Dinesh Divekar
Business Mentor, Consultant And Trainer
Kritarth Consulting
Spl Educators Posh Programs & Hr D &
Dhruva.trivedy
Trainer, Facilitator & Consultant
Cite Contribution
Community Manager
Tajsateesh
Recruitment/talent Acquisition, Career Counselling
Nashbramhall
Learning & Teaching Fellow (retired)
Raj Kumar Hansdah
Shrm, Od, Hrd, Pms
Pon1965
Construction
Sonusut1
Sr Officer
Anjuhr
Officer-hr

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Dear All, i am working in manufacturing company as a HR Officer. I have been given responsibility to coordinate all Training programmes for technical trg.Programmes and also management insisting to conduct the training programme for workers after ending of the shift (we have 3 shifts A Shift 6 to 2 , B Shift 2 to 10 & C Shift 10 to 6), as we can t take them for training during working hours. Now i am facing a problem only with workers who are working in shifts & these workers are not interested to come for the training programmes as they see training programmes are useless and also these workers after working for a Continuous 8 hrs duty by Standing, they are not staying back for the training. Sometimes, even i am requesting them to attend for the training. These workers are basically 8th or 10th Standard and permanent workers. Kindly help how can i fulfill the management desire & how can i motivate the workers to attend for the training programmes.
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Dear Anju,

The reply to your query lies in your post itself. Is it not outrageous or even ridiculous to tell workers to attend the training after 8 hours of duty?

In light of your post, let me ask you some fundamental questions. Why do you train your employees? Is it done to impose burden of any kind on them on to improve their productivity?

Those who could not complete their formal education up to matriculation, their learning level or interest is well understood. If you make them to learn even during the shift hours, even then also you may not get results. Now here you want them to learn after regular shift hours? What will be their concentration level after eight hours of duty? Does your management just want "training" or "learning" also?

The trouble is that the many times management dishes out some solution while sitting in ivory towers. I find complete disconnect between the perceptions of the management and perceptions of the workers. This gap cannot be bridged by "motivating" the workers.

Yes, there is one more solution. Have you calculated the cost of non-training? Weigh it against cost of training during shift hours. To measure the cost of non-training, you may take help of my following post:

https://www.citehr.com/479129-how-ge...ml#post2112781

You will find that the cost of training during shift hours is obviously less. Once you do this exercise, show it to management that nothing is going to happen if you stop the production and train them during working hours.

By the way, let me apprise you that in Japan, most of the Japanese companies switch off the complete plant operations for some 3-4 days every year. Every single worker is told where the company is going. What was vision of the past year and what was attained. This exercise is on and above the training during shift hours. But then that is why it is called as Japan. They value perfection and perfection comes when people devote their heart and soul. It is far more than brain work.

Thanks,

Dinesh V Divekar








Hello Anju,

To add to Dinesh Divekar's very apt points & useful suggestions, let me add a few more.

The focus of your management seems to be 'attend training' RATHER THAN 'learn from the training'.

Forget about the fact that the workers work in shifts for a moment. Consider the TIMINGS per se.

After the I Shift [6.00 AM to 2.00 PM], don't you & your management think that they would be hungry? You haven't mentioned any Lunch facility being provided for this Shift.

Next consider the II Shift [2.00-10.00 PM]. Even if your management includes Dinner for this lot, do you think they [or anyone for that matter] will be ready to attend any training--AT 10..00 PM?

Next to the III Shift [10.00 PM--6.00 AM]. Don't you think the guys deserve SLEEP after the Night shift?

Mind you--I am NOT saying this sitting in ivory towers--like Dinesh aptly mentioned. I have worked in shifts myself [in the very same timings you mentioned] and I know what it's like....BOTH the mental & the physical aspects.....after the shift; and I am NOT a Blue collar worker.

Dinesh is right when he says that you better make an analysis of the cost-benefits of various possibilities AND THEN speak to your management.

You can also discuss with the workers concerned for suggestions--take it from me: when the workers see that you are asking wholeheartedly & with genuine concern for their well-being, they will surprise you with their candor & out-of-box solutions. BUT if they get a feeling that you are trying to push them into a situation of YOUR choice, forget even asking them. So it depends on YOU.

All the Best.

Rgds,

TS
I totally agree with both the above comments.
In fact. it seems so ridiculous; and even barbaric; to force workers for training after their shift hours.
Does your co. considers training as essential and necessary ??
Considering that Training will improve productivity; what kind of Incentives are you offering them for attending training ??
Are you taking care in providing them refreshment/snacks, tea etc. during Training hours ??
Are you paying them any OverTime allowance for attending training in addition to their normal duty hours ??
Why should not a worker go home and be with his family after his working hours ??
I think you have all the answers to your problem.
Warm regards.
I usually do not make comments on such issues, when others have covered most aspects. However, as there was not "Appreciate and Validate" facility, I have moved the thread to another location and am making an exception by making some remarks.



