Trainer - Soft Skills
Learning & Teaching Fellow (retired)
Soft Skill Trainer / Hr Consultant - India
Manager - Admin & Hr
You need to be a little strict with them and also request their HODs to push them to attend the training.
You can link their attendance to their Appraisals, if so required, to persuade them to attend the training.
Once, they attend and feel that they are benefiting from the training, they would ask you to arrange the sessions.
25th October 2012 From India, New Delhi
1) The employee's should be informed that the training is for their benefits
2) You need to be little strict on the attendance on the training day.
3) The training may also include few games on each topic, so that they participate and enjoy the training sessions
4) If the training session is interactive, the employee participates more
5) Please speak to your HODs:
- To make an internal circular informing the employees about the training program
- Enhance the communication with the co-workers and counsel them
25th October 2012 From India, Thana
Anyway, one suggestion could that you will issue certificate of participation in training programme which will help them in adding them to their resume. Participation in all training programmes in an year should enable them to get an increment or appreciation.
These are some suggestions.
25th October 2012 From India
I agree to the points mentioned by the other members in this thread. Adding my views for an effective training when you are not getting favorable response from participants:
1. Based on the Training Need Analysis, concerned HOD should educate their respective employees the benefits of such training by rolling out emails to the employees attending the training.
2. To have compulsory attendance during the training period and absenteeism will be treated as leave and attendance should be taken thrice on each training day.
3. Mandatory to write the exam at the end of the training and certificate is given only for passing such exam.
Appreciate others do share their experiences in handling this type of issue for our learning purpose.
25th October 2012 From India, Hyderabad
Following are my views to get maximum attendance in training programs:
1) Firstly HOD's should have a one-on-one SWOT Ananlysis with each employee, this giving them a proper understanding about themselves.
2) HOD's should have a departmental meeting and appraise everyone, the need and benefits of the training program.
3) HRD should introduce a policy incorporating 'xxx' hours of training mandatory on annual basis.
4) All employees who supposedly should attend, must be informed well in advance about the training.
5) Facilitators should introduce Training Feedback Forms, which will give you their view points about such training programs.
Rest training evaluations (pre and post) should be carried out to take appropriate measures to ensure complete attendance in the following training programs.
Hope you find the above useful.
25th October 2012 From India, Mumbai
Attendance you can achieve in two ways
1) Forcefully Attendance (With compulsion)
2) Willing Attendance (With convinced approach)
I would prefer to go for 2nd way, because trainee should be willing to take training / learning then only actual learning is possible.
Create interest in trainees to attend the training session. Explain benefits of training etc. Create excitement among trainees about new learning opportunities and how this will help to achieve self and organizational objectives.
Ask seniors also to attend training session and sharing their experience and take regular feedback on training for improvements. I think with this approach you can create Learning organization, and then attendance is very small subject in front of creating learning organization.
25th October 2012 From India, Mumbai
Please review the following:-
1. Whether the faculty you are using is effective or not
2. Make some arrangements for tea/coffee/snacks during the training session to make the participants feel good.
3. Training should purely be need based. It should not be that T & D is having a target of say 16 man hours per employee of training per annum and to meet the target the T & D is forcefully ask the employees to attend the training irrespective of training need identified for a particular employee or not.
4. Instead of class room training can you think to organize internal training at some external location to thwart any undue disturbance.
5. Try to include some fun filled activities during the training session to make it more live other wise participants start carrying an impression of preaching is easy than practice.
25th October 2012 From India, Gurgaon
1. If you did not do a trainning needs assessment before the trainning, do it now by engaging your staff in the assessment,
2. make the trainning programme compulsory and hence indicate that failure to attend would attract a sanction
3.Invite resource persons from relevant ministry and above all
4. tag attendance to this trainning to promotion of staff from one rank to another.
25th October 2012 From Ghana
I am in agreement with all those who talk about 'attending training' as a pro- active and a 'win-win' approach. Also there are certain 'pre' training procedures that we follow. These procedures help us create a connect and confidence amongst those who are to attend the training. These result in a good attendance and also a willing approach towards the workshop.
These are more valuable inputs are a part of our 2 day workshop which is called 'The Magic of Making Training Fun' Do write to me should you be interested in knowing more about the Workshop.
Wishing you the very best for your sessions ahead. Also have a happy festive season ahead.
PlatinumOne Learning Solutions
25th October 2012 From India, Mumbai
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.
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25th October 2012 From India, Delhi
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.
26th October 2012 From India, Mumbai
26th October 2012 From India, New Delhi
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.
27th October 2012 From India, Delhi
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
I followed these principles and reaped benefits.
