Your basic problem is with the production unit:
I hope your training program will definitely improve production. Then make a presentation with the fore-casted results i.e increase in production (because of training output) and production as per present criteria. Justify the Production manager with other seniors the role of training to increase production.
Suppose HR think training is needed for production staff and the task will take two month.
If you engage staff for training weekly or daily during working hour, obviously it will reduce production but for only two months. After completion of training, the staff’s output will be increased and definitely production will also increased (basically the training program is made for increasing production output directly or indirectly.). And there will be no change in average production for the year, it may increase but may not decrease.
Further, if the training is not needed for all the staff i.e. it is required for few of them, then make changes in staff working schedule and put someone else in the place of those while training.
So please justify them with your powerful presentation and facts and take the task.
Further clarification welcome
From India, Gurgaon
4I hope your training program will definitely improve production. Then make a presentation with the fore-casted results i.e increase in production (because of training output) and production as per present criteria. Justify the Production manager with other seniors the role of training to increase production.
Suppose HR think training is needed for production staff and the task will take two month.
If you engage staff for training weekly or daily during working hour, obviously it will reduce production but for only two months. After completion of training, the staff’s output will be increased and definitely production will also increased (basically the training program is made for increasing production output directly or indirectly.). And there will be no change in average production for the year, it may increase but may not decrease.
Further, if the training is not needed for all the staff i.e. it is required for few of them, then make changes in staff working schedule and put someone else in the place of those while training.
So please justify them with your powerful presentation and facts and take the task.
Further clarification welcome
From India, Gurgaon
Hi Shijit,
I too have faced same problem, as it was told to me by top mgt to schedule trainingprogram on weekly off. So forcefully all attended the training, but some of has shown disinterest during training and some were saying we have lost one off day.
Management is not allowing to take training during working hours and after working hours employees are not interested and the end result is dissatisfaction of employees.
Regards,
Varsha
From India, Pune
I too have faced same problem, as it was told to me by top mgt to schedule trainingprogram on weekly off. So forcefully all attended the training, but some of has shown disinterest during training and some were saying we have lost one off day.
Management is not allowing to take training during working hours and after working hours employees are not interested and the end result is dissatisfaction of employees.
Regards,
Varsha
From India, Pune
For a manufacturing industry, the work output is more important. But only if the work is done in proper and in a smart way, they can produce more result.
If the training is conducted after work hours, most of them do not concentrate on it and hence there is no purpose of training. It is mere waste of time and also produce negative feedback from the employees.
But if training is given in work times it produces a good result in a few days.
From India, Madras
If the training is conducted after work hours, most of them do not concentrate on it and hence there is no purpose of training. It is mere waste of time and also produce negative feedback from the employees.
But if training is given in work times it produces a good result in a few days.
From India, Madras
Dear Shijit,
This is exactly where we as HR fail to be Business Partners.
Your Operations is the reason why HR exists. They can easily ask you to compromise on the the training hours but will clamp down on you when you take away their productivity hours.
Now I see that you want to ensure that the select employees complete the Quality Management System Training which will only help the participants become much more efficient and productive. If this is not the reason, then please do cancel the program!!!
This is what I request you to do:
1) Find out what are the benefits of this training program
2) Ask the consultants or research the time saved/earned over a period of 6 months post training (for another company)
3) Convert that Time into money i.e figures e.g. 1 hour a day is saved per day, i.e. manufacturing of 4 new items, hence over a period of 120 working days: 480 new items per employee
compared to an investment of 5 days(assumed) X 3 (3 hours = 3 items) =15 items not manufactured
Hence ROI: 480-15 = 465 items
Say for.e.g each item costs: Rs. 10,000: hence increased production : Rs. 46,50,000/-
When you present such numbers, do you think that your management would ever question your training's worthiness or worry about trivial issues as when to do the training?
Think about it!!
Present this to your Operations Management team.
When they see the benefits of doing this, thats when they will agree to working within hours.
If they still order you to conduct it after hours/holidays. You can always tell them that then the participants will not be that interested and will not focus on the programs since they will still be distracted and dis-gruntled!
Regards
Kenneth Lewis
9004038788
From India, Mumbai
This is exactly where we as HR fail to be Business Partners.
