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Dear Amit,

Some fellow members have already made useful and relevant suggestions to the point raised by you.

In my experience, organizations having a learning culture perform better year on year basis. Lot of knowledge is becoming obsolete and is being replaced by new knowledge. It is the task of the HR department to create a learning culture in the organization.

Many people resist training as they resist change. The reasons for regarding training as waste of time can be many. One could be a "know all" attitude. Second, it could be tremendous work pressure - the pressure of targets, travel & tours etc. Thirdly, trainings may be less interesting because people get bored with the same internal trainer doing it again and again.

Many have a kind of mental block towards training interventions, mostly because they do not realize how important they are for personal & professional growth.

I have a life transforming Training Workshop BE YOUR BEST - LEADER, which tremendously enhances employee engagement through bringing total clarity on all life issues - both personal & professional. Wherever I have conducted this Workshop, the results have been truly amazing, I should say profound. You may visit Pentagon Impex International and Sunil Chandra - Pentagon Impex International - Home for details or else get in touch with us.

Regards,

Sunil Chandra

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Email:

Surprised by this thread and also by such overwelhming response. is it such common problem out there. i am curious.
1. Inform well in nadvance
2. Focus on the benefits they will derive
3. Make the session intersting by being interactive, games and activities. The facilitator should be effective.
4. Take feed back and act on it
I can guranttee you - they will love the session and will ask for more.

To make aware the employees & HODs that Training today is not just about delivering the subject matter. Behavior based T & D approach deals with the individuals considering the psychological concepts of learning and unlearning: Mindsets, Attitudes and Habits to ensure that learning is not just implemented but motivates to use and reuse the same. It ensures that the learner is equipped to explore and innovate beyond the learning to add value. So the employees need to equip themselves with the latest ideas and trends in Behavioral Training and Development and how to implement the learning in workplace.
The best route to involve all employees within organisation is, Make a Annual training register,with Annual Budget. Put to Top management for approval.
Training of every group of employees should be based on organisational productivity.
Evaluation of employees skills should be a part of appraisal of employees. Accordingly generate interest within employees that why training is necessary for better prosperous of employee. And also brief the benefits of imparted training to organisation.
BB JOSHI

Dear Amit,
I suggest the following actions for ensuring good attendance in Training Programs;
1. "Training must be linked to the Organizational Needs, otherwise it would fail to pay.
Training must be linked to the Individual Needs, otherwise individual would fail to learn" ---- Your training programs must be designed and
conducted effectively to satisfy this statement.
2. Program design must be learner-centered and not trainer centered.Participative methods of learning( Case discussion, Role plays,
Business games, Exercises,etc., must be used as much as possible,
3. Pre-program briefing by HOD about the benefits from the program and his expectations from the participant after training
4. If the training is conducted effectively, the participants will become the spokespersons for the quality and usefulness of the training
program.
I followed these principles and reaped benefits.
P V S Sarma

Dear Amit,
Some have given you suggestions based on the limited information that you have given and some have tried to publicise what they have done. Hence, as my wont. I will raise a few questions to get some clarity of the situation.
What is the nature of your organisation and how many members are working for whom, who is arranging in-house training?
Who does the training?
What is the nature of the training arranged?
When (during the day or weekend) are the sessions arranged?
Have you tried to find out why people did not attend the sessions?
I can keep on asking more questions, but I won't. I hope the above questions will motivate you to give more details about the scenario to help bloggers to give you more customised solution.

Dear Amit,

In deault for not atending the in-house training programmes usually, HODs are more involved than the nominated participants. What happens is when nominations for training are sought HODs make nominations and then withold the nominees rom attending the training programme. They also support the employee concerned from attending the programme. The plea remains is loss of work/ production. As is rightly said by our friends, people still consider training as an unimportant item.

As a part of solution, you should firstly, discuss the training programme outlay with your CEO/GM, as the case may be and seek his active interest. You should also invite the said officer on the opening day and concluding day of the programme.

If still people stay away, please have issued strict letters from the said officer stating the significance of training and that in case there is a genuine reason for any employee for abstaining from training permission of the said officer be obtained.

I am sure this approach will mitigate your hardship on this account.

Regards

S.K.Johri

Dear Amit,
Link their training with either their PMS. Also it should be may realise that this will be also counted in their next appraisal.
After training a test is necessay which will recognise how much they have understood. Also how much the trainer has been able to deliver the training.

Generally people think that training is of no use and it's a wastage of time. We have to make people understand that in order to survive in the competitive world we have to sharpen our axe time to time. It is a process of refining their skills according to the changing scenario of world.
Make training as a compulsory part of job profile.
Make the training interesting by introducing games, role plays and stories.
Change the style of training oftentimes.
Always try to have maximum participation of participants in the training program ie the training should be interactive.
You can contact us on for content or training services. please feel free to call us 09815850241.


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