Business Mentor, Consultant And Trainer
Strategic Business Management Includes Revenue
Deputy Manager - Hr
Learning & Teaching Fellow (retired)
13th April 2011 From India, Madras
Thanks for your reply,
But this is not related with education of any particular employee, this is where your organization has to enroll with IIM institutes/Business Institutes for courses of 2-5 days or maybe of some more days and has to pay around 4L to 5L for education of bulk employees.
Which includes their stay, food etc etc..
I wanted to know,
1. Any more institutes in India, other than those which are mentioned above
2. Is it worth paying that much amount for such courses.
Also please check the attachment as well to get the better idea.
Pro's Waiting for your reply..
Monarch Technologies Ltd.
13th April 2011 From India, Mumbai
These executive coaching programmes or MDPs are good no doubt however, it has its flip side too. One is that these are expensive. Secondly, expenses apart, since these are syndicate programmes, they do not customise to particular industry far from customisation to your company. Now when your executives take these MDPs, on completion of these courses, they need to go back and find out what is required exactly for your company and create a action plan for the change.
How many executives have time and patience to do this? How many executives have really brought change in their company after attending the seminars or MDPs of this kind? Therefore, the education remains restricted to the nominated executive only.
Against this backdrop, I recommend you telling to your VP to go for Leadership Development Programme (LDP) that lasts for 2-3 years. In these 2-3 years training is imparted for every quarter.
If you adopt this method, you will have benefit of customised programme and strict monitoring on whether the learning is implemented or not. Above all, the learning is quite cost-effective also.
Though I write this, I do not rule out importance of MDPs per se. These MDPs may be reserved for top performers and you may recommend them as a reward to their performance.
I have a plan for the LDP. If you wish to hire my services, you can do so. As of now, to make you aware of my services, I have attached my Training e-brochure to this post. Please talk to your VP and contact me.
Dinesh V Divekar
13th April 2011 From India, Bangalore
Its always beneficial, but see to that, employees opting for such educational programs, do commit to serve your organisation for longer period, as there are cases where employees had joined other organisations, the moment they add certifications/qualifications to their profile...ITS THE FACT.
With profound regards
14th April 2011 From India, Chennai
It is indeed an appreciable initiative by your VP.
You could also opt for online courses as well. pl also go thru the site:
Free Online Courses, Workplace Skills Training, Interactive Education and Multimedia Learning | ALISON
hope it would also be of some help.
Thanks & regards,
14th April 2011 From India, Indore
It is good that the top management hv such ideas. so implement the same, it certtianly is useful both for the employee and for the management. It is a training and development activity.
one or two suggestions;
- accrding to me, nothing should be free, but this can be highly subsidized ( that is 75%:25%)(75% to the company) then the employee will also b serious.
- take some kind of underatking that such employee will serve the organisation for a certian period of time say 5 years, otherwise he will reimburse the amount.
- check his progress during the study
15th April 2011 From India, Bangalore
I have no idea of the programmes offered by those instituions, like the rest of the respondents that have offered the views so far. However, i have some anecdotal experience of courses offered in the UK.
You needs to be clear of the objectives of sending employees on such courses. For example, all site managers and managers of equal rank were sent to Manchester Business School long ago for a 3-day course. Some of the content covered was virtually useless to any of them.
As others have suggested, let people who go on such courses pay a certain percentage of the fee. This expenditure can be reimbursed to them by way of a bonus if they serve the company for the next two years. Binding them to serve for a number of years after the company spends the money may not be legal; you need to consult lawyers.
Have a nice day.
A retired academic in the UK
15th April 2011 From United Kingdom