Dear Rupali,
I take reference of your above mentioned post. The link is as below:
https://www.citehr.com/508224-traini...#ixzz3FSdaH34H
My comments for few paragraphs are as below:
we haven’t started such 5 days program yet. We always have 1-2 days training program, workshop from various training program conducted. Boss thinks that 1-2 days program may not help employee to develop. Secondly IIM’S is good brand and he feels such programs can help to develop org.
Comments: - It is not the just the number of days that matters. But what matters is whether proper goal statement for any training is defined or not. That is far more important. You may refer my following link:
https://www.citehr.com/498440-how-ca...ml#post2160264
Who says that 1-2 days training programmes do not yield results. If proper pre-training activities are conducted, then it is possible. Recently I conducted training on "Inventory Management". At the end of the training, I had obtained agreement from the participants on implementation of learning. If you wish to refer my post-training report then you may click here:
https://docs.google.com/document/d/1...it?usp=sharing
Secondly, IIM is a good brand. Not that I am against their greatness, nevertheless, let us not forget famous proverb in Marathi "
Naav Mothe Lakshan Khote."
Thirdly, by just nominating one or few managers to the MDP, it will develop the organisation is plain assumption. Have you taken survey of the past participants of IIM's training courses and gathered evidence of the organisation development?
Taking TTC into consideration. I came to understand that if any training program fees which is more than 1 months salary of that particular employee should sign a bond.
Comments: - No need to sign a bond as such. Even if you issue proper letter to the manager on the company's letterhead to prove the ROI between 1 year to 2 years is sufficient.
ROI, yes I also agree with this point. Probably he can give some presentation. In any case it needs to take long time for investment to come.
Comments: - Nominated manager, on completion of training should not just give presentation on what knowledge he gained but complete action plan for implementation of learning and thereby attaining 'X'% returns.
If you start issuing letters for the implementation of learning, it will foster culture of accountability in the company. This will bring a big cultural change. Implementation of learning is very difficult for the nominated managers. It requires tremendous maturity to fill the knowledge in the gaps that exist in the current system. I have trained hundreds of managers and I can say that not even 1% have ventured to do it.
My humble suggestion is to hire my training services. At the same cost, I will train your all the managers. I will obtain learning implementation plan from each participant. You may show this correspondence to your "boss". Find out what he says.
All the best!
Dinesh Divekar