What is better? Employees leaving job after completing training. or Do not train employees as they leave job, but contiuing with the job.
From India, Pune
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From India, Pune
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@Raziyahr, it's like not buying a car for fear of part breakdowns/failures...
In the HR context, you might be viewing training as a discrete activity. Well, if you take the view of your line managers, they are continuously training their employees! Your business won't perform without this 'training'.
From United States, Daphne
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50In the HR context, you might be viewing training as a discrete activity. Well, if you take the view of your line managers, they are continuously training their employees! Your business won't perform without this 'training'.
From United States, Daphne
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Training is an ongoing process and it adds to the overall efficiency of the workforce in their line of operation. Without providing training, you may lose the edge in the competitive market scenario. For the fear of losing the employees, this process of training must not be shelved. However, you must find out the reasons as to why employees leave so early. Change the policies of the organization to retain the employees longer.
From India, Chandigarh
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From India, Chandigarh
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Dear Razhiya,
Please do not look at training as an isolated activity. As many others have said, it is an ongoing process and should not be overlooked for short-term objectives. In the event the employee leaves the organization, at least until such time as he has worked in your organization, he has been trained to meet your requirements.
M.V.KANNAN
From India, Madras
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Please do not look at training as an isolated activity. As many others have said, it is an ongoing process and should not be overlooked for short-term objectives. In the event the employee leaves the organization, at least until such time as he has worked in your organization, he has been trained to meet your requirements.
M.V.KANNAN
From India, Madras
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Dear,
Training is an integral part of one's career. Without training, an employee cannot perform his/her job better. Irrespective of whether he/she is going to stay with the organization or not, imparting training is a must. A well-trained person can produce much better output.
Investing in training is like any other capital investment. When a new employee joins an organization or when the company brings in new systems and changes, making the employees undergo certain training is mandatory. This means you are intending to impart necessary skills to handle their day-to-day jobs efficiently and effectively.
So, don't worry about what employees do - let them be with the company or go away from the company; it is you as an employer who must be more particular about providing training.
V. Balaji
From India, Madras
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Training is an integral part of one's career. Without training, an employee cannot perform his/her job better. Irrespective of whether he/she is going to stay with the organization or not, imparting training is a must. A well-trained person can produce much better output.
Investing in training is like any other capital investment. When a new employee joins an organization or when the company brings in new systems and changes, making the employees undergo certain training is mandatory. This means you are intending to impart necessary skills to handle their day-to-day jobs efficiently and effectively.
So, don't worry about what employees do - let them be with the company or go away from the company; it is you as an employer who must be more particular about providing training.
V. Balaji
From India, Madras
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Dear Madam,
Training keeps happening in a working organization. The learning may happen in a structured manner or otherwise; the learning may be different. Not training an employee hurts the organization first. The care has to be taken in selecting the right people, training, hand-holding them, enabling them to perform, achieve, and be acknowledged. The chances of attrition come down. There are a few still who would like to leave; no issues, the organization is better off without such people who would leave despite being treated well.
Thank you for raising an essential topic.
From India, Pune
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Training keeps happening in a working organization. The learning may happen in a structured manner or otherwise; the learning may be different. Not training an employee hurts the organization first. The care has to be taken in selecting the right people, training, hand-holding them, enabling them to perform, achieve, and be acknowledged. The chances of attrition come down. There are a few still who would like to leave; no issues, the organization is better off without such people who would leave despite being treated well.
Thank you for raising an essential topic.
From India, Pune
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Greetings,
Is there a cost attached to the training you have mentioned? When you lose employees post-training, it may create a negative impact on the ROI. As an organization, you would require skill transfer for any talent to perform. Are your current training practices outsourced? Are there any caps on the maximum number of certified professionals you can train at a time or need on board?
The solution to each of these situations can be found. Training is integral to performance. If you have an outsourced training program and it costs you when the employee leaves after certification, build in-house capabilities and work on cost optimization. Emphasize 'On-the-job' training and instill better performance. It would keep your employees motivated. Attrition gets triggered for numerous reasons. One of them is low learning opportunities within the organization. Every talent wants the job to make them more employable. Hence, offer that as an additional benefit. It might work to keep them for a longer duration.
Your situation is unique. Our suggestion would be more applicable for you if you can share further. Looking forward to hearing from you.
Regards, (Cite Contribution)
From India, Mumbai
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Is there a cost attached to the training you have mentioned? When you lose employees post-training, it may create a negative impact on the ROI. As an organization, you would require skill transfer for any talent to perform. Are your current training practices outsourced? Are there any caps on the maximum number of certified professionals you can train at a time or need on board?
The solution to each of these situations can be found. Training is integral to performance. If you have an outsourced training program and it costs you when the employee leaves after certification, build in-house capabilities and work on cost optimization. Emphasize 'On-the-job' training and instill better performance. It would keep your employees motivated. Attrition gets triggered for numerous reasons. One of them is low learning opportunities within the organization. Every talent wants the job to make them more employable. Hence, offer that as an additional benefit. It might work to keep them for a longer duration.
Your situation is unique. Our suggestion would be more applicable for you if you can share further. Looking forward to hearing from you.
Regards, (Cite Contribution)
From India, Mumbai
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Hi Razia,
Training is a must for employees as, in general, updated/trained employees serve better. In case the company arranges training, which is very expensive, the company can ask for a bond to recover the cost of the training if an employee leaves the company within the bond period. There are trade secrets as well. After the training, if an employee works in any other similar/rival company, the training company will incur a significant loss. Therefore, along with the training cost, territorial limits are also mentioned in the bond to restrict the employee.
In some companies, employees are given a token of appreciation in the form of an increment to motivate the trained employee for better productivity.
Best of luck,
Samanta
From India
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Training is a must for employees as, in general, updated/trained employees serve better. In case the company arranges training, which is very expensive, the company can ask for a bond to recover the cost of the training if an employee leaves the company within the bond period. There are trade secrets as well. After the training, if an employee works in any other similar/rival company, the training company will incur a significant loss. Therefore, along with the training cost, territorial limits are also mentioned in the bond to restrict the employee.
In some companies, employees are given a token of appreciation in the form of an increment to motivate the trained employee for better productivity.
Best of luck,
Samanta
From India
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Hi,
Training is essential for the survival of an organization, as crucial as it is for an athlete or sportsman to compete and win medals. Please do not connect attrition to training. Attrition should be taken up as a challenge through good HR policies, which should align alongside all other policies.
Employee hopping is a reality that can be reduced if there is a positive environment in a company. It is often said that "A person joins for Salary/Job and leaves due to the Boss." Therefore, as all the people above have suggested, you must continue with the training, which is essential for survival.
From India, Delhi
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Training is essential for the survival of an organization, as crucial as it is for an athlete or sportsman to compete and win medals. Please do not connect attrition to training. Attrition should be taken up as a challenge through good HR policies, which should align alongside all other policies.
Employee hopping is a reality that can be reduced if there is a positive environment in a company. It is often said that "A person joins for Salary/Job and leaves due to the Boss." Therefore, as all the people above have suggested, you must continue with the training, which is essential for survival.
From India, Delhi
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Introduction to Employee Training and Development - PPT 1.ppt
Training and Development.doc