Hi,
I'm a trainer with an organization for over 3 years now, and although the programs go on well, not as frequent, and first-level evaluation is very good, there is a steep decline in the number of programs conducted. I know this is a challenge a lot of in-house trainers face. What can be done differently to attract the same employees to the classroom? We have introduced a lot of new programs too.
Appreciate your feedback and ideas.
Regards,
From Oman, Muscat
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I'm a trainer with an organization for over 3 years now, and although the programs go on well, not as frequent, and first-level evaluation is very good, there is a steep decline in the number of programs conducted. I know this is a challenge a lot of in-house trainers face. What can be done differently to attract the same employees to the classroom? We have introduced a lot of new programs too.
Appreciate your feedback and ideas.
Regards,
From Oman, Muscat
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Hi Steve,
There are many things that may influence this situation. The questions below may help you identify some actions that will make a difference:
- Do the course descriptions describe benefits of attending? What's a positive benefit for the employee in terms of skills, knowledge, and new behaviors?
- If managers select employees to attend the course, what positive improvements can they expect that will enhance their department's performance?
- Are the programs aligned with the company strategy? Do they aim to address failures, such as those in customer service, mistakes made on the job, or increasing grievances?
- What are the new trends in your industry? What training practices are your closest competitors implementing?
- What management reports are available to you to help identify which issues need attention?
Hope this helps.
Joy
From United Kingdom, Manchester
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4There are many things that may influence this situation. The questions below may help you identify some actions that will make a difference:
- Do the course descriptions describe benefits of attending? What's a positive benefit for the employee in terms of skills, knowledge, and new behaviors?
- If managers select employees to attend the course, what positive improvements can they expect that will enhance their department's performance?
- Are the programs aligned with the company strategy? Do they aim to address failures, such as those in customer service, mistakes made on the job, or increasing grievances?
- What are the new trends in your industry? What training practices are your closest competitors implementing?
- What management reports are available to you to help identify which issues need attention?
Hope this helps.
Joy
From United Kingdom, Manchester
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Dear Mr. Steve,
I am an in-house trainer focusing on spoken English, soft skills, behavioral skills, team building, email/telephone etiquette, and a few more. Could you please share with me the modules that you have introduced for your employees and their associated benefits which can benefit both the employee and the organization?
With profound regards,
From India, Chennai
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I am an in-house trainer focusing on spoken English, soft skills, behavioral skills, team building, email/telephone etiquette, and a few more. Could you please share with me the modules that you have introduced for your employees and their associated benefits which can benefit both the employee and the organization?
With profound regards,
From India, Chennai
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Joy, Thanks for the tips, as far as I know most of these points have been covered, however I’m sure another look at it won’t hurt. Thanks again & Cheers Steve
From Oman, Muscat
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From Oman, Muscat
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Dear Steve,
As a trainer, you will have to design a program in such a way that it looks attractive to the employees and also convinces the management that the training is not a waste of time. I personally feel that instead of just slides and theoretical content for any training, including lots of activities and role plays will definitely keep the employees' spirits high to attend such programs. Simultaneously, the knowledge and the goals and objectives of the training can be achieved.
From India, Bangalore
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As a trainer, you will have to design a program in such a way that it looks attractive to the employees and also convinces the management that the training is not a waste of time. I personally feel that instead of just slides and theoretical content for any training, including lots of activities and role plays will definitely keep the employees' spirits high to attend such programs. Simultaneously, the knowledge and the goals and objectives of the training can be achieved.
From India, Bangalore
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Dear Steve,
Training itself is not an end but just a medium. The ability to meet performance targets is the end goal. To attain these performance measures, certain competencies are required. The training department's role is to build these competencies.
Based on your statement, it seems to me that there may be a lack of defined performance measures, or if they exist, the necessary competencies to achieve them have not been identified.
I suggest discussing with all the Heads of Departments to explain how the training department can facilitate the achievement of their targets.
Additionally, your HR department should mandate that every employee undergo a certain number of training hours annually. Failure to do so should result in a deduction of marks or points in the performance appraisal.
Another initiative could be to make it mandatory for employees to take certain promotion exams. Whether an employee opts for training or self-study is secondary; however, passing the promotion exam should be of utmost importance.
Successful training programs always require support from top management. It is crucial to understand that designing an attractive training course alone may not necessarily attract participants.
Society today is much like it was 2,500 years ago. If people did not heed Socrates, why would they listen to Steve, Divekar, or anyone else?
Thanks,
Dinesh V Divekar
From India, Bangalore
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Training itself is not an end but just a medium. The ability to meet performance targets is the end goal. To attain these performance measures, certain competencies are required. The training department's role is to build these competencies.
Based on your statement, it seems to me that there may be a lack of defined performance measures, or if they exist, the necessary competencies to achieve them have not been identified.
I suggest discussing with all the Heads of Departments to explain how the training department can facilitate the achievement of their targets.
Additionally, your HR department should mandate that every employee undergo a certain number of training hours annually. Failure to do so should result in a deduction of marks or points in the performance appraisal.
