How Do You Track Training for High-Turnover Contract Labor Without Wasting Resources?

Dear all,

My query is: How to keep a training record of contract labor? As contract labor often leaves the job (attrition rate is high in one of our lines), we have to train new laborers repeatedly. We have a training feedback process for other employees and permanent operators. However, how do we keep track of training for the constantly changing manpower? Is it necessary, or would it be a waste of time and paper, etc.?

Thank you.

Dear Gaurav, whether for the on-roll employees or for the contract workers, I recommend you keep records of their training. Training is an investment, and measuring the 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 made in training. Yes, I agree with you, but then what percentage of training efforts went in vain has to be measured. Secondly, this raises an important question about the status of contract employees. Suppose the status is changed from contract to permanent employees; will the attrition rate decrease, and if so, will it save revenue spent on training? You need to conduct this study; however, to do this, you need records!

Thanks,
Dinesh Divekar

Training contract labor is helpful if they are going to perform skilled or semi-skilled operations, particularly in a factory as per the Factories Act 1948. The safety provisions under the Act require the workers to be trained and informed about the risks involved. Therefore, investing in training will not be a waste. How useful and effective the training has been is another matter that can be verified, as pointed out above.

In my view, if you take positive action on addressing the attrition challenge of contract workers after identifying why they leave, you will find that contract workers are generally paid minimum wages or slightly more, depending on their experience level. The prominent reasons for leaving are often better wages elsewhere or compelling family reasons, such as marriage, relocation, or deaths.

If you rationalize or enhance the wages a bit, maintaining fair differentials based on skills and experience, it may help in increasing bonds and employee engagement. Maintaining training records is more useful to the organization for proper job allocation, performance enhancement, etc., so although it is not mandatory, it is a useful tool.

Regards, Vinayak Nagarkar HR Consultant.

Dear Gaurav,

Maybe change the method of training and see what the real problems of contractor employees are. If problems are identified, then go for a solution or try applying an attendance bonus to employees.

Dear Gauravf1, you have received some valuable positive inputs from our learned members. I wish to add my two cents.

The importance of training contract laborers

Contract laborers work in close proximity to machines and equipment. When it comes to cleaning—be it the floor, roof, machines, or equipment—the workforce right at the interface comes from the contract labor pool. A very tragic and yet painful truth is the tale of accidents and fatalities. In any industry, contract laborers are the most affected.

From the above, it is imperative that contract laborers need training to do their job well and ensure safety for themselves and for the equipment or the machines handled. Last but not least, let us not forget that an average contract laborer comes from a poor family with very little formal education.

V. Raghunathan
Chennai