How To Give Effective Training? - CiteHR
Vipul Badhik
Hr Manager
Les2allan
Managing Director
Adams_ku
Management Trainee
Hb_harsha
Asst Manager
Rajkumar_victor
Quality Assurance Executive
Nev
Trainer And Consultant

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Dear sirs,

I'm working in a automotive parts manufacturing company in Vietnam. Our company realized the importance of training to workers and staffs and have started the Training and Development department. I'm the incharge for it.

I prepared training plans and implemented some. I faced some problems such as :

The supervisor or the incharge of a particular department is not attending the training. They say that they are very busy with their works. How to make them to participate in the training along with workers?

The trainer is not taking utmost care in training the employees. He simply asks to talk some general things and get sign from the meeting record. How to tackle such situations?

From the experiences gained in the past 2 weeks, I think that managing skills is a must for me. As I'm new to this field and like to perform in an excellent way, I request the experienced persons here, to advice me. I wish to be the problem solver of my company.

Please advice how to make the training programs effective.

Thanks with Cheers

Rajkumar :)
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You have two problems.
1. The main problem; faculty not upto the mark. This is a serious problem, as there are two outcomes of this. They are:
a. Ineffective training, which means waste of manhours and money.
b. The word spreads around that the faculty is useless and therefore the
absenteeism increases and the staff loses interest.
2. The supervisor might not be attending because the advantage of the programme might not have been communicated.
Solution:
1. Communicate and warn the faculty to improve. Give the faculty the points which should be covered. Still the faculty does not improve, then the pink slip.
2. Get the supervisors involved in the creation of the trng prog. Inform the advantages. You will see a great change.
All the best.
For effective training you need to follow these steps:
1-Define training motive or theme (Like to improve work place understanding or education)
2-Bring experinced trainer
3-Trainer must have good rapport and understanding about company business & industry
4- As you're evoking production people for training, then must assure thier first priority is production not training. So, set those topic which tempt them like 5s, quality tools, company culture, management techniques for technical people etc
5-Focus those employees who're new the company
6-Assemable your training on a non-production day. So, it will save company's time as well as tempt employee
Thanks nev and Adams!

nev...

Our company do not have an organized way/method to solve a problem. When a problem arises, immediately the corrective action is planned. Then the plan will be executed for 1 or 2 days. Later due to the busy works, those plans are left. Next time when the same complaint occurs, the cycle again starts. The top management don't have enough time to review these problems. So... now also when i tell some improvement plans to my supervisors, they simply think of it as a joke and says that such actions are useless in our company.

Every unorganized company will become a good one, only we do some improvements. But, our supervisors and managers do not support.

I can make workers to realise the needs. But please tell me HOW TO MANAGE THE MANAGERS?

Adams...

Our company has around 700 employees and our top management tells me to train each and every people. They are inspired by The Toyota Way. "Everyone know everything". I'm conducting training on quality, 5S activities and all production related issues. Everyday more than 5 depts are trained, with 6-8 persons/dept.

The problem i'm facing is to make the presence of supervisors and manager incharges of a particular dept, in the meeting.

Please suggest...

Thanks

Rajkumar[:)]
I have many slution for your problem but I need to know your company first, Please answer these question:

1-Your position in the company vis-a-vis responsiblity

2-Your Authority in the company (legal rights to command)

3-How many people report to you?

4-Your relation with the training?

5-Company positions? (In term of money, status, quality workforce, hiring criteria, skilled force, skilled supervisor, skilled managers, turnover rate, individualism, liberty to work, management setup, machines quality)

6-How many shops do you have?

7-Do you people have, transfered technology or your own?

8-How many people looking after how many shops? (Managers)

9-Do you people have trained engineers?

10-What is the performance of maintenance department? if you have any?

11-Do you people have any ERP?

Now answer these:

12-How many types of employees do you have in production area?

13-Actually who needs training? ( like workers, supervisor, officers, Asst. Manager, Managers So on and so forth)

14-Do you people have arranged or developed production area?

After knowing answers of above questions, Inshallah I'll give you concrete solution!

Regards;

AdaMs
to solve the attendance problem you can ask concern departmet's HOD if any employee is not attending the training then he will be marked absent on that day.
for workers you can trg programs on the shop floor it self so that they can attend that as while training will we on there will be no work on the floor.
to solve the problem of supervisors training attendance problem u sud talk to higher authorities of the organization N Should KEEP IT IN CORPORATE MEETING AS A MAJOR ISSUE.
Hello Rajkumar. Your problem is not unusual and in your case I suspect mostly revolves around lack of credibility. I’m sure there are many reasons for this and not knowing the circumstances of your particular situation in detail it would be foolish of me to offer certain solutions. Here are some things you could think about:

To increase the credibility of your trainers, ensure that they have the appropriate training qualifications. This will help improve their training skill level. To help them want to do a better job of training, offer incentives for those that do a good job. Make sure that you have objective measures in place to measure how well they design and deliver the training. Check out our training evaluation webpage to find out more about measuring the effectiveness of training.

Improving your trainers’ skill levels and motivation will go some way toward increasing the participation of your managers and supervisors. To actively engage your managers and supervisors, ensure that you conduct a proper training needs analysis in which you sit down with each manager individually or as a group to discuss with them what their biggest issues are and which problems can be solved by training.

If their and their employees’ time is limited, try not to bite off too much at once. Run a course or two and then get feedback from the managers and supervisors. This way, you keep them engaged throughout the process. When they begin to see that you really are adding value, they will be happy to give more of their time to training.

This is not a “magic bullet” solution, but I hope it steers you in the right direction. We have done a lot of work in training effectiveness, so I invite you to find out more by visiting the training management section of our website at http://www.businessperform.com/html/...anagement.html

Les Allan

Author: From Training to Enhanced Workplace Performance

http://www.businessperform.com
can anyone please tell me that how to give effective training on Dressing ? mean professional.. I am going to make it on next Saturday so it will be your kind help..
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