Friends,
I am faced with a problem.
My company is into Manufacturing industry. As a part of Quality Management System requirement we are expected to conduct regular training programmes to update the skills and knowledge levels of our employees. So far we have been conducting training programmes during working hours. The employees (in different groups) are pulled from the work floor to attend these training sessions. We have three hours of training programme per week. Recently HR got feed back from the production Manager that training programme during working hours is causing loss of manpowers resulting in low production. The pressure from Production was so strong that we had to take up the matter with the top management. Now it has decided to conduct training after working hours or during holidays.
The point here is the trainees show less interest in training participation and raises lots of complaints as many women staff face problem in getting back home late. Personally I do feel that the attitude towards training from employees part has reduced drastically. I tried my best to convince the top and the production people that the loss of manpowers due to the training is only a short term phenomenon but will have greater positive results in the long term. But I was not able to strengthen my points with facts, where as production people better able to convince the top with facts and figures with the loss of production.
Currently the HR feel that the training programme has reduced to merely an act of producing records for training instead of skill development.
I wish to know what is the general practice that is followed in the manufacturing industries about the timing of training programmes. What do you think about the timing of training? To have training during working hours? or holidays/after working hours?
Please post your opinions....
What are the practices you follow in your own organisations?
Do you have any other alternatives to suggest...?
Regards,
shijit.
From India, Kochi
122I am faced with a problem.
My company is into Manufacturing industry. As a part of Quality Management System requirement we are expected to conduct regular training programmes to update the skills and knowledge levels of our employees. So far we have been conducting training programmes during working hours. The employees (in different groups) are pulled from the work floor to attend these training sessions. We have three hours of training programme per week. Recently HR got feed back from the production Manager that training programme during working hours is causing loss of manpowers resulting in low production. The pressure from Production was so strong that we had to take up the matter with the top management. Now it has decided to conduct training after working hours or during holidays.
The point here is the trainees show less interest in training participation and raises lots of complaints as many women staff face problem in getting back home late. Personally I do feel that the attitude towards training from employees part has reduced drastically. I tried my best to convince the top and the production people that the loss of manpowers due to the training is only a short term phenomenon but will have greater positive results in the long term. But I was not able to strengthen my points with facts, where as production people better able to convince the top with facts and figures with the loss of production.
Currently the HR feel that the training programme has reduced to merely an act of producing records for training instead of skill development.
I wish to know what is the general practice that is followed in the manufacturing industries about the timing of training programmes. What do you think about the timing of training? To have training during working hours? or holidays/after working hours?
Please post your opinions....
What are the practices you follow in your own organisations?
Do you have any other alternatives to suggest...?
Regards,
shijit.
From India, Kochi
Friends, I wish if i could get some comments from you regarding the above post. regards, shijit.
From India, Kochi
From India, Kochi
Hi Shijit,
I think this is very universal problem faced by all the manufacturing units. You can try the option what i tried in one of the assignments in the manufacturing unit. I studied about the working pattern and found that it was very difficult to pull out people for the training programmes stretching for the entire day or two. Instead with consensus with management we decided on time when the people were relatively free for two three hours and accordingly completed topics on time management, communication etc. Each module was completed in a pattern of 2hours a day thrice a week.
You can try this out at your workplace. This is very effective as the trainer is in touch with the participants very often and it becomes easy to drive down a point over and over again.
Regards,
Deepali
From China
I think this is very universal problem faced by all the manufacturing units. You can try the option what i tried in one of the assignments in the manufacturing unit. I studied about the working pattern and found that it was very difficult to pull out people for the training programmes stretching for the entire day or two. Instead with consensus with management we decided on time when the people were relatively free for two three hours and accordingly completed topics on time management, communication etc. Each module was completed in a pattern of 2hours a day thrice a week.
You can try this out at your workplace. This is very effective as the trainer is in touch with the participants very often and it becomes easy to drive down a point over and over again.
Regards,
Deepali
From China
Thanks Deepali for your comments.
Our plan also was similar one that you mentioned. Earlier we use conduct sessions with 1 to 2 hrs duration twice a week. But Now its changed to outside working hours and holidays. They are not willing to send people for training during working hours. Currently I am left with a choice of conducting training on holidays and after working hours. And I dont get a good response from trainees in terms of their attitude and participation.
Regards,
shijit.
From India, Kochi
Our plan also was similar one that you mentioned. Earlier we use conduct sessions with 1 to 2 hrs duration twice a week. But Now its changed to outside working hours and holidays. They are not willing to send people for training during working hours. Currently I am left with a choice of conducting training on holidays and after working hours. And I dont get a good response from trainees in terms of their attitude and participation.
Regards,
shijit.
From India, Kochi
Dear Shijit , The concern raised by you is not only restricted to Mfg Industry but its prevelent across most of the industries. Similar kind of problem we faced during our Training sessions. We being a value driven , Service oriented private sector company. While we tried to analyse ..we found lots of perceptions / opinion of ppl... Just thought to share with all of you here so that we can also expand the scope for further discussion.
1. Training Programs are conducted without actual Training need Identification. Every one is eager to learn " What is there for me ? " . If he/she finds something worth for their developement then only the intereset level increases.
2. Training Programs are conducted, Because MY HR feels that the program is essential for me. What is needed for my skills enhancement against job specification is not being even discussed with me.
