What is better? Employees leaving job after completing training. or Do not train employees as they leave job, but contiuing with the job.
From India, Pune
From India, Pune
first one is better as per company view, because they can’t stop those type of persons, atleast they will get a good name through those employees.
From India, Hyderabad
From India, Hyderabad
@Raziyahr, its like not buying a car for fear of part breakdowns/failures...
In the HR context, you might be viewing training as a discrete activity. Well, if you take the view of your line managers, they are continuously training their employees!!! Your business wont perform without this 'training'.
From United States, Daphne
50In the HR context, you might be viewing training as a discrete activity. Well, if you take the view of your line managers, they are continuously training their employees!!! Your business wont perform without this 'training'.
From United States, Daphne
Training is an ongoing process and it adds to the overall efficiency of the work force in their line of operation. Without providing training, you may lose the edge in the competitive market scenario. For the fear of loosing the employees this process of training must not be shelved. But you must find out the reasons as to why employee leave so early. Change the policies of the organization to retain the employees longer.
From India, Chandigarh
From India, Chandigarh
Dear Razhiya,
Please do not look at training as an isolated activity as said by many others it is an ongoing process and should not be overlooked for short term objectives.
In the event the employee leaves the organisation atleast till such time he has worked in your organisation he has been trained to meet your requirements.
M.V.KANNAN
From India, Madras
Please do not look at training as an isolated activity as said by many others it is an ongoing process and should not be overlooked for short term objectives.
In the event the employee leaves the organisation atleast till such time he has worked in your organisation he has been trained to meet your requirements.
M.V.KANNAN
From India, Madras
Dear,
Training is an integral part of ones' career. Without training, an employee cannot perform his/her job better. Irrespective of whether he/she is going to stay with the organization or no, imparting training is a must. A well trained person can produce much better output.
Investing in training is like any other capital investment. When a new employee joins an organization or when company brings in new systems and changes, making the employees undergo certain training is mandatory. This means you are intending to impart necessary skills to handle their day-to-day jobs efficiently and effectively.
So, don't worry about what employees do - let them be with the company or go away from the company, it is you as an employer must be more particular about providing training.
V. Balaji
From India, Madras
Training is an integral part of ones' career. Without training, an employee cannot perform his/her job better. Irrespective of whether he/she is going to stay with the organization or no, imparting training is a must. A well trained person can produce much better output.
Investing in training is like any other capital investment. When a new employee joins an organization or when company brings in new systems and changes, making the employees undergo certain training is mandatory. This means you are intending to impart necessary skills to handle their day-to-day jobs efficiently and effectively.
So, don't worry about what employees do - let them be with the company or go away from the company, it is you as an employer must be more particular about providing training.
V. Balaji
From India, Madras
Dear Madam,
Training keeps happening in a working organization. The learning may happen in structured manner or otherwise, the learning may be different. Not training an employee hurts the organization first.
The care has to be taken in selecting the right people, training, hand-holding them, enabling them to perform, achieve and be acknowledged. The chances of attrition comes down. There are few still, who would like to leave, no issues, the organization is better off without such people, who would leave despite being treated well.
Thank you for raising an essential topic.
From India, Pune
Training keeps happening in a working organization. The learning may happen in structured manner or otherwise, the learning may be different. Not training an employee hurts the organization first.
The care has to be taken in selecting the right people, training, hand-holding them, enabling them to perform, achieve and be acknowledged. The chances of attrition comes down. There are few still, who would like to leave, no issues, the organization is better off without such people, who would leave despite being treated well.
Thank you for raising an essential topic.
From India, Pune
Greetings,
Is there a cost attached to the training you have mentioned? When you lose employees post training, it may create a negative impact on the ROI. As an organization, you would require skill transfer for any talent to perform. Is your current training practices outsourced? Are there any caps to the maximum number of certified professional you can train at a time or need on board?
The solution to each of these situations can be found. Training is integral to performance. If you have an outsourced training program and it cost you when the employee leaves after certification, build in-house capabilities and work on the cost optimization. Emphasise 'On-the-job' training and instil better performance. It would keep your employees motivated. Attrition gets triggered for numerous reasons. One of them is low learning opportunities within the organization. Every talent wants the job to make them more employable. Hence, offer that as an additional benefit. It might work to glue them for a longer duration.
Your situation is unique. Our suggestion would be more applicable for you, if you can share further. Looking forward to hear from you.
Regards,
(Cite Contribution)
From India, Mumbai
Is there a cost attached to the training you have mentioned? When you lose employees post training, it may create a negative impact on the ROI. As an organization, you would require skill transfer for any talent to perform. Is your current training practices outsourced? Are there any caps to the maximum number of certified professional you can train at a time or need on board?
The solution to each of these situations can be found. Training is integral to performance. If you have an outsourced training program and it cost you when the employee leaves after certification, build in-house capabilities and work on the cost optimization. Emphasise 'On-the-job' training and instil better performance. It would keep your employees motivated. Attrition gets triggered for numerous reasons. One of them is low learning opportunities within the organization. Every talent wants the job to make them more employable. Hence, offer that as an additional benefit. It might work to glue them for a longer duration.
Your situation is unique. Our suggestion would be more applicable for you, if you can share further. Looking forward to hear from you.
Regards,
(Cite Contribution)
From India, Mumbai
Hi Razia,
Training is a must to the employees as in general updated / trained employees serve better. Incase company arrainges training which is very expensive then company can ask for a bond to recover the cost of the traing if employee leaves the company within the bond period. There are trade secrets also, after the traing if employee works in any other similar / rival company then trainer company will be in big loss so along with the training cost, teritorial limits are also mentioned in the bond to forbid the employee.
In some companies employees are given a token of appriciation by way of increment to motivate the trained employee for better productivity.
Best of luck,
Samanta
From India
Training is a must to the employees as in general updated / trained employees serve better. Incase company arrainges training which is very expensive then company can ask for a bond to recover the cost of the traing if employee leaves the company within the bond period. There are trade secrets also, after the traing if employee works in any other similar / rival company then trainer company will be in big loss so along with the training cost, teritorial limits are also mentioned in the bond to forbid the employee.
In some companies employees are given a token of appriciation by way of increment to motivate the trained employee for better productivity.
Best of luck,
Samanta
From India
Hi,
Training is essential to survival of an organisation, as essential as for an athelete or sportsman to compete and get medals.
Please don't connect attrition to training. Attrition has to be taken up as a challenge through good HR policies
which should go side by side with all the other policies.
Employee hopping is a reality which can be reduced if there is a positive environment in a company.
They say that " A persons joins for Salary / Job and leaves due to the Boss"
So as all the people above have suggested, you must continue with the training which is essential for survival.
From India, Delhi
Training is essential to survival of an organisation, as essential as for an athelete or sportsman to compete and get medals.
Please don't connect attrition to training. Attrition has to be taken up as a challenge through good HR policies
which should go side by side with all the other policies.
Employee hopping is a reality which can be reduced if there is a positive environment in a company.
They say that " A persons joins for Salary / Job and leaves due to the Boss"
So as all the people above have suggested, you must continue with the training which is essential for survival.
From India, Delhi
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