for thought.
Floyd
Mentors and Business Coaches International (India Operations)
W. www.mbcint.com
E. [IMG]https://www.citehr.com/misc.php?do=email_dev&email=ZmxveWRAbWJjaW50LmNvbQ ==[/IMG]
T. +91 80 25461327
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