3. Too much of General Phylosophy , MACRO Or Strategic thinking picture to those who are very much involved into transactional nature jobs.
4. Training programmes are squeezed to the extent of late night , in order to save cost and to avoid schedule is met in decided timilines.
5. Trainers Not from the desired domain, trying to apply one logic to all kind of problems.
and few more..
-----
These were some outcomes while we tried to get into the depth of lesser interest level apart from regular Human behaviour..
From India, Mumbai
1. Training Programs are conducted without actual Training need Identification. Every one is eager to learn " What is there for me ? " . If he/she finds something worth for their developement then only the intereset level increases.
2. Training Programs are conducted, Because MY HR feels that the program is essential for me. What is needed for my skills enhancement against job specification is not being even discussed with me.
3. Too much of General Phylosophy , MACRO Or Strategic thinking picture to those who are very much involved into transactional nature jobs.
4. Training programmes are squeezed to the extent of late night , in order to save cost and to avoid schedule is met in decided timilines.
5. Trainers Not from the desired domain, trying to apply one logic to all kind of problems.
and few more..
-----
These were some outcomes while we tried to get into the depth of lesser interest level apart from regular Human behaviour..
From India, Mumbai
Training that is related to a specific skill i.e. "How to operate new machine", should be done during normal working hours as the individual cannot get this training anywhere else and is essentially one of the core skills to get the job done.
Training related to soft skills, i.e. attitude, personality development, behavioral issues, etc. should and can be done after hours, weekends and or holidays. The attention span of the trainees at the times mentioned is very short and thus the length should be minimised.
There are skills that any employee must develop for his continued development and thus continuing value to the company and these should include the employee's contribution of his/her time to the process. The company may provide some incentives for the time taken such as lunch, transportation etc.
In our company we made all such training voluntary, and those who participated gained points and were eligible for consideration before those who didn't. i.e. computer training across the company provided opportunity for employees who participated when vacancies arose.
Raineldo Guerrero
From Belize
Training related to soft skills, i.e. attitude, personality development, behavioral issues, etc. should and can be done after hours, weekends and or holidays. The attention span of the trainees at the times mentioned is very short and thus the length should be minimised.
There are skills that any employee must develop for his continued development and thus continuing value to the company and these should include the employee's contribution of his/her time to the process. The company may provide some incentives for the time taken such as lunch, transportation etc.
In our company we made all such training voluntary, and those who participated gained points and were eligible for consideration before those who didn't. i.e. computer training across the company provided opportunity for employees who participated when vacancies arose.
Raineldo Guerrero
From Belize
Training is a must, especially in the manufacturing sector. In order to be competitive in any field, trained workmen / staff is a valuable asset.
Hence, after a day of long work, if you are going to retain employees for
training, stress of employees will be high and the result will be negative and the amount spent on T & D is a waste.
Hence, your production department has to plan the target taking into
consideration 2 days absent/leave and 1 day for training every month for
each employee,
You have to convince the production dept / top management that we will
be no where if employee work knowledge depletes day by day.
regards
From India, Madras
Hence, after a day of long work, if you are going to retain employees for
training, stress of employees will be high and the result will be negative and the amount spent on T & D is a waste.
Hence, your production department has to plan the target taking into
consideration 2 days absent/leave and 1 day for training every month for
each employee,
You have to convince the production dept / top management that we will
be no where if employee work knowledge depletes day by day.
regards
From India, Madras
hello everyone,
i was reassigned to a new position, i am now a call center supervisor and i am facing new challenges. i am having a hard time on shiftings, call center agents' work evaluation. please send me articles that can help me. thank you..
From Philippines, Makati
i was reassigned to a new position, i am now a call center supervisor and i am facing new challenges. i am having a hard time on shiftings, call center agents' work evaluation. please send me articles that can help me. thank you..
From Philippines, Makati
Hi friend,
Different perceptions you shared are very much true and i feel many of them are general perception in all companies. I think HR in modern time has a big challenge to take the concept of training and Development to new paradigm.
From just a training programme to the Real skill & Knowledge development exercise
From one single exercise to Ongoing and Continual exercise.
From HR activity/requirement to Organisational activity/requirement.
As such now looks like Training is the sole responsibility of HR. But if the entire organisation doesn't feel the main objective of training as long term skill development which ultimately results in the Organisational Development, Training and Development exercises initiated by HR will continue to remain a calender activity.
I think there is great challenge before all of us.
Thanks for all other members sharing their opinions.
Regards,
shijit.
From India, Kochi
Different perceptions you shared are very much true and i feel many of them are general perception in all companies. I think HR in modern time has a big challenge to take the concept of training and Development to new paradigm.
From just a training programme to the Real skill & Knowledge development exercise
From one single exercise to Ongoing and Continual exercise.
From HR activity/requirement to Organisational activity/requirement.
As such now looks like Training is the sole responsibility of HR. But if the entire organisation doesn't feel the main objective of training as long term skill development which ultimately results in the Organisational Development, Training and Development exercises initiated by HR will continue to remain a calender activity.
I think there is great challenge before all of us.
Thanks for all other members sharing their opinions.
Regards,
shijit.
From India, Kochi
We are into service industry, where people are required on the spot to handle customers and business, cant think of moving anyone from the routine operations. Whenver mass training conducts, we do on week off day, it all upto convincing the employees about the requirement of the training, we never faced any problem from emplyees.
From India
From India
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