Dinesh Divekar
Business Mentor, Consultant And Trainer
Huma Riaz
Soft Skills Trainer
Riji
Hr Executive
Suchimahesh
Training Coordinator
Sujatha Suresh
Facilitator : Assessment & Soft Skills
+1 Other

Dear All,
Have a small query:?: We want to provide some training to our enginners,but management is not approving saying that what is the gurantee that after taking these trainings the engineers will stay with us,and we will land up paying so much for them.:no:
So please help me....What best can be done.:confused:
Thanks
Riji
3rd June 2008 From India, Kochi
Riji,
This is one doubt every Growing / mid sized company goes through as their losses make a greater impact than a developed One.
It will be nice to look at a problem from other angles too.Like what will be the imact on the respective customers once the employees are more emotionally balanced, Matured and communicate effectively.
When I view the case, the question Top most on my mind is...do we cut the wings of a pet bird so it will always be with us? In the same tone if we have a very poor performer do we still keep them that way or will we think of Training interventions?
Think twice.....
Have a nice Day!
Reagards,
Sujata
4th June 2008 From India, Bhilai
Dear Riji,
Before sending employees to the training program you can enter into an agreement stating if the employee leaves before one year of the training program 75% of cost of the training should be paid back to the Company. He should also train other members.
I think this will solve your problem.
thanks
suchi
4th June 2008 From India
Dear Riji,
In today's era of Human Capital Development, it is not wise to think of the employee retention after the training, coz training in itself is an important tool for employee retention.
Therefore, you can do three things:
One, assess the employees on the relevant areas of improvement and present the findings to the management.
Two, persuade your management that an empowered resource today is better than a retained resource for long run. A bird in hadn is worth two in the bush.
Three, you can't expect the employees to pay for the cost if they live within a year. Please remember that we aren't astrologers and can't predict what course life takes. By imposing such norms, an orgn can't be emplpyee-friendly.
4th June 2008 From India, Madras
Dear Riji,

This problem is not restricted to your company but almost every company. For this very reason companies are wary of training their employees. Companies instead of worrying of exit of trained staff should worry about untrained staff who remains with them. Possibly the damage done by them is too great.

This is where HR comes in picture. Had HR been really strong, they could have talked in numbers and told to their management that because of skill and knowledge deficiency, "xxx" amount of revenue is lost every year. But this does not happen.

Even if the trained person leaves, that person continues high about company. I have good association with ex-Infosys or ex-Taj Hotels. They all talk about positive about their company.

Indirectly you are creating spokesperson who talk about high about you in the market. This is how you can turn attrition to your advantage. What a half page ad cannot do that a mouth publicity from the ex-employees will do. This is how you will continue to attract talent perennially.

I am writing an article on this subject. I am half way through.

I am Bangalore-based freelance soft skill and behavioural trainer. I handle training assignments across the spectrum of industries.

Please convene my meeting with your management (MD or Director). In the personal meeting, I will tell them how do I handle this problem. To make you aware of my training activities, I have attached my Training e-brochure.

Thanks,

Dinesh V Divekar
Freelance Soft Skill & Behavioural Trainer

-
4th June 2008 From India, Bangalore
[FONT='Verdana','sans-serif']Dear Ms. Riji,[/FONT]
[FONT='Verdana','sans-serif']Please find some suggestions:[/FONT]
[FONT='Verdana','sans-serif']1. [/FONT][FONT='Verdana','sans-serif']As we all know, some training programs are geared towards long term benefits and some for short term benefits. Could you please have an illustrative graph drawn representing tangible ‘Return on Training’ vs. time? Most of the times, finding this is difficult but please bear in mind that it is a rough estimate.[/FONT]

[FONT='Verdana','sans-serif']2. [/FONT][FONT='Verdana','sans-serif']The managements needs quantification. I suggest take a call on all the variables – such as [/FONT]
[FONT='Verdana','sans-serif']a. [/FONT][FONT='Verdana','sans-serif']How many employees are to be trained?[/FONT]
[FONT='Verdana','sans-serif']b. [/FONT][FONT='Verdana','sans-serif']What types of employees are to be trained?[/FONT]
[FONT='Verdana','sans-serif']c. [/FONT][FONT='Verdana','sans-serif']How many of the employees (‘selected for training’) are likely to leave in next month, how many in the next quarter, and so on. For each of this time frame (month/quarter/ half year/ year), if he/she remains with you, what is the ‘Return on Training’ for the company? So basically now you have a plot of ‘Return on Training’ vs. time adjusted to attrition[/FONT]
[FONT='Verdana','sans-serif']Thanks & regards,[/FONT]
[FONT='Verdana','sans-serif']-Ajinkya Deshpande (98332 59456)[/FONT]
[FONT='Verdana','sans-serif']CEO, [/FONT]
[FONT='Verdana','sans-serif']Master Technologies, Mumbai[/FONT]
4th June 2008
Dear Ms. Riji,

Please find some suggestions:

1. As we all know, some training programs are geared towards long term benefits and some for short term benefits. Could you please have an illustrative graph drawn representing tangible ‘Return on Training’ vs. time? Most of the times, finding this is difficult but please bear in mind that it is a rough estimate.

2. The managements needs quantification. I suggest take a call on all the variables – such as
a. How many employees are to be trained?
b. What types of employees are to be trained?
c. How many of the employees (‘selected for training’) are likely to leave in next month, how many in the next quarter, and so on. For each of this time frame (month/quarter/ half year/ year), if he/she remains with you, what is the ‘Return on Training’ for the company? So basically now you have a plot of ‘Return on Training’ vs. time adjusted to attrition

Thanks & regards,

-Ajinkya Deshpande (98332 59456)
CEO,
Master Technologies, Mumbai
4th June 2008
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