Dear all.
My query is :How to keep Training Record of Contract labour?
As contract labour lefts the job often, ( attrition rate is more at one of our Line), we have to train new labours again and again. We have Training Feedback process for other employee and permanent operators. But how keep track of training to 'always changing manpower'?/ and after all, is it necessary or will it be a waste of time and paper, etc.?

From India, Amravati

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Dear Gaurav,
Whether for the on-roll employees or for the contract workers, I recommend you keeping records of their training. Training is an investment and measurement of yield on this investment is important. If you do not maintain the records, then how will you measure the yield?
Your contention is that attrition nullifies the investment done on training. Yes, I agree with you but then what per cent of training efforts went in vain that has to be measured. Secondly, this brings out one important question on the status of contract employees. Suppose if the status is changed from contract to permanent employee then will the attrition come down and if yes, will it save revenue spent on training? You need to do this study, however, to do this, you need records!
Dinesh Divekar

From India, Bangalore
Thank you Sir for your guidance. Gaurav.
From India, Amravati

Training the contract labour is helpful if they are going to perform skilled or semi-skilled operations and particularly so if the work place happens to be a factory as per Factories Act 1948. The safety provisions under the Act requires the workers to be trained and told about the risk involved. So the investment in training will not be waste and how far it has been useful and effective is another matter which can be verified as pointed out above.
From India, Mumbai
Dear colleague,
In my view if you take positive action on arresting the attrition challenge of the contract workers, after finding out why they leave you. In fact you will know that the contract workers are generally paid minimum wages or little more depending of the experience level. The prominent reason for leaving is better wages elsewhere or some other compelling family reasons i e marriage, relocation deaths etc.
If you rationalize /enhace the wages a bit keeping fair differentials based on skills and experience, perhaps it may help in increaseing bond and employee engagement.
Maintaining training record is more useful to the organization for proper job allocation, performance enhancement etc so though it is not mandatory, it useful tool.
Vinayak Nagarkar
HR - Consultant.

From India, Mumbai
Dear Gaurav, May be change method of training and see what Really Problems of Contractor Employee,if problems identify then go for solution, or try Apply Attandance Bonus to employee.
From India
Dear All, Thank you for your contribution. it will ease to take decision and plan. Regards, Gaurav.
From India, Amravati
Dear Gauravf1,
You have received some valuable positive inputs from our learned members.
I wish to add my two cents.
Contract labourers work in close proximity to Machines and Equipment. When it comes to cleaning - be it floor, roof , machines or equipment the workforce right at the interface comes from Contract Labour pool.
A very tragic and yet painful truth is the tale of accidents and fatalities. Take any industry the contract labourers are the most affected.
From the above it is imperative that contract labourers need training to do their job well and ensure safety for themselves and for the equipment or the machines handled.
Last but not the least, let us not forget that an average contract labourer comes from a poor family with very little formal education.

From India

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