I've recently joined a company that is very traditional, and they want to start off Training & Development in their organization. It is a very challenging and interesting job, but staff who are very senior and have worked for more than 10-15 years - how will they respond to training? People here are very strong in their technical skills, so obviously, there would be a lot of attitude issues when it comes to sitting in a training session. I'm really confused about how to take this forward.
Request for Ideas from Seniors
Seniors, I request you to provide your valuable ideas.
Thanks in advance!!!
From India, Chennai
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4Request for Ideas from Seniors
Seniors, I request you to provide your valuable ideas.
Thanks in advance!!!
From India, Chennai
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I am glad to know that your management has shown interest in offering training to your employees. It involves a cost. Your employees must understand "why they need to be trained?" and "what are the benefits associated with training?" If they fail to understand, educate them.
Identifying Learning Objectives
TNA must identify "LEARNING OBJECTIVES" that must be associated with the respective module aligned with the ORGANIZATION'S BUSINESS OBJECTIVES, which can support EMPLOYEE PERFORMANCE ISSUES such as what needs to be increased and what needs to be decreased; that is nothing but the outcome.
It is a very common issue wherein employees have opposed training activities, which is due to the absence of a NON-LEARNING CULTURE that you need to work on. This also reflects their NON-LEARNING ATTITUDE, EGO, NON-FLEXIBLE NATURE, and maybe more.
Assessing Competency and Performance
No doubt your employees possess strong TECHNICAL SKILLS, but the question is, "are they competent enough to take up various responsibilities assigned to them? How successful are they in producing desired results as per KRA & KPI's defined?"
Focus on Need-Based Training
I recommend you focus on NEED-BASED TRAINING as your staff are experienced employees. They can also be coached for better performance. You can modify your PA to measure post-training performance.
With profound regards,
From India, Chennai
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Identifying Learning Objectives
TNA must identify "LEARNING OBJECTIVES" that must be associated with the respective module aligned with the ORGANIZATION'S BUSINESS OBJECTIVES, which can support EMPLOYEE PERFORMANCE ISSUES such as what needs to be increased and what needs to be decreased; that is nothing but the outcome.
It is a very common issue wherein employees have opposed training activities, which is due to the absence of a NON-LEARNING CULTURE that you need to work on. This also reflects their NON-LEARNING ATTITUDE, EGO, NON-FLEXIBLE NATURE, and maybe more.
Assessing Competency and Performance
No doubt your employees possess strong TECHNICAL SKILLS, but the question is, "are they competent enough to take up various responsibilities assigned to them? How successful are they in producing desired results as per KRA & KPI's defined?"
Focus on Need-Based Training
I recommend you focus on NEED-BASED TRAINING as your staff are experienced employees. They can also be coached for better performance. You can modify your PA to measure post-training performance.
With profound regards,
From India, Chennai
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Introduction to Employee Training and Development - PPT 1.ppt
Employee-engage ment.prn_190.pd f
Training and Development.doc