Which are the most popular corporate training programs that every corporation must adopt in order to increase motivation, productivity, and enhance the skills of the workforce across all departments and levels? Also, considering budget and time constraints.
From India, Mumbai
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1From India, Mumbai
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Dear Anjum,
Employee training is conducted in order to enhance productivity, which in turn improves customer satisfaction or business volume as a whole. Therefore, the real need of the organization is to improve "productivity" without bothering about "popularity."
In the Indian political scenario, it is often said that "good economics may not be good politics." Good economics demands the removal of subsidies or improvement in fiscal discipline. In contrast, good politics demands the launch of popular schemes to placate certain sections of society to gain more vote share.
Training and learning are both intellectual activities. A "popular" learning activity would involve conducting any training program that does not require stretching the brains of the participants. Popular training programs provide relief to the participants from their routine grind or hectic work life.
On the other hand, "Productivity" oriented training programs might require thrusting knowledge onto the participants, whether they like it or not. While "popular" training programs may stop at taking feedback at the end, "Productivity" oriented programs demand measurement of positive change in the operations of that department's activities. If there is no change, it may be necessary to take participants to task for failing to meet the training program's objectives.
Therefore, decide first which direction you would like to choose. You can either have "popular" training programs or "productivity" oriented ones. Having both at the same time is not possible. It appears that you have some misgivings about the concept of employee training. You may click the following link to read my exhaustive reply to the previous post: https://www.citehr.com/523786-traini...oft-skill.html
Thanks,
Dinesh Divekar
From India, Bangalore
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Employee training is conducted in order to enhance productivity, which in turn improves customer satisfaction or business volume as a whole. Therefore, the real need of the organization is to improve "productivity" without bothering about "popularity."
In the Indian political scenario, it is often said that "good economics may not be good politics." Good economics demands the removal of subsidies or improvement in fiscal discipline. In contrast, good politics demands the launch of popular schemes to placate certain sections of society to gain more vote share.
Training and learning are both intellectual activities. A "popular" learning activity would involve conducting any training program that does not require stretching the brains of the participants. Popular training programs provide relief to the participants from their routine grind or hectic work life.
On the other hand, "Productivity" oriented training programs might require thrusting knowledge onto the participants, whether they like it or not. While "popular" training programs may stop at taking feedback at the end, "Productivity" oriented programs demand measurement of positive change in the operations of that department's activities. If there is no change, it may be necessary to take participants to task for failing to meet the training program's objectives.
Therefore, decide first which direction you would like to choose. You can either have "popular" training programs or "productivity" oriented ones. Having both at the same time is not possible. It appears that you have some misgivings about the concept of employee training. You may click the following link to read my exhaustive reply to the previous post: https://www.citehr.com/523786-traini...oft-skill.html
Thanks,
Dinesh Divekar
From India, Bangalore
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Dear Anjum,
I agree with Mr. Dinesh that "Either you can have 'popular' training programmes or 'productivity' oriented ones. Both at a time is not possible. It appears that you have some misgivings about the concept of employee training."
When it comes to corporate training, please refer to the topic above. As far as I know, the most popular corporate training program which every corporation must adopt is the onboarding process. But it's only for new hires!
To increase employee motivation and productivity, you may want to read more about employee engagement and find some suitable ways to implement. [URL="http://vnmanpower.com/en/employee-engagement-activities-bl278.html"]
Thank you.
From Vietnam, Hanoi
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I agree with Mr. Dinesh that "Either you can have 'popular' training programmes or 'productivity' oriented ones. Both at a time is not possible. It appears that you have some misgivings about the concept of employee training."
When it comes to corporate training, please refer to the topic above. As far as I know, the most popular corporate training program which every corporation must adopt is the onboarding process. But it's only for new hires!
To increase employee motivation and productivity, you may want to read more about employee engagement and find some suitable ways to implement. [URL="http://vnmanpower.com/en/employee-engagement-activities-bl278.html"]
Thank you.
From Vietnam, Hanoi
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Hi!
Training of employees is one of the several functions that HR is mandated to perform in every organization. In the olden days, companies would usually conduct the so-called TNA (training needs analysis) to determine the specific topics or courses that HR would prioritize and submit for funding each year.
However, many HR practitioners have realized that employees who have been with a company for several years may experience an "overtraining" syndrome and become tired of attending training sessions, especially when the topics are not relevant to their work.
One strategy to prevent this "overtraining syndrome" is to conduct a "gap analysis" before developing any training program for a company. Gap analysis involves identifying the gaps between an employee's personal competency profile and the job competency profile requirements.
Both employee and job competency profiling are essential before conducting a gap analysis. The discrepancies, whether in the level of competency or the absence of required job competencies, form the basis for the training that an employee needs.
Best regards.
From Philippines, Parañaque
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Training of employees is one of the several functions that HR is mandated to perform in every organization. In the olden days, companies would usually conduct the so-called TNA (training needs analysis) to determine the specific topics or courses that HR would prioritize and submit for funding each year.
However, many HR practitioners have realized that employees who have been with a company for several years may experience an "overtraining" syndrome and become tired of attending training sessions, especially when the topics are not relevant to their work.
One strategy to prevent this "overtraining syndrome" is to conduct a "gap analysis" before developing any training program for a company. Gap analysis involves identifying the gaps between an employee's personal competency profile and the job competency profile requirements.
Both employee and job competency profiling are essential before conducting a gap analysis. The discrepancies, whether in the level of competency or the absence of required job competencies, form the basis for the training that an employee needs.
Best regards.
From Philippines, Parañaque
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