HI
I am working as HR Exec in an software MNC, our organisation strength is close to 620 now. We will be having a considerable batch size of bench resources who got out of project, and they will at least be idle for 15 to 20 days. Is there any way to keep them engaged And also please suggest any idea how to have associates report to a training program within the scheduled time as always there will be a delay of 15-20min...
From India, Hyderabad
I am working as HR Exec in an software MNC, our organisation strength is close to 620 now. We will be having a considerable batch size of bench resources who got out of project, and they will at least be idle for 15 to 20 days. Is there any way to keep them engaged And also please suggest any idea how to have associates report to a training program within the scheduled time as always there will be a delay of 15-20min...
From India, Hyderabad
Dear Sadhus,
If they will be idle for 15-20 days, then you may ask them how they would like to fill this time gap productively? Let them brainstorm and come up with their own solution. Hope they are all software engineers, therefore graduates in Engineering.
Secondly, large number of soft skills can be learnt on one's own. There is no need to "teach" as such. As such they are engineers and their IQ level supposed to be high. Self-learning is always best learning. You may identify top 5 behaviour competencies and tell them to master these in 15 days. Let them refer any book or web resources on their own. Knowledge of following competencies can be acquired on one's own:
a) Listening Skills
b) Questioning skills
c) Decision making skills
d) Conflict handling skills
e) How to give feedback and how to receive feedback
f) Interpersonal skills (with emphasis on how to criticise and how to accept criticism)
On 15th day or so, you may conduct their test to know to what extent they have mastered these competencies. Even if they have theoretical understanding of any competency, it is more than sufficient. They may put on use this theoretical knowledge when their projects start.
Alternatively, you may tell them to go through Stephen Covey's book on 7 Habits. Conduct the test for each habit. Trust me, if they master these habits, they will bring big cultural change in the organisation as change in their behaviour will be quite perceptible. But do not just tell them to "read". You must conduct test. Else nobody will show interest in mastering anything.
Secondly, through this method, you will be able to foster learning culture in the organisation. This is far more important. However, to do all this you should be competent enough to handle this. Lest it may do more damage than good.
If you adopt this route, you will find that you have saved lot of resources in training them.
All the best!
Dinesh V Divekar
From India, Bangalore
7879If they will be idle for 15-20 days, then you may ask them how they would like to fill this time gap productively? Let them brainstorm and come up with their own solution. Hope they are all software engineers, therefore graduates in Engineering.
Secondly, large number of soft skills can be learnt on one's own. There is no need to "teach" as such. As such they are engineers and their IQ level supposed to be high. Self-learning is always best learning. You may identify top 5 behaviour competencies and tell them to master these in 15 days. Let them refer any book or web resources on their own. Knowledge of following competencies can be acquired on one's own:
a) Listening Skills
b) Questioning skills
c) Decision making skills
d) Conflict handling skills
e) How to give feedback and how to receive feedback
f) Interpersonal skills (with emphasis on how to criticise and how to accept criticism)
On 15th day or so, you may conduct their test to know to what extent they have mastered these competencies. Even if they have theoretical understanding of any competency, it is more than sufficient. They may put on use this theoretical knowledge when their projects start.
Alternatively, you may tell them to go through Stephen Covey's book on 7 Habits. Conduct the test for each habit. Trust me, if they master these habits, they will bring big cultural change in the organisation as change in their behaviour will be quite perceptible. But do not just tell them to "read". You must conduct test. Else nobody will show interest in mastering anything.
Secondly, through this method, you will be able to foster learning culture in the organisation. This is far more important. However, to do all this you should be competent enough to handle this. Lest it may do more damage than good.
If you adopt this route, you will find that you have saved lot of resources in training them.
All the best!
Dinesh V Divekar
From India, Bangalore
Thanks A lot sir for your valued Suggestion...
1. Your point is valid for those who came to bench for the first time, may be after some time say six months after you will be having same Employee will be there and he would have already completed what I had asked him to. What my intention was, it would be better if we can have a skilled factory [Technical Groupz Discussions] happen among them not only limited to a particular Organisation but open to all IT orgs...so that they can improve their Skills.
But I really like the 7 concepts Idea, will try it.
2. I have another question also "How to make Emp report a training program within the scheduled time. [Have normal tendency of 12-20 mon delay]. Please suggest
regarsd
Raghavendra.S
From India, Hyderabad
1. Your point is valid for those who came to bench for the first time, may be after some time say six months after you will be having same Employee will be there and he would have already completed what I had asked him to. What my intention was, it would be better if we can have a skilled factory [Technical Groupz Discussions] happen among them not only limited to a particular Organisation but open to all IT orgs...so that they can improve their Skills.
But I really like the 7 concepts Idea, will try it.
2. I have another question also "How to make Emp report a training program within the scheduled time. [Have normal tendency of 12-20 mon delay]. Please suggest
regarsd
Raghavendra.S
From India, Hyderabad
In addition to the valuable tips coming from Dinesh, you can engage them in brain storming exercise on the following :
1) business devlopment ideas like exploring the possibilities of developing any other product with existing software skills available in the company which can compliment the main product. For example a Eye hospital can house a lens store in it's premises and can supply lens to it's own eye patients.
2) To explore the possibilities of reviewing the existing assembly line (timing of supply of content & transforming into technology etc) for speeding up the delivery system to bring about reduction in time in delivery schedules so that the customers will be happy.
3)To analyse the customer complaints about your software in the past and explore ways of minimising recurrence of such problems etc.
Hpe this helps.
B.Saikumar
From India, Mumbai
1) business devlopment ideas like exploring the possibilities of developing any other product with existing software skills available in the company which can compliment the main product. For example a Eye hospital can house a lens store in it's premises and can supply lens to it's own eye patients.
2) To explore the possibilities of reviewing the existing assembly line (timing of supply of content & transforming into technology etc) for speeding up the delivery system to bring about reduction in time in delivery schedules so that the customers will be happy.
3)To analyse the customer complaints about your software in the past and explore ways of minimising recurrence of such problems etc.
Hpe this helps.
B.Saikumar
From India, Mumbai
Dear Raghavendra,
My reply is as below:
a) Skill Factory: - Take a video recording of the discussion so that it can be used for future use.
b) Late reporting for training: - This could be part of your organisation's culture as well. Late reporting for the training apart, find out how many things start on time? If there is delay in the starting for other activities as well then why single out reporting time for training only? By the way, my observation is that this is the downside of IT industry. Not many things start on time. Sensitising the software professionals on the importance timeliness is a daunting task and this be left to the leadership only.
Thanks,
Dinesh V Divekar
From India, Bangalore
My reply is as below:
a) Skill Factory: - Take a video recording of the discussion so that it can be used for future use.
b) Late reporting for training: - This could be part of your organisation's culture as well. Late reporting for the training apart, find out how many things start on time? If there is delay in the starting for other activities as well then why single out reporting time for training only? By the way, my observation is that this is the downside of IT industry. Not many things start on time. Sensitising the software professionals on the importance timeliness is a daunting task and this be left to the leadership only.
Thanks,
Dinesh V Divekar
From India, Bangalore
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