i am working in manufacturing company as a HR Officer. I have been given responsibility to coordinate all Training programmes for technical trg.Programmes and also management insisting to conduct the training programme for workers after ending of the shift, as we can’t take them for training during working hours. Now i am facing a problem only with workers who are working in shifts & these workers are not interested to come for the training programmes as they see training programmes are useless and also these workers after working for a Continuous 8 hrs duty by Standing, they are not staying back for the training. Sometimes, even i am requesting them to attend for the training.
These workers are basically 8th or 10th Standard and permanent workers.
Kindly help how can i fulfill the management desire & how can I motivate the workers to attend for the training programmes.
From India, Hyderabad
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These workers are basically 8th or 10th Standard and permanent workers.
Kindly help how can i fulfill the management desire & how can I motivate the workers to attend for the training programmes.
From India, Hyderabad
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Hi,
Try to search for the root cause of the problem, which is "unawareness of the importance of the training program." Ask your workers why they are not motivated for the training sessions. What is stopping them from attending the training program?
It seems that your management has failed to convince their workers of the importance of training and its benefits. You should convince your workers that the training sessions will help them in their career development and growth.
Also, try to figure out if your training schedule is convenient for your workers. Is it scheduled after a long workday? Can your workers easily reach the location where the training is conducted? Do you offer transport facilities or not? Try to design your training programs in the most convenient manner possible.
Regards, Umm-E-Abdullah
From Pakistan, Karachi
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65Try to search for the root cause of the problem, which is "unawareness of the importance of the training program." Ask your workers why they are not motivated for the training sessions. What is stopping them from attending the training program?
It seems that your management has failed to convince their workers of the importance of training and its benefits. You should convince your workers that the training sessions will help them in their career development and growth.
Also, try to figure out if your training schedule is convenient for your workers. Is it scheduled after a long workday? Can your workers easily reach the location where the training is conducted? Do you offer transport facilities or not? Try to design your training programs in the most convenient manner possible.
Regards, Umm-E-Abdullah
From Pakistan, Karachi
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Hi,
I agree completely. Yes, those who are not being chased by a dog will not run faster. There should be a desire in people to learn. If they are already in their comfort zone, then it is very difficult to make them part of a proactive activity because they do not see the need. Having said that, learning is a continuous process. You need to find ways to make them realize that they will be left out if they do not learn and progress. To achieve this, you need to ensure two things. Firstly, they must actually learn something new. For this, you need to carefully select your trainer - someone who will deliver real value, not just entertain. Those who only entertain may receive positive feedback on the training because it was enjoyable, not necessarily because they learned something. Therefore, you need to redesign feedback forms to accurately capture the learning outcomes.
Create pre-training questionnaires that prompt participants to recognize where they lack certain skills. Once they understand that failing to learn may hinder their progress while others move ahead, they will be more inclined to participate.
Additionally, make participants feel that training sessions are not merely work but an opportunity for lifelong learning. Therefore, they should not perceive it as working beyond their usual hours. Attend to basic needs such as providing good snacks and tea, as after an 8-hour workday, a break is necessary before focusing on learning.
Thank you.
From India, Madras
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I agree completely. Yes, those who are not being chased by a dog will not run faster. There should be a desire in people to learn. If they are already in their comfort zone, then it is very difficult to make them part of a proactive activity because they do not see the need. Having said that, learning is a continuous process. You need to find ways to make them realize that they will be left out if they do not learn and progress. To achieve this, you need to ensure two things. Firstly, they must actually learn something new. For this, you need to carefully select your trainer - someone who will deliver real value, not just entertain. Those who only entertain may receive positive feedback on the training because it was enjoyable, not necessarily because they learned something. Therefore, you need to redesign feedback forms to accurately capture the learning outcomes.
Create pre-training questionnaires that prompt participants to recognize where they lack certain skills. Once they understand that failing to learn may hinder their progress while others move ahead, they will be more inclined to participate.
Additionally, make participants feel that training sessions are not merely work but an opportunity for lifelong learning. Therefore, they should not perceive it as working beyond their usual hours. Attend to basic needs such as providing good snacks and tea, as after an 8-hour workday, a break is necessary before focusing on learning.
Thank you.
From India, Madras
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Thanks to the previous replies as they bring out the holistic approach for understanding the base problems.
Now, my view is, if you have any unions encouraged by your company, you can talk to them by explaining the importance of the training.
There is also a probability for problems with the union, so they may boycott it. If that is the root cause, address this with the management to solve it.
From your side, you can try this - paste posters or flyers inside the company or at prominent locations like canteens, notice boards, etc., about the importance of training, what it entails, who will be involved, and what will be learned.
I have tried this when I was pursuing my master's degree in college. We observed a large group of students gathered in front of the room.
I appreciate the efforts you are putting into your work, and I understand your anticipation.
Don't segregate them as blue-collar workers; try to connect with them on their level.
Avoid making decisions based on emotions and sympathy.
Best wishes for your efforts and all the best.
Feel free to reach out to me for discussions at visvickey@live.in
From India, Pune
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Now, my view is, if you have any unions encouraged by your company, you can talk to them by explaining the importance of the training.
There is also a probability for problems with the union, so they may boycott it. If that is the root cause, address this with the management to solve it.
From your side, you can try this - paste posters or flyers inside the company or at prominent locations like canteens, notice boards, etc., about the importance of training, what it entails, who will be involved, and what will be learned.
I have tried this when I was pursuing my master's degree in college. We observed a large group of students gathered in front of the room.
I appreciate the efforts you are putting into your work, and I understand your anticipation.
Don't segregate them as blue-collar workers; try to connect with them on their level.
Avoid making decisions based on emotions and sympathy.
Best wishes for your efforts and all the best.
Feel free to reach out to me for discussions at visvickey@live.in
From India, Pune
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Dear Anju,
Please do not keep posting the same query on different dates. For example, see your post and replies at https://www.citehr.com/479412-worker...ter-their.html.
From United Kingdom
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Please do not keep posting the same query on different dates. For example, see your post and replies at https://www.citehr.com/479412-worker...ter-their.html.
From United Kingdom
Acknowledge(0)Amend(0)Engage with peers to discuss and resolve work and business challenges collaboratively - share and document your knowledge. Our AI-powered platform, features real-time fact-checking, peer reviews, and an extensive historical knowledge base. - Join & Be Part Of Our Community.
SC - Temporary workers given benefit compensation for not making permanent 4.4.2013.pdf