Your Operations is the reason why HR exists. They can easily ask you to compromise on the the training hours but will clamp down on you when you take away their productivity hours.
Now I see that you want to ensure that the select employees complete the Quality Management System Training which will only help the participants become much more efficient and productive. If this is not the reason, then please do cancel the program!!!
This is what I request you to do:
1) Find out what are the benefits of this training program
2) Ask the consultants or research the time saved/earned over a period of 6 months post training (for another company)
3) Convert that Time into money i.e figures e.g. 1 hour a day is saved per day, i.e. manufacturing of 4 new items, hence over a period of 120 working days: 480 new items per employee
compared to an investment of 5 days(assumed) X 3 (3 hours = 3 items) =15 items not manufactured
Hence ROI: 480-15 = 465 items
Say for.e.g each item costs: Rs. 10,000: hence increased production : Rs. 46,50,000/-
When you present such numbers, do you think that your management would ever question your training's worthiness or worry about trivial issues as when to do the training?
Think about it!!
Present this to your Operations Management team.
When they see the benefits of doing this, thats when they will agree to working within hours.
If they still order you to conduct it after hours/holidays. You can always tell them that then the participants will not be that interested and will not focus on the programs since they will still be distracted and dis-gruntled!
Regards
Kenneth Lewis
9004038788
From India, Mumbai
Hi Sijit,
I'm working as a trainier with a hospital and we conduct trainings in soft skills and technical skills.
I understand the problem you are going through and i faced the same problem initially when i joined 2 years ago.
But the most important part of me being successful, is that my top management was with me and they were conviced with the fact that Traininigs are important and they will have a long term effect.
What you can do is-
- Take the production team into confidence.
- Change the style of training (What is the style you use?).
- People will never like to work or attend training after work hours, if they do not know what is there in it for them? Other than ISO, do your tarinings promise them anything like an impact on appraisal system etc.
- Finally don't loose heart. Keep trying. Trainings will not have immediate impacts they have to cause impacts during the course of time.
if u would like any other help, pls let me know.
From India, Manipal
I'm working as a trainier with a hospital and we conduct trainings in soft skills and technical skills.
I understand the problem you are going through and i faced the same problem initially when i joined 2 years ago.
But the most important part of me being successful, is that my top management was with me and they were conviced with the fact that Traininigs are important and they will have a long term effect.
What you can do is-
- Take the production team into confidence.
- Change the style of training (What is the style you use?).
- People will never like to work or attend training after work hours, if they do not know what is there in it for them? Other than ISO, do your tarinings promise them anything like an impact on appraisal system etc.
- Finally don't loose heart. Keep trying. Trainings will not have immediate impacts they have to cause impacts during the course of time.
if u would like any other help, pls let me know.
From India, Manipal
Hi
Greetings
Some more findings on training from my side - this is for soft skills training only
For all of us, the process of learning reminds us of school -we walk to school, but run home because we do not like school but like our home (applicable to most of our countrymen, except for a small minority which loves school because of the love/interest there)
So training and learning is approached with disgust, revulsion and other negative emotions
To have effective learning /training the atmosphere should be more of home atmosphere - home discipline; some of the fast and also stray thoughts that come to my mind are (I know you will not agree with all the points, but it is once again a case of situational management )
A) Convert the production manager, your top management to the concept that training and learning leads to lifelong improvement – they should mentor you, the training dept., they should design the course content
B) Evaluation of training - the emotional effect , maturity level after training - how are you going to measure these – agree on this beforehand as we engineers believe more in data collection and measurement stuff
C) The participant should look forward to training - we normally recommend putting up the trainer’s profile near the canteen along with the program and also the “carry- aways” from the program; Individual invitation is send by the trainer through email, but calling up on mobile is preferred
D) The batch size should be 17 to max.20 participants
E) A good training program should be conducted within the campus, at a place which is a minimum of 200 meters away from the normal work spot
F) Timing of the training – depends on your culture, sugar coatings offered, - basically your call
1) Trainer should be an outsider - a friend who has come to our home and whose opinion we value because of his outside experience which we can learn and apply in our own field from the next moment. LKG and KG kids bond and obey the outside teacher when compared to the parents with whom they have spent so much time
