Hello,
In this competitive edge, we HR professionals understand the importance of Training and Development function in the Industries, but some companies (even though it's multinationals) don't understand the importance of training for enhancing required employee skills and development.
This is a challenge for HR in many companies. These companies have training budget, but the management don't have time to utilise the budget effectively, or don't want to spend money for training.
Kindly give your valuable inputs to overcome this challenge.
Thanks in advance.
From India, Bharuch
3In this competitive edge, we HR professionals understand the importance of Training and Development function in the Industries, but some companies (even though it's multinationals) don't understand the importance of training for enhancing required employee skills and development.
This is a challenge for HR in many companies. These companies have training budget, but the management don't have time to utilise the budget effectively, or don't want to spend money for training.
Kindly give your valuable inputs to overcome this challenge.
Thanks in advance.
From India, Bharuch
Dear Vishal,
This happens because mere HR understanding the requirement of training is not sufficient. For this your top management also should understand. But then how can they understand the importance of training?
For this HR first needs to work out revenue leakage because of skill shortages, attrition etc. Just yesterday, I had visited one of the companies. In my cursory visit, it emerged that since the warehouse staff was committing mistakes in order picking, they were losing Rs 5,000/- per day.
Now the target is how to reduce this revenue leakage? HR should present the case for training in the form of business case. Management will accept it then only.
The other methods of calculation of costs are scrap generated, rework, excess hours of work or operations, machine downtime, workers remain idle etc.
Large number of times I found even senior HR managers were not aware of this revenue leakage. When they talked to me or called the first question they asked was how do I conduct the training, do my training has games, is the training interactive etc. Not many HRs asked me whether my training will help in reducing the cost! This lack of commercial sense amongst HR is a major challenge.
Ok...
Dinesh V Divekar
Beware of false knowledge; it is more dangerous than ignorance.
From India, Bangalore
This happens because mere HR understanding the requirement of training is not sufficient. For this your top management also should understand. But then how can they understand the importance of training?
For this HR first needs to work out revenue leakage because of skill shortages, attrition etc. Just yesterday, I had visited one of the companies. In my cursory visit, it emerged that since the warehouse staff was committing mistakes in order picking, they were losing Rs 5,000/- per day.
Now the target is how to reduce this revenue leakage? HR should present the case for training in the form of business case. Management will accept it then only.
The other methods of calculation of costs are scrap generated, rework, excess hours of work or operations, machine downtime, workers remain idle etc.
Large number of times I found even senior HR managers were not aware of this revenue leakage. When they talked to me or called the first question they asked was how do I conduct the training, do my training has games, is the training interactive etc. Not many HRs asked me whether my training will help in reducing the cost! This lack of commercial sense amongst HR is a major challenge.
Ok...
Dinesh V Divekar
Beware of false knowledge; it is more dangerous than ignorance.
From India, Bangalore
Dear Sir,
Thank you very much for your reply and your valuable inputs for this post.
I completely agree with your approach towards Training.
Yes, we HR must do that exercise first and treat training like a business in the industry.
Sir, we know this and keep this somewhere in the mind, but only we must have to be very positive and try till the management gets convinced and develop the learning culture.
In our company, even though it is very good MNC world wide, our unit in India had some personnel functions and didn't have HR implemented before one year and hence, we implemented the same almost, but we took one year to develop the culture of Training & Development in the company, yet to be effective for the same.
Thanks once again.
Regards,
Vishal
From India, Bharuch
Thank you very much for your reply and your valuable inputs for this post.
I completely agree with your approach towards Training.
Yes, we HR must do that exercise first and treat training like a business in the industry.
Sir, we know this and keep this somewhere in the mind, but only we must have to be very positive and try till the management gets convinced and develop the learning culture.
In our company, even though it is very good MNC world wide, our unit in India had some personnel functions and didn't have HR implemented before one year and hence, we implemented the same almost, but we took one year to develop the culture of Training & Development in the company, yet to be effective for the same.
Thanks once again.
Regards,
Vishal
From India, Bharuch
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