Dear All,
I am new to this forum. So first please accept my greetings.
Coming to my query....I have joined my present company in January 2008 as Senior HR Executive. We have fairly set HR policies. These policies were basically set by our headoffice in Hong Kong therefore are having certain loopholes in them when talking of our Indian conditions.
I have been given the responsibility to set up HR dept for Indian offices.
I want to introduce few training programs...but I have found that people dont want to join in for such programs...and show zero interest for these.
I want to make these trainings linked to their perforamance reviews( which is not the case right now)...but not understanding how to go about it...:confused:
Please give me the guidelines how can I motivate people for attending these trainings.
Regards,
Radhika
From Singapore, Singapore
I am new to this forum. So first please accept my greetings.
Coming to my query....I have joined my present company in January 2008 as Senior HR Executive. We have fairly set HR policies. These policies were basically set by our headoffice in Hong Kong therefore are having certain loopholes in them when talking of our Indian conditions.
I have been given the responsibility to set up HR dept for Indian offices.
I want to introduce few training programs...but I have found that people dont want to join in for such programs...and show zero interest for these.
I want to make these trainings linked to their perforamance reviews( which is not the case right now)...but not understanding how to go about it...:confused:
Please give me the guidelines how can I motivate people for attending these trainings.
Regards,
Radhika
From Singapore, Singapore
Assuming that the performance reviews equate to a bonus or salary raise you should have no problem. Do a skills gap analysis and set the task of closing that gap to each employee (by way of attending the training) as the main part of their appraisal.
Success = pay raise/bonus, failure = pay deduction (after allowing for inflation etc.)
From United Kingdom, Glasgow
8Success = pay raise/bonus, failure = pay deduction (after allowing for inflation etc.)
From United Kingdom, Glasgow
Have you confirmed the loopholes are addressed first, before you even thought of working on them?
Have you tried to know there interests and motivating factors, aligned to your company polices and procedures?
I think first you need to have a clarity of thought, discuss with your headoffice about the shortcomings, know your people interest, convey them to your management and start working accordingly as you would be the best person who understands and knows the situation well.
All The Best !!!
Regards
Justin
From India, Hyderabad
Have you tried to know there interests and motivating factors, aligned to your company polices and procedures?
I think first you need to have a clarity of thought, discuss with your headoffice about the shortcomings, know your people interest, convey them to your management and start working accordingly as you would be the best person who understands and knows the situation well.
All The Best !!!
Regards
Justin
From India, Hyderabad
use ISO 10015 benchmarks ie 88% trainings are useless. continually improve using: Training needs assessment Return on investment
From India, Delhi
From India, Delhi
Hi Radhika,
>>> I want to introduce few training programs...but I have found that people dont want to join in for such programs...and show zero interest for these.
1. What are the few training programs?
2. Why are people not interested in such programs?
3. Which sector you belong to?
If training programmes are something that will add solid value to the individual per se and the employee can see how it is going to make a difference to onself as well as the job he/she is performing ONLY THEN the employee will be interested.
Organizing broad soft skills training programme may or may not stimulate interest in the employees.
A skill gap analysis and the outcome of that analysis shared with the employees will make the employees themselves come out with what type of programmes they want (or) they need.
All the best.
Geetha
From India, Coimbatore
>>> I want to introduce few training programs...but I have found that people dont want to join in for such programs...and show zero interest for these.
1. What are the few training programs?
2. Why are people not interested in such programs?
3. Which sector you belong to?
If training programmes are something that will add solid value to the individual per se and the employee can see how it is going to make a difference to onself as well as the job he/she is performing ONLY THEN the employee will be interested.
Organizing broad soft skills training programme may or may not stimulate interest in the employees.
A skill gap analysis and the outcome of that analysis shared with the employees will make the employees themselves come out with what type of programmes they want (or) they need.
All the best.
Geetha
From India, Coimbatore
Hello Radhika,
At the outset define the 'end product' you would like to get by 'training' your staff. This instructional objective, if well defined, well described to the participants would certainly help you get them for the programs. Try to be more 'practical' in your approach to people than being 'bookish' as most other young B-school graduates do. Training programs can never be generalized, for, they are always designed and executed to suit the participants' age, skill levels, and the industry you are in. Sift, sort, select, and conduct the program to get the best out of your employees. Please feel free to write for any further help.:-P
Good luck to you.