Another initiative could be to make it mandatory for employees to take certain promotion exams. Whether an employee opts for training or self-study is secondary; however, passing the promotion exam should be of utmost importance.
Successful training programs always require support from top management. It is crucial to understand that designing an attractive training course alone may not necessarily attract participants.
Society today is much like it was 2,500 years ago. If people did not heed Socrates, why would they listen to Steve, Divekar, or anyone else?
Thanks,
Dinesh V Divekar
From India, Bangalore
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Hi,
I really like what Mr. Divekar mentioned, "Society is the same as it was some 2,500 years ago. If people did not listen to Socrates, why will they listen to Steve or Divekar or someone else?"
This is how we are. Apart from the suggestions mentioned by other esteemed members, I would just like to add or rather ask if you measure training effectiveness. Have you taken feedback, apart from the feedback form? Personalized feedback from your peer group or anyone in the organization whom you consider a friend?
Add some spice to your training programs. Incorporate games, role plays, case studies so that people can connect with them.
I am assuming here that Training Needs Analysis (TNA) is done properly in your organization and that the programs revolve around the needs and requirements.
Once you reply, we can discuss it further.
Regards,
Archna
From India, Delhi
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I really like what Mr. Divekar mentioned, "Society is the same as it was some 2,500 years ago. If people did not listen to Socrates, why will they listen to Steve or Divekar or someone else?"
This is how we are. Apart from the suggestions mentioned by other esteemed members, I would just like to add or rather ask if you measure training effectiveness. Have you taken feedback, apart from the feedback form? Personalized feedback from your peer group or anyone in the organization whom you consider a friend?
Add some spice to your training programs. Incorporate games, role plays, case studies so that people can connect with them.
I am assuming here that Training Needs Analysis (TNA) is done properly in your organization and that the programs revolve around the needs and requirements.
Once you reply, we can discuss it further.
Regards,
Archna
From India, Delhi
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Dear Chinmayi, Dinesh, Archna, Sastry...
Thank you all for your inputs.
To answer some of your questions, we do have a competency framework to work with; however, a TNA has not been completed. On the other hand, we have IDPs. So, it's a give and take, and although we have done well at the first level of evaluation, we still want to further the learning experience for our internal customers.
Yes, I do make my programs completely mixed, i.e. videos, case studies, role plays, and learning activities, with some discussions as and when required.
Dinesh, well said. If we had listened, we would have stood to benefit a long time ago!
Thanks again for your inputs. I will be watching this closely.
Regards,
Steve
From Oman, Muscat
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Thank you all for your inputs.
To answer some of your questions, we do have a competency framework to work with; however, a TNA has not been completed. On the other hand, we have IDPs. So, it's a give and take, and although we have done well at the first level of evaluation, we still want to further the learning experience for our internal customers.
Yes, I do make my programs completely mixed, i.e. videos, case studies, role plays, and learning activities, with some discussions as and when required.
Dinesh, well said. If we had listened, we would have stood to benefit a long time ago!
Thanks again for your inputs. I will be watching this closely.
Regards,
Steve
From Oman, Muscat
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Steve,
It's great that you are a trainer by passion, since you are so open about your weaknesses. I have been in the corporate Training & Speaking business for the last five years. Getting your participants attracted to you is a very important Unique Selling Proposition (USP) of any trainer. Since you are an in-house trainer and the participants meet you regularly, your USPs are very well known to them.
Let me suggest a few things. What is Personality? It is nothing but attracting people to you. So, two things you should work on are improving your personality. First, be a natural person to the core, never try to emulate others. As Swami Vivekananda says, "If you follow others, your footsteps will never be seen." Try to be yourself, be loose. Second, motivation is very important. You cannot motivate anyone; you can only facilitate others to get motivated. Try techniques to ensure your team gets that facilitation each time you meet them. Third, repetition is crucial; you will be a great trainer.
Good luck, GK
Lastly, always come up with some kind of activities that are new for them. Also, try to invite guest trainers to complement your training calendar, so it encompasses most of what I have said. Keep trying hard.
From India, Pune
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It's great that you are a trainer by passion, since you are so open about your weaknesses. I have been in the corporate Training & Speaking business for the last five years. Getting your participants attracted to you is a very important Unique Selling Proposition (USP) of any trainer. Since you are an in-house trainer and the participants meet you regularly, your USPs are very well known to them.
Let me suggest a few things. What is Personality? It is nothing but attracting people to you. So, two things you should work on are improving your personality. First, be a natural person to the core, never try to emulate others. As Swami Vivekananda says, "If you follow others, your footsteps will never be seen." Try to be yourself, be loose. Second, motivation is very important. You cannot motivate anyone; you can only facilitate others to get motivated. Try techniques to ensure your team gets that facilitation each time you meet them. Third, repetition is crucial; you will be a great trainer.
Good luck, GK
Lastly, always come up with some kind of activities that are new for them. Also, try to invite guest trainers to complement your training calendar, so it encompasses most of what I have said. Keep trying hard.
From India, Pune
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