Training Allowance - Please Help(In A Fix)

Dear All,

I am a Training Manager at a KPO.

w.e.f 06-June-2007 we have introduced Training Allowance as break up under the "Other Allowance" section of the employees.

We'd to introduce it since the employees are not attending the training sessions. The sessions have been scheduled collectivelt by their Managers taking into consideration their lean days. The training for every department is only for 2 hours in a week yet they don't attend the sessions.

My concern is that employees are reverting with the following letters to the HR Manager and she has addressed it to me. I really don't know what to do. Please suggest.

Please find below the employee letter:

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Regarding your notification below, I’d like to clarify the following:-

Our salary contract was based on an agreement between us & the contract is binding on both parties. Please note that there was no variable component in the CTC that I agreed to in my contract. Therefore I’m entitled to the entire CTC agreed upon between us & hence I disallow any portion of my salary being linked with any kind of training.

Should you wish to link a payment to any training, please introduce it to us first, like an incentive or so & deduct it if people do not show up for training?

Please also note that currently we have a system wherein there are batches for attending the training & if we cannot attend one session we can attend another batch’s training & if not that too there’s a revision batch. In any case forcing a person to attend any kind of training by cutting their existing salary would not make the person appreciate/accept the training in the right spirit.

I request you to kindly take note of the above & not link any of my existing salary with any training.

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PLEASE HELP! PLEASE

Thanks

Kavita

Hey...
i agree ur in a real fix...
hmm y dont you link training sessions to performance appraisals & the rewards and benefits the employees recieve... to add to that you can also add certain incentives in monetary terms if possible. (ie if they attend the training sessions then they a certain amt is added to their ctc.. but you'll have to convince the mgnt for this... )
Also you need to find the root cause as to why the employees do not want to atend?
1. is it that the training is too bring?
2. is it that they are already under too much pressure to achieve their target that they see trainng as a waste of time rather than a timely investment?
one more suggestion is that why dont you ask your employees to fill up a form in which you very assertively ask them their opinion and views about trainng... something like a survey...
Goodluck kavita...
Regards,
Shraddha :D

Thanks Sh5raddha for your response. I appreciate.

Let me address the points u've put across:

1. I am sure the training is quite interactive since i've got gud feedback.

2. Training sessions has already been linked to their performance appraisal.

3. The mngmnt doesn't want to add trng allowance as an incentive.

4. They are under pressure to meet their deliverables and deadlines but as I've said the trng sessions have been scheduled by their respective Relationship Managers. Moreover, the batches have been scheduled so that they can attend the next session if they would miss one. Apart from these alternative I have also scheduled a revisional batches for them.

Still the attendance is unsatifactory.

One of the reasons could be what u've mentioned i.e. "they are already under too much pressure to achieve their target that they see trainng as a waste of time rather than a timely investment."

this is the only org where i am facing such problems.

i am not quite optimistice about asking asking the employees to fill up a form in which v very assertively ask them their opinion and views about trainng... something like a survey... since i've tried sumthng similar in nature.

I really don't know that is that I can do. or if i just can't do anything?

:-(

Please let me still know ur valuable suggestions and inputs.

Shraddha thanks once again.

Regards,

Kavita

hmmmm...

i feel the only saviour is 'word of mouth' .

the trainer who trains the emplyees should be extremly impactful and should make the session a learning experience by using fun management activities.

i.e. the employees who attend the training should be extremly positive post the training and should enjoy it so much that they look forward to attend the next training session. not only they look forward for the next trng session but they also spread the word of mouth about the training so as to compell the other employees to attend.

word of mouth always works!

Another imp thing that comes to my mind is that sometimes the employees probably may need a change in trainer in case they are bored of the current trainer or have some preconcieved notion about the existing trainer. i am unaware if you have hired an external agency for training or you have a pool of internal trainers. as per my experience the problem that ur facing usually happens only if you have internal pool of trainers.

if in case you need any external trainer do lemme know.

and i wanna see a smiley sooon instead of :cry:

regards,

shraddha :D