From India, Madras
At the outset define the 'end product' you would like to get by 'training' your staff. This instructional objective, if well defined, well described to the participants would certainly help you get them for the programs. Try to be more 'practical' in your approach to people than being 'bookish' as most other young B-school graduates do. Training programs can never be generalized, for, they are always designed and executed to suit the participants' age, skill levels, and the industry you are in. Sift, sort, select, and conduct the program to get the best out of your employees. Please feel free to write for any further help.:-P
Good luck to you.
From India, Madras
Hi,
Radhika you said you want to give training to employees but first understand the performance levels of employees and analyse why the performance levels are differing from one person to other.
Understand the needs of company , strengths and areas of improvement of employees.Then think how to increase the confidence levels and performance levels of employees.
Here a happy employee can give their 100% performance but an unhappy empoyee give only 50-70% performance.So understand what makes an employee happy.It is only possible when you interact with your employees.
After understanding the factors you can give the training of postive attitude,personality development in some different manner.
All the Best
Deepik G.
:) Smile is a Curve which makes many things Straight. :)
From India, Hyderabad
Radhika you said you want to give training to employees but first understand the performance levels of employees and analyse why the performance levels are differing from one person to other.
Understand the needs of company , strengths and areas of improvement of employees.Then think how to increase the confidence levels and performance levels of employees.
Here a happy employee can give their 100% performance but an unhappy empoyee give only 50-70% performance.So understand what makes an employee happy.It is only possible when you interact with your employees.
After understanding the factors you can give the training of postive attitude,personality development in some different manner.
All the Best
Deepik G.
:) Smile is a Curve which makes many things Straight. :)
From India, Hyderabad
Radhika,
It is a natural tendency for adults to hate being taught! But they all love to learn.
The best methadology for such demotivated employees to develop interest in training will be to put them through highly interactive fun filled learning sessions. Create a hype and if required take them on off-site training session. A series of team based activies and individual recognitions will surely keep them comng back for more.
The only mantra is not to lose focus on the key purpose of the training.
We have tried it with many a clients and have achieved positive results.
Onward and Upward,
Arun B.Nair
+91 98953 17333
From India
It is a natural tendency for adults to hate being taught! But they all love to learn.
The best methadology for such demotivated employees to develop interest in training will be to put them through highly interactive fun filled learning sessions. Create a hype and if required take them on off-site training session. A series of team based activies and individual recognitions will surely keep them comng back for more.
The only mantra is not to lose focus on the key purpose of the training.
We have tried it with many a clients and have achieved positive results.
Onward and Upward,
Arun B.Nair
+91 98953 17333
From India
People think that training is a waste of time as most often what is learned is not put into practice. Secondly a follow-up or a refresher course is hardly done. So while time and money are spent there is not much of difference noticed in the workplace.
To counter this, we have a unique workshop called the The Total Recall (Memory) Workshop. This workshop will not only create interest but will also help employees to rememeber and retain whatever they learn in consequent workshops / training thus helping the company as a whole to SAVE and MAXIMIZE their returns.
Total Recall - The memory workshop that trains your memory to logically and sensibly store information in the vast and permanent warehouse of your long-term memory.
How will it help?
• Memorize anything you want effortlessly
• Remember any kind of data - numbers, important dates, facts & figures
• Instantly recall names and faces of important clients or prospective clients that you have met just once
• Get rid of absentmindedness once and for all
• Give yourself that extra edge you need in business
This workshop is easy and fun to do!!
For queries please write to
or call on +91 9821880700
From India, Mumbai
To counter this, we have a unique workshop called the The Total Recall (Memory) Workshop. This workshop will not only create interest but will also help employees to rememeber and retain whatever they learn in consequent workshops / training thus helping the company as a whole to SAVE and MAXIMIZE their returns.
Total Recall - The memory workshop that trains your memory to logically and sensibly store information in the vast and permanent warehouse of your long-term memory.
How will it help?
• Memorize anything you want effortlessly
• Remember any kind of data - numbers, important dates, facts & figures
• Instantly recall names and faces of important clients or prospective clients that you have met just once
• Get rid of absentmindedness once and for all
• Give yourself that extra edge you need in business
This workshop is easy and fun to do!!
For queries please write to
From India, Mumbai
Sometimes you can sell a training by relating the benefits at a personal level. Highlight what is in for them not what is the benefit to the company. Initially people will show reluctance do not get disheartened. Take into confidence the dept. heads first. This makes it easy to get nominations. Once they come u make sure that they go happy and satisfied. Training should be exciting, energetic, challenging, related to their issues, and knowledgeable. No one hates a good training.
From India, Mumbai
From India, Mumbai
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