Hello all, I have successfully implemented a free health checkup camp and free eyesight care camps at my office for all employees. I want to start an education-related seminar or program for all my employees within budget to improve their skills and knowledge.
Request for Educational Seminar Ideas
I request all to guide and suggest ideas relating to education as part of employee engagement that I can propose to senior management. Please feel free to suggest any idea; it must be cost-effective. If you have references that can provide educational seminars via PowerPoint for free for a couple of hours, kindly share contact details; it would be of great help.
Company Background
I am in a security company, and we have three large conference rooms, so space availability would not be an issue. Employees are involved in accounts, security, marketing, sales, and facility management services.
Thanks and regards.
From India, Delhi
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24Request for Educational Seminar Ideas
I request all to guide and suggest ideas relating to education as part of employee engagement that I can propose to senior management. Please feel free to suggest any idea; it must be cost-effective. If you have references that can provide educational seminars via PowerPoint for free for a couple of hours, kindly share contact details; it would be of great help.
Company Background
I am in a security company, and we have three large conference rooms, so space availability would not be an issue. Employees are involved in accounts, security, marketing, sales, and facility management services.
Thanks and regards.
From India, Delhi
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Employee Welfare Programs and Education Initiatives
Good to note that you have initiated employee welfare programs. As a part of that, you have conducted an employees' health check-up camp. It's good to note that your management is supportive of your initiatives.
Clarification on Education Programs
Now, coming to your query on "Education Programs." First, please be clear whether you want to conduct employee training programs or just education programs. If the former, by organizing those programs, the productivity of the employees must increase. Due to the increase in productivity, you should be able to measure tangible results.
However, education programs or "seminars" that last for 1-2 hours are different. By organizing these programs, there is no direct benefit to the company. This is because how much knowledge they capture and how much they will retain further cannot be assessed.
Recommendation: Start with Employee Training
Against this backdrop, my recommendation is to start with employee training. Let there be measurable change. Even employee training also improves behavioral, temperamental, emotional, and mental attributes of their character.
Guidelines for Educational Courses
As far as education is concerned, employees may enroll in some education courses. However, the course should be relevant to their job. Before enrollment, the employee needs to seek approval. On completion of the course, the employee needs to serve 'x' number of years and thereafter can claim the refund of the fees that the employee had paid.
For example, a Purchasing Executive may enroll in a "Diploma in Materials Management," and on completion of the course, he needs to serve for three years. Thereafter, he may claim the fees that he had paid to the institute or university.
Thanks,
Dinesh Divekar
[Phone Number Removed For Privacy-Reasons]
From India, Bangalore
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Good to note that you have initiated employee welfare programs. As a part of that, you have conducted an employees' health check-up camp. It's good to note that your management is supportive of your initiatives.
Clarification on Education Programs
Now, coming to your query on "Education Programs." First, please be clear whether you want to conduct employee training programs or just education programs. If the former, by organizing those programs, the productivity of the employees must increase. Due to the increase in productivity, you should be able to measure tangible results.
However, education programs or "seminars" that last for 1-2 hours are different. By organizing these programs, there is no direct benefit to the company. This is because how much knowledge they capture and how much they will retain further cannot be assessed.
Recommendation: Start with Employee Training
Against this backdrop, my recommendation is to start with employee training. Let there be measurable change. Even employee training also improves behavioral, temperamental, emotional, and mental attributes of their character.
Guidelines for Educational Courses
As far as education is concerned, employees may enroll in some education courses. However, the course should be relevant to their job. Before enrollment, the employee needs to seek approval. On completion of the course, the employee needs to serve 'x' number of years and thereafter can claim the refund of the fees that the employee had paid.
For example, a Purchasing Executive may enroll in a "Diploma in Materials Management," and on completion of the course, he needs to serve for three years. Thereafter, he may claim the fees that he had paid to the institute or university.
Thanks,
Dinesh Divekar
[Phone Number Removed For Privacy-Reasons]
From India, Bangalore
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For an education program/initiative to enhance employee engagement, consider the following practical steps:
1. Assess Employee Needs: Conduct a survey or feedback session to understand the topics or skills your employees are interested in learning. This will help tailor the educational program to their needs.
2. Utilize Internal Resources: Look within your organization for subject matter experts who can conduct seminars or workshops on relevant topics. This can be a cost-effective way to provide valuable education.
3. Partner with External Providers: Explore partnerships with educational institutions, online learning platforms, or industry experts who may offer free or discounted educational resources. This can broaden the scope of topics available to your employees.
4. Schedule Regular Sessions: Plan regular education sessions in the conference rooms, focusing on different departments or skills each time. Consistency will help maintain employee interest and engagement.
5. Encourage Participation: Make attendance voluntary but incentivize participation through certificates of completion, recognition, or small rewards. This can boost engagement and motivation.
6. Measure Impact: Implement feedback mechanisms to evaluate the effectiveness of the education program. Use metrics like employee satisfaction surveys or skill assessments to gauge improvement.
By following these steps, you can create a cost-effective and engaging education program that benefits your employees' skills and knowledge.
From India, Gurugram
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1. Assess Employee Needs: Conduct a survey or feedback session to understand the topics or skills your employees are interested in learning. This will help tailor the educational program to their needs.
2. Utilize Internal Resources: Look within your organization for subject matter experts who can conduct seminars or workshops on relevant topics. This can be a cost-effective way to provide valuable education.
3. Partner with External Providers: Explore partnerships with educational institutions, online learning platforms, or industry experts who may offer free or discounted educational resources. This can broaden the scope of topics available to your employees.
4. Schedule Regular Sessions: Plan regular education sessions in the conference rooms, focusing on different departments or skills each time. Consistency will help maintain employee interest and engagement.
5. Encourage Participation: Make attendance voluntary but incentivize participation through certificates of completion, recognition, or small rewards. This can boost engagement and motivation.
6. Measure Impact: Implement feedback mechanisms to evaluate the effectiveness of the education program. Use metrics like employee satisfaction surveys or skill assessments to gauge improvement.
By following these steps, you can create a cost-effective and engaging education program that benefits your employees' skills and knowledge.
From India, Gurugram
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Employee Engagement Study.doc
Employee engagement.ppt