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
From India, Pune
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4I 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:
---------------------------------------------------------------------------------
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.
--------------------------------------------------------------------------------
PLEASE HELP! PLEASE
Thanks
Kavita
From India, Pune
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Hey,
I agree you're in a real fix. Why don't you link training sessions to performance appraisals, the rewards, and benefits the employees receive? In addition to that, you can also add certain incentives in monetary terms if possible. For example, if they attend the training sessions, then a certain amount is added to their CTC, but you'll have to convince the management for this.
Also, you need to find the root cause as to why the employees do not want to attend:
1. Is it that the training is too boring?
2. Is it that they are already under too much pressure to achieve their targets that they see training as a waste of time rather than a timely investment?
One more suggestion is that why don't you ask your employees to fill up a form in which you very assertively ask them their opinion and views about training, something like a survey.
Good luck, Kavita.
Regards,
Shraddha 😊
From India, Bangalore
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I agree you're in a real fix. Why don't you link training sessions to performance appraisals, the rewards, and benefits the employees receive? In addition to that, you can also add certain incentives in monetary terms if possible. For example, if they attend the training sessions, then a certain amount is added to their CTC, but you'll have to convince the management for this.
Also, you need to find the root cause as to why the employees do not want to attend:
1. Is it that the training is too boring?
2. Is it that they are already under too much pressure to achieve their targets that they see training as a waste of time rather than a timely investment?
One more suggestion is that why don't you ask your employees to fill up a form in which you very assertively ask them their opinion and views about training, something like a survey.
Good luck, Kavita.
Regards,
Shraddha 😊
From India, Bangalore
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Hi Shraddha,
Thank you for your response. I appreciate it.
Let me address the points you've put across:
1. I am sure the training is quite interactive since I've got good feedback.
2. Training sessions have already been linked to their performance appraisal.
3. The management doesn't want to add training allowance as an incentive.
4. They are under pressure to meet their deliverables and deadlines, but as I've said, the training 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 alternatives, I have also scheduled revisional batches for them.
Still, the attendance is unsatisfactory.
One of the reasons could be what you've mentioned, i.e., "they are already under too much pressure to achieve their targets that they see training as a waste of time rather than a timely investment."
This is the only organization where I am facing such problems.
I am not quite optimistic about asking the employees to fill up a form in which we very assertively ask them their opinion and views about training... something like a survey... since I've tried something similar in nature.
I really don't know what I can do, or if I just can't do anything?
Please let me know your valuable suggestions and inputs.
Shraddha, thanks once again.
Regards,
Kavita
From India, Pune
Acknowledge(0)Amend(0)
Thank you for your response. I appreciate it.
Let me address the points you've put across:
1. I am sure the training is quite interactive since I've got good feedback.
2. Training sessions have already been linked to their performance appraisal.
3. The management doesn't want to add training allowance as an incentive.
4. They are under pressure to meet their deliverables and deadlines, but as I've said, the training 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 alternatives, I have also scheduled revisional batches for them.
Still, the attendance is unsatisfactory.
One of the reasons could be what you've mentioned, i.e., "they are already under too much pressure to achieve their targets that they see training as a waste of time rather than a timely investment."
This is the only organization where I am facing such problems.
I am not quite optimistic about asking the employees to fill up a form in which we very assertively ask them their opinion and views about training... something like a survey... since I've tried something similar in nature.
I really don't know what I can do, or if I just can't do anything?
Please let me know your valuable suggestions and inputs.
Shraddha, thanks once again.
Regards,
Kavita
From India, Pune
Acknowledge(0)Amend(0)
Hmm...
I feel the only savior is 'word of mouth'.
The trainer who trains the employees should be extremely impactful and should make the session a learning experience by using fun management activities.
For example, the employees who attend the training should be extremely positive after the session and should enjoy it so much that they look forward to attending the next training session. Not only should they anticipate the next training session, but they should also spread positive word of mouth about the training to compel other employees to attend.
Word of mouth always works!
Another important thing that comes to my mind is that sometimes employees may need a change in trainer if they are bored with the current trainer or have preconceived notions about the existing one. I am unsure whether you have hired an external agency for training or have a pool of internal trainers. Based on my experience, the issue you are facing usually occurs when you have an internal pool of trainers.
If you require an external trainer, please let me know.
And I want to see a smiley soon instead of 😢.
Regards,
Shraddha 😄
From India, Bangalore
Acknowledge(0)Amend(0)
I feel the only savior is 'word of mouth'.
The trainer who trains the employees should be extremely impactful and should make the session a learning experience by using fun management activities.
For example, the employees who attend the training should be extremely positive after the session and should enjoy it so much that they look forward to attending the next training session. Not only should they anticipate the next training session, but they should also spread positive word of mouth about the training to compel other employees to attend.
Word of mouth always works!
Another important thing that comes to my mind is that sometimes employees may need a change in trainer if they are bored with the current trainer or have preconceived notions about the existing one. I am unsure whether you have hired an external agency for training or have a pool of internal trainers. Based on my experience, the issue you are facing usually occurs when you have an internal pool of trainers.
If you require an external trainer, please let me know.
And I want to see a smiley soon instead of 😢.
Regards,
Shraddha 😄
From India, Bangalore
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