Dear Friends,
We are a small 100 member IT company serving in open-source technology. Right now as a policy we don't recruit fresher's because of proper training system. Right now I need some clarification on;
1.) How to create a technical training center? (We tried using aptech corporate training facility, but there faculty itself is not that competent in technology his is training, I want to know the process followed by other companies)
2.) I want some samples on induction training. (as we have our own induction program conducted by our HR team, we still find some gaps, since the induction program is more of theory or presentation session, I want to know ways to make a effective induction program where people feel this as there company).
Awaiting for more help from you guys…
Regards,
Anand
From India, Madras
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We are a small 100 member IT company serving in open-source technology. Right now as a policy we don't recruit fresher's because of proper training system. Right now I need some clarification on;
1.) How to create a technical training center? (We tried using aptech corporate training facility, but there faculty itself is not that competent in technology his is training, I want to know the process followed by other companies)
2.) I want some samples on induction training. (as we have our own induction program conducted by our HR team, we still find some gaps, since the induction program is more of theory or presentation session, I want to know ways to make a effective induction program where people feel this as there company).
Awaiting for more help from you guys…
Regards,
Anand
From India, Madras
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Dear Friend,
Thank you very much for your efforts and time. I went through the links you provided. However, what we need to understand is how other IT companies are conducting technical training for freshers. The issue we are facing with technical training is that people do not consider teaching as a serious job, resulting in a lack of experienced programmers willing to be trainers. Additionally, when we attempt to utilize some of our proficient programmers for training purposes, they lack the necessary training skills.
We are committed to taking training seriously and are eager to find a solution to this challenge.
Thank you,
Regards,
Anand
From India, Madras
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Thank you very much for your efforts and time. I went through the links you provided. However, what we need to understand is how other IT companies are conducting technical training for freshers. The issue we are facing with technical training is that people do not consider teaching as a serious job, resulting in a lack of experienced programmers willing to be trainers. Additionally, when we attempt to utilize some of our proficient programmers for training purposes, they lack the necessary training skills.
We are committed to taking training seriously and are eager to find a solution to this challenge.
Thank you,
Regards,
Anand
From India, Madras
Acknowledge(0)Amend(0)
Suppose the number of employees hired is 30.
Facility Options
For facility, there can be two options:
- In-house facility
- Outside facility (hotels, training facilities)
If you don't have an in-house facility, then the option of an outside training facility is good. However, in your case, it may not be sufficient as you mentioned having experience with a company. I think you have everything you need, but you might not know how to utilize them effectively.
Who Will Train?
Use your senior programmer for that purpose, or if you find someone in the market who can train in open source, though I strongly doubt you will find one. Use your resources then.
Why?
- They know the company structure.
- They can train new hires well as they are working in open source.
- New hires will learn the company culture from them well before they start working, etc.
Problem Is?
How will you make the senior programmers train them? There are ways like:
1. Give them a bonus for training a specific group.
2. Link their increments and promotions with this task, etc.
What Else?
They might not be serious about teaching them. Now, using bonuses, increments, or promotions will make them think about it, but you have to do that very carefully as senior technical guys are very moody. It's better not to annoy them with any policy. However, there is one weakness of these technical guys: they see money, challenge, and recognition as main motivators. Give them this, and they will start training them properly.
How Can You Get the Results?
This is the tricky part. Prepare a test for trainees and ask them to take it before the start of training. It should not be multiple-choice questions; use question/answers to assess what they know. Give all participants a score. Then, after two weeks of training, administer the same test again and see how much they score now. If the improvement is less than 40%, it is serious. Ask your trainers to train them properly and redesign the training.
Communicate to all senior programmers that they will get a bonus based on the percentage improved by the group. If the percentage improved is less than 50%, give them a very small bonus. To get a good bonus, they need a percentage of above 80% from the group. As I already said, carefully draft this system.
Use training questionnaires, both pre and post, as well as a training scorecard in calculating efficiency, as they will really help you design a good training program for new hires/freshers.
To Build a Good Training Center
Visit wbdg.org/design/training.php
I hope this information will help you.
From Pakistan, Islamabad
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Facility Options
For facility, there can be two options:
- In-house facility
- Outside facility (hotels, training facilities)
If you don't have an in-house facility, then the option of an outside training facility is good. However, in your case, it may not be sufficient as you mentioned having experience with a company. I think you have everything you need, but you might not know how to utilize them effectively.
Who Will Train?
Use your senior programmer for that purpose, or if you find someone in the market who can train in open source, though I strongly doubt you will find one. Use your resources then.
Why?
- They know the company structure.
- They can train new hires well as they are working in open source.
- New hires will learn the company culture from them well before they start working, etc.
Problem Is?
How will you make the senior programmers train them? There are ways like:
1. Give them a bonus for training a specific group.
2. Link their increments and promotions with this task, etc.
What Else?
They might not be serious about teaching them. Now, using bonuses, increments, or promotions will make them think about it, but you have to do that very carefully as senior technical guys are very moody. It's better not to annoy them with any policy. However, there is one weakness of these technical guys: they see money, challenge, and recognition as main motivators. Give them this, and they will start training them properly.
How Can You Get the Results?
This is the tricky part. Prepare a test for trainees and ask them to take it before the start of training. It should not be multiple-choice questions; use question/answers to assess what they know. Give all participants a score. Then, after two weeks of training, administer the same test again and see how much they score now. If the improvement is less than 40%, it is serious. Ask your trainers to train them properly and redesign the training.
Communicate to all senior programmers that they will get a bonus based on the percentage improved by the group. If the percentage improved is less than 50%, give them a very small bonus. To get a good bonus, they need a percentage of above 80% from the group. As I already said, carefully draft this system.
Use training questionnaires, both pre and post, as well as a training scorecard in calculating efficiency, as they will really help you design a good training program for new hires/freshers.
To Build a Good Training Center
Visit wbdg.org/design/training.php
I hope this information will help you.
From Pakistan, Islamabad
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Introduction to Employee Training and Development - PPT 1.ppt
Training and Development.doc