2) Trainer should preferably be a lady for a training class which is predominantly male – have found this very effective, but am not able to explain logically – possible explanation is in the emotional plane of the facilitator and the participants. A lady trainer for a class of lady participants is normally a disaster (with exceptions of course)
3) Training should be mandatory for promotion
4) To reduce costs training can be online; the content development should create curiosity and interest; at the end of 30 minutes questions to be answered on line; questions should be generated at random from a pool of questions; the participants can undergo the course at a time of his convenience, but within the time frame of the week or month
5) Finally, “what new thing I can learn so that my life style improves, family life style improves, in what way I can advise my kids, what the personal benefit is” should be the direction of training – changing a participant and betterment of his life at home will lead to an improvement in professional life (learn from Japan what we seem to be forgetting – Family should be priority no. 1)
From India, Gurgaon
Greetings
Some more findings on training from my side - this is for soft skills training only
For all of us, the process of learning reminds us of school -we walk to school, but run home because we do not like school but like our home (applicable to most of our countrymen, except for a small minority which loves school because of the love/interest there)
So training and learning is approached with disgust, revulsion and other negative emotions
To have effective learning /training the atmosphere should be more of home atmosphere - home discipline; some of the fast and also stray thoughts that come to my mind are (I know you will not agree with all the points, but it is once again a case of situational management )
A) Convert the production manager, your top management to the concept that training and learning leads to lifelong improvement – they should mentor you, the training dept., they should design the course content
B) Evaluation of training - the emotional effect , maturity level after training - how are you going to measure these – agree on this beforehand as we engineers believe more in data collection and measurement stuff
C) The participant should look forward to training - we normally recommend putting up the trainer’s profile near the canteen along with the program and also the “carry- aways” from the program; Individual invitation is send by the trainer through email, but calling up on mobile is preferred
D) The batch size should be 17 to max.20 participants
E) A good training program should be conducted within the campus, at a place which is a minimum of 200 meters away from the normal work spot
F) Timing of the training – depends on your culture, sugar coatings offered, - basically your call
1) Trainer should be an outsider - a friend who has come to our home and whose opinion we value because of his outside experience which we can learn and apply in our own field from the next moment. LKG and KG kids bond and obey the outside teacher when compared to the parents with whom they have spent so much time
2) Trainer should preferably be a lady for a training class which is predominantly male – have found this very effective, but am not able to explain logically – possible explanation is in the emotional plane of the facilitator and the participants. A lady trainer for a class of lady participants is normally a disaster (with exceptions of course)
3) Training should be mandatory for promotion
4) To reduce costs training can be online; the content development should create curiosity and interest; at the end of 30 minutes questions to be answered on line; questions should be generated at random from a pool of questions; the participants can undergo the course at a time of his convenience, but within the time frame of the week or month
5) Finally, “what new thing I can learn so that my life style improves, family life style improves, in what way I can advise my kids, what the personal benefit is” should be the direction of training – changing a participant and betterment of his life at home will lead to an improvement in professional life (learn from Japan what we seem to be forgetting – Family should be priority no. 1)
From India, Gurgaon
Dear Shitij,
Your passion for training & thus developing human resources is very much visible.
As suggested by some, conduct technical training sessions during working hours & as soft skills sessions can be made really interesting, can be conducted in the morning time, extending the work time to normal timeline, this would also help women who have problems to reach late at home, to avail cab facilities & all, if given in your companies rather than managing on their own.
Furthermore, I believe, rather than keeping trainings on holidays (which everyone crib for), keep it before working hours (soft skills), & not 3 days a week-one hour each day, finish it in one day, reduce the lunch time, & extend working hour for 2 days to recover the production loss.
Regards
From India, Delhi
Your passion for training & thus developing human resources is very much visible.
As suggested by some, conduct technical training sessions during working hours & as soft skills sessions can be made really interesting, can be conducted in the morning time, extending the work time to normal timeline, this would also help women who have problems to reach late at home, to avail cab facilities & all, if given in your companies rather than managing on their own.
Furthermore, I believe, rather than keeping trainings on holidays (which everyone crib for), keep it before working hours (soft skills), & not 3 days a week-one hour each day, finish it in one day, reduce the lunch time, & extend working hour for 2 days to recover the production loss.
Regards
From India, Delhi
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