Problems of this kind occur when operations staff look towards training in isolation or disturbance in their routine. They have a fear of operations may breakdown if we spare the staffs for the training.
Partly this is because of your organisation's culture. You need to have learning culture in your organisation. When senior staffs starts attending the training, it sends the right message to one and all.
Another important thing I would like to ask you is whether you have well instituted measures of performance for every department. Make HODs responsible for the measures of performance. These measures cannot be met unless managers train their staffs for requisite skills and knowledge.
The organisation's performance is also measured through customer satisfaction indices, job error rates etc.
Dinesh V Divekar
Both Shalini and Dinesh have given you sound advice. However, as you have not described the scenario in enough detail, it is not possible to give you precise advice. For example, how large is the organisation and what staff are you referring to?
Please also see Employee Training - Use Employee Training and Development to Motivate Staff
to know about different types of training involved.
Have a nice day.
A retired academic in the UK
It is one of the key issue for the organizations who are spending considerable amount of money on training and development of employees.
Since you have not mentioned about what kind of training your organization is providing to its employees.
One of the reason for poor attendance of the employees for training is poor training needs analysis.
Employees are made aware of the importance of these trainings for their own development and also how it will support their progression in the organization hierarchy.
Senior employees have certain pre conceived notions of knowing everything and and thats why they are senior so they don't need these trainings and its a waste of time for them which they can use on some other better constructive things like they are more productive hence working instead.
Past experiences of employees have established a poor perception in their minds towards trainer for the following reasons.
Trainer is ineffective in making the sessions interesting not able to transfer learning.
Trainer has maintained a very high level of subject hence employees with poor capacity and learning can not make use of it.
Monotonous session by trainer.
Training techniques are not used by trainer such as proper audio visual aids, communication language etc.
I addition to this as Mr Diwaker has mentioned in his write up it is also evident that HODs not being responsible for the training needs of employees and more of production centric find it a loss of men power hence they are not proactive.
employees are burdened with extra workload and sometimes made to work late on the training day in order to make up for the time lost in training.
In a nut shell the best motivation of employees to undergo trainings can be done through proper communication of importance of the training to employees and ensuring that each SBU or unit or department is in a sync with training division objectives, and employees are assured of no working late.
In a good hope...
How have you arrived at the training needs of the hospital staff? If it is your just observations that x employees needs to be trained, it may be wrong. Similarly were employees made aware on the availability of training scheme in your establishment and the advantages of undegoing training., Did some of the employees complained that they need short of particular skill. If so, whether this has been taken into consideration while deciding the trg. program.
See employees will like to attend trg, program only when they find that such trg. program is bound to help them to improve their skills.(which they were lacking). Similarly employees have a common querry in mind that whether such trg. is going to improve their monetory package. Another fear persist in such employees that by undergoing typical trg. their workload will increase. The management is trying to turn them into multi-tasking employee. Hence, it is necessary first to impress upon the employees how the trg. will help them to grow, how they receive applause from the relatives of patients / consulting doctors/professionals about services rendered by them, how they are improving their market-worth.
another very coomon factor found in hospitals is that there are no separate trg. hrs fixed for trg. Employee their duty in X Shift and then they are asked to attend trg, in next shift or they are called for trg. on their weekly off day. This also another reaon for resistance. You will have to adjust their timing in such a way that neither the hospitals or their own time is wasted. If the trg. is on weekly off day, it is better to subsidize petrol expenses by a fixed amount like Rs. 35 or 50. Thus this doesn' pinch them.
My other collegues have rightly put their opinions. Consider all of them and act. Even then their is resistance you may contact me at or 9372638920. regards
Thanx for every one
what my exactly need on hospital management is to know about the Effectiveness of training and development programmes in health care sector. Can u provide the articles, journals, reports and thesis reports related to the hospital management in health care sector. What are the main objectives in Effectiveness of training and development programmes in hr in hospital management.
Can u provide me the information on what are the training and development programmes, and what are the objectives in the health care sector.