Dinesh Divekar, TS, and Raj Kumar Hansdah have raised pertinent questions and made apt remarks. I will try to answer your following question, in my normal way, by raising some questions.

"These workers are basically 8th or 10th Standard and permanent workers. Kindly help how can i fulfill the management desire & how can i motivate the workers to attend for the training programs."

Please may I know why the level of qualification attained by them is pertinent? Kindly put yourself in their shoes and tell us whether you would attend training after a full shift standing on your feet? If the answer is "NO", what would motivate you to attend? If the answer is "YES", could you kindly tell us why?

I have attended a number of training sessions/classes both during work time and after work. Many of the in-house training conducted, at the whim of management, were pretty useless both in the short-term and long-term. Training sessions and classes that I attended because I wanted to were fruitful and useful. Hence, you have to make sure that the training sessions are relevant and useful to the workers and they can see that there is something in it for their sacrifice.
Training is part of the working and it should be planned during working hours, otherwise OT wages has to be paid for the training conducted in extended hours. This practice is in force in majority of organisations/Companies in India.
Pon, Chennai
I have a very different view. Training is imparted in order to enhance learning. It can not come in a compliance mode. First of all as an effective HR professional, you need to create an engaging environment for learning and that is when the workers may ask you for training, instead of your chasing them.
Dear Anju,

In addition to all the suggestion you have received for your program, please consider mine.

I am assuming you are aware of Adult Learning and its cycle.

Employees didn't study after class 8. They are out of touch with the classroom learning models.

They are wired to use all their attention and energies to work during the shift.

Learning isn't plug and play. If they are not rewiring their brains, you won't be able to push the envelop.

Try and understand what gets them thinking and talking. Identify areas they are passionate about and then design the program.

Here's my experience from a similar situation, while working with a publishing firm, that required every employee to master German.

Inspite of hiring certified professionals from Max Muller, the quality was falling apart.

The firm didn't have enough resources to train the employees or send them for fancy programs for language.

On the top it had gruelling targets with enormous workloads. Batch training, even within the firm was pricey.

We hired German expats as Quality Analyst. They agreed to train the employees, essentially focus on fault correction.

We had to arrange these program after office hours and faced exactly your problem.

No one was attending it. Even when we offered vouchers, within our budget , it failed to motivate them . Connecting the test scores to performance didn't help much.

We figured they were tired , hence even after offering the transportation they could barely focus.

We did an open house with the employees, trying to understand what was fun according to them, in office. Most of them said that they found games room interesting. That helped us.

We organised the same training program in that room, there after. Everyday one employee had to make a presentation, in German, on their passion, such as photography, cooking and so on. They used even come dressed up in traditional German outfits. We eventually shifted the training program before the office hours . Since the interest had already picked up, the employees were actually ready to come way early

The credit goes to the trainers who made it so interesting and kept the group together. They took it far beyond boxed class room learning.

At the Chief Learning Officer's Summit the head of HR from Workhardt shared how they have been using IVR on cell phones to train their medical representatives .

These representative required long hours to travel , hence little room for training. The Learning Division at the firm designed all the training material as audio book and uploaded it to the IVR system. This helped the MR to dial in the number and listen to the entire training capsule on a product, while they were waiting for the doctors.

Here's another example of how mobile phones and social media was used to facilitate learning. CII Certification: Social Learning

Designing the program or the best material isn't enough . How you help the employees to learn through their Personal Knowledge Management or connectivism is essential.

I understand this might not work in your environment. But do brainstorm and look for unconventional solutions.

Wish you all the very best !
Bravo (Cite Contribution); I take this opportunity to appeal to bloggers to give advice like this from personal experience. Many others like Dinesh Divekar, TS, Raj Kumar Hansdah do it too.
Dear Seeker

You state that for attending Technical Training Workers are not coming forward. You may initiate following actions:

1. Explain to them in sufficient detail the Benefits from the present Set of Technical Training and How the Additional Technical Knowledge is connected with Improved Work Performance, Confidence and improved possibility ( genuine) of their being considered for Better Increments and or promotions to next Higher Position once they demonstrate Proficiency / required Competence. Surely, your Technical Training Team are Competent in the subject-matter of Tech Training. Not all Workers only work for bread alone, Workers are Human Beings with Dreams, Desires and Aspirations and earnestly look up to Management / Employer to organize Training Programs which definitely add to their Skills-Set and enhance Competency and some even Volunteer to receiving Newer Tech Training

Think also of rewarding the Workers for taking active part in Tech Training Programs. Properly decide the Training Venue, too. In any case the Workers are covered by applicable Statutory Provisions

Kritarth Consulting Team

26-12-13, 5.15 p.m.
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