P V S Sarma
27th October 2012 From India, Vishakhapatnam
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.
27th October 2012 From United Kingdom
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.
27th October 2012 From India, Delhi
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.
27th October 2012 From India, Mumbai
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.
27th October 2012 From India, Gurgaon
Let me make you one thing clear at the outset, no one on this earth can force or make anyone come to your trainings. they may be made to be physically present, but trainings are not given for that purpose, they are to eventually transform. and transformation takes place, when people buy-in. if you can't sell your product, then either you are talking to wrong people or you dont have a product worthy to be sold or you need to learn to sell.
believe me friend, the only person who is responsible for such situation is the one standing infront of the mirror. I cant suggest or advice you the right course of action on this at this forum, but you need to talk to someone who understands this business and by the look of it, you will not find them on this site.
thats all from my side.
Best of Luck
gs_pawar @ yahoo . com
27th October 2012 From India, Haryana
If the training is not interesting, people will not attend.
If the training is boring, people will not attend.
Do the Training Needs Analysis or Assessment first, then decide who needs training and in what areas. Don't do training for the sake of training, that just gets everyone offside.
Decide what training is essential (e.g. safety training, First Aid, etc) and mandate that for the relevant staff. It needs to be written into their contract that they must undertake this training. Also make this training a part of their performance plan.
Training must start at the top. Staff need to see Management fully involved and taking training seriously.
Training should be done by suitably qualified staff. If you do not have qualified trainers in house, use external trainers. Find trainers with a pleasant, friendly manner who can engage the trainees.
Be very wary of games, role plays etc. VERY FEW people like these, and they will do anything to get out of training if they think this will be a part of the session. I am a trainer and I hate them! I never ever subject my trainees to these sorts of things. I try to make my training fun, interesting, and engaging, but I don't humiliate people in front of others.
30th October 2012 From Australia, Melbourne
Please check the rating of your In house Training sessions which will help you in identifying the gaps that you need to fill to make for good attendance :-
1. Is the target participant required to undergo the training to meet his developmental needs ? [ if this only for completing the required mandays of training then people will not be interested in completing such targets where there is no value addition ]
2. Is the communication regarding the training very clear about the objectives of the training, benefits of the training and the target participant.? [ If the learning a participant is going to get is not clear then the motivation to attend the training would not be there ]
3. Are the participants nominated by the HOD's or the participant gets his own nomination done ? [ If participant comes forward on his own, likely hood of his taking the training seriously is more high ]
4. Are there disruption during training? [ being called repeatedly for some work or other during training. If seniors are not serious then the juniors will make a joke of it]
5. What is your Managements belief in training ? [ If the management is not inclined towards people development then they will not be really keen about the training being imparted ]
6. Is the trainer good enough ? [ The quality of trainer also decides the attendance ]
7. Are the arrangements of food and refreshments made by the company? [ food is always a point of attraction ]
If you can evaluate your training sessions on the above points it will give you a good insight on the In house training programmes that are being conducted
1st November 2012 From India, Mumbai
To be frank, if we could know what the training is about, it would be easier to share our views. The situation here where training programs are organised and employee turnout is low, is a usual situation. We had a few checks with our employees when a similiar situation occurred and most of them reverted that as they didn't want to risk losing time at work when they were not sure of what to expect from the training or how this would benefit them in their processes, they hadn't attend the sessions. There had been scenarios where they even had to work late in order to complete their work after 2-3 hrs of a training session, which they thought hadn't been worth the effort.
From then onwards, few days before the training programs we have been sending them preview notes providing short notes on the topics and how the details help them out. After the training session, explanatory notes and FAQs had been circulated to all, including those who had not attended the session as well. The attendance has picked up since then as the employees had been expecting transparency.
I'm not sure if the same method here would work at your organisation as I'm not aware what the training program here is focused on. But this may be worth a shot.
7th November 2012 From India, Bangalore
I have a similar experience which I want to share with you.
Iam a Faculty Registrar in a university. At a Faculty Board Meeting,I suggested that we elect a Vice-Dean for the Faculty. My suggestion was accepted. Members asked me to suggest a day and time for the election. I suggested the following Thursday between the hours 09 - 14.00. they agreed on the day but did not accept the time for voting whith the excuse that transparency could not be assured. so we all agreed to meet at 09.30 on the stated day to vote. However, on the appointed day and time no body appeared for the voting to be carried. I informed the Dean that the best way to organise the election is to do it over a period of time eg from 09 - 14.00hours. he suscribed to this arrangement. I sent round circulars to inform members a week later and specified the agreed time. To ensure that members would be present to vote, I called all the members on the phone on the appointed date to remind them of the elction.
8th November 2012 From Ghana