Dinesh Divekar
Business Mentor, Consultant And Trainer

Dear Seniors, Please help how to make employee accountable for the new job after giving them proper training. Regards Tirlok Dhir
6th June 2017 From India, Gurgaon
Dear Tirlok,
After recruitment and training of the newly joined employee, you need to design KRAs and give him KRA sheet. You should be clearly mentioned what performance targets he/she should achieve and by what date he/she should achieve. For the format of KRAs, you may click the following link and download the sample KPI and KRA Manual:
For further doubts, feel free to contact me.
Dinesh Divekar
6th June 2017 From India, Bangalore
Dear Dinesh,https://www.citehr.com/newthread.php?do=newthread&f=34
Thanks for your advise. My quarry is our employees are with the company performing only one kind of job. bases on their silk sets company is training them for different job by giving them training. the training is of 4 weeks as per our system. After giving them the training they are refusing to perform the job by simply saying that it is beyond their skills and they are unable to understand the job.Though we have giving incentive also in the job
In this case what to do so that are accountable for the same.
Tirlok Dhir
9th June 2017 From India, Gurgaon
Dear Tirlok,

It appears that after the training if employee are just refusing to accept the new type of job in the company, then it is a matter of culture of your company. They are institutionalised in their jobs and they are refusing to go elsewhere. When companies do not practice job rotation, problem of this kind arise.

You are ready to give incentive for their performance. However, have you thought from their point of view? Do they have fear that if they are placed in the job, it could take a while for them to acquire expertise and in the meanwhile they could lose their incentives in the existing jobs?

In fact you could have given little more information. What type of job training do you impart, after the training what type of job they are supposed to do, how many persons are trained etc.

When the positive discipline does not work, we need to resort to negative discipline as well. Whoever refuses to work in the job, they may be taken on task. However, this suggestion depends on the internal dynamics of the company.


Dinesh Divekar
9th June 2017 From India, Bangalore
Dear Dinesh,
Thanks. for your advise. Yes I agree with your point that in our company job rotation practice is not prevail. More over in their present job they are not getting the incentive, as the work is very less.Keeping the facts company wants to utilities there services by imparting in-house job training which is equivalent to their job skills and in this new job they are easily earn incentive apart from their wages. But we are having an IT industry having Trade Union being managed by INTACT leader they are not showing their interest in the new job. Every time they threatening by saying that we will go to court and file deformation case against the company and the manager of company.
In this scenario what steps should be taken.
10th June 2017 From India, Gurgaon
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