Hi all,
I am new to this and just need ideas on what type of binding factors could be created for individuals who receive training at the organization's expense. The cost of training could range from as low as 5000 rupees and increase from there. Any ideas would be appreciated as this is kind of urgent.
Thank you.
From Nepal, Kathmandu
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I am new to this and just need ideas on what type of binding factors could be created for individuals who receive training at the organization's expense. The cost of training could range from as low as 5000 rupees and increase from there. Any ideas would be appreciated as this is kind of urgent.
Thank you.
From Nepal, Kathmandu
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Dear Mount Everest,
For training to be successful, conduct a survey of the skills of the participants before the program. Design the training program to focus on building specific skills, inform the participants that their performance will be assessed based on certain parameters after a period of time, and then evaluate their performance.
You can penalize non-performing participants or employees whose performance remains below the expected standard even after the training.
I conducted a training session on "E-mail Etiquette" for an IT company. The training was attended by a total of 51 employees in three batches. After one month, I distributed a post-training evaluation questionnaire. The Team Leaders of the participants certified all participants except one.
For the participant who did not meet expectations, a re-evaluation of their skills was carried out. Unfortunately, even in the re-evaluation, she did not meet the required standards.
The Managing Director of the company instructed me to calculate the total cost of the training, which included my training fees, a day's salary for each of the 51 participants, and other expenses. He calculated the total training cost per participant and directed to deduct these charges from her salary.
Aside from the salary deduction, the negative impact of having one's salary reduced serves as a significant deterrent.
You may consider implementing a similar approach in your organization as well.
Regards,
Dinesh V Divekar
Management, Soft Skills, and Behavioral Training Consultant
dineshdivekar(at)yahoo.com
From India, Bangalore
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8035For training to be successful, conduct a survey of the skills of the participants before the program. Design the training program to focus on building specific skills, inform the participants that their performance will be assessed based on certain parameters after a period of time, and then evaluate their performance.
You can penalize non-performing participants or employees whose performance remains below the expected standard even after the training.
I conducted a training session on "E-mail Etiquette" for an IT company. The training was attended by a total of 51 employees in three batches. After one month, I distributed a post-training evaluation questionnaire. The Team Leaders of the participants certified all participants except one.
For the participant who did not meet expectations, a re-evaluation of their skills was carried out. Unfortunately, even in the re-evaluation, she did not meet the required standards.
The Managing Director of the company instructed me to calculate the total cost of the training, which included my training fees, a day's salary for each of the 51 participants, and other expenses. He calculated the total training cost per participant and directed to deduct these charges from her salary.
Aside from the salary deduction, the negative impact of having one's salary reduced serves as a significant deterrent.
You may consider implementing a similar approach in your organization as well.
Regards,
Dinesh V Divekar
Management, Soft Skills, and Behavioral Training Consultant
dineshdivekar(at)yahoo.com
From India, Bangalore
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