Managing Director
Hr Consultant
David Chashaya
Training Welfare Officer

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May you please give me the tactics or advice to try to convincing my management team to like training, to allocate adequate resources for training and allow employees from their departments to participate whenever there is a training in place.
From United States,
I don’t know your situation, so here are some basic pointers:

-Get supervisors and managers involved in the process of identifying training needs.

-Make the training VERY practical and applicable to the real work being done.

-Publicize testimonials in company newsletters, bulletin boards etc from satisfied training participants.

-Follow up with participants and their managers how the training is being applied a couple of months after the training.

-Get some quick wins in which you have solved supervisors’ real problems and publicisize these wins.

-Ask to attend management team meetings to learn what the company’s real problems are.

More importantly, I’d like to know what you have done so far and what has been the reaction of supervisors and managers. By better knowing where you are coming from, you can get a better of idea of how to get where you want to get to.

Les Allan

Author: From Training to Enhanced Workplace Performance


From Australia, Glen Waverley
really good suggestions from Les allan.

i wud like to add further (Assuming bahavioural training):

to make the training VERY VERY PRACTICAL, the best thing is to go to the shopfloor or the area of work, and understand WHY exactly the training is needed.

identify the observant, sharp and forward looking employees, supervisors and managers in the workplace and ask them what problems they face daily and what content, if included, in the training, would help them. If they convince you that they prefer some other training module FIRST before this one, go back to the mgmt. and discuss it again. believe me, the groundstaff knows the best.

what are the words and phrases that need to be replaced in the minds and the daily conversations of the employees for eg '' I dont have time to clean up the place'' to ''It saves my time, money, effort and makes our dept. proud''. Use their exact words, if u r the trainer, in the training at the appropriate moment (when the initial ice is broken, shown some testimonials previous experiences of other trainee employees..tell them they used to say the same thing and watch them smile!!)

Take feedback (acc to me, for content of training, verbal feedback works best) after 5-7 days at the place of the work patiently with each trainee. I am saying 5-7 days because usually trainees wud have seen all sorts of challenges with application of training programme at work within this time frame. Thank them sincerely for their time and thank their boss for relieving them for some time so that u cud have ur feedback.

and if during training, if some employees of a particular dept. protest a little more than others, possibly they do have a genuine problem (like manpower shortage, more workload etc.).The mgmt wud be aware of it also. Seek permission from mgmt to assuage their concerns. its healthy to vent out. its good to bond.[list][/list

hope its useful, please let me know what u think and ur experience


From United States, Ann Arbor
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