Hello Everyone!
We are considering outbound programs as a part of our induction process. We would like some information on outdoor programs as a part of learning and development. Team building is only one of our objectives. We would like to focus on creativity, introspection, and leadership as key learnings.
I want to know how sustainable this model of induction is from a long-term perspective. Any thoughts/information will be appreciated.
Looking forward to great responses!
Cheers,
Deepa
From India, Vashi
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We are considering outbound programs as a part of our induction process. We would like some information on outdoor programs as a part of learning and development. Team building is only one of our objectives. We would like to focus on creativity, introspection, and leadership as key learnings.
I want to know how sustainable this model of induction is from a long-term perspective. Any thoughts/information will be appreciated.
Looking forward to great responses!
Cheers,
Deepa
From India, Vashi
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.....I Feel an Outbound program for fresher employees would not be cost effective. Reasons :
1.Outbound program would bring the participants too close to each other. Which may lead to an permanent conclusions about employee personality
2.Fresher Switch jobs very fast ( According to market studies ) …. What about the cost involved in outbound training is High.
Doing an out bound program with 6 month + old employees is better idea.
From India, Bangalore
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1.Outbound program would bring the participants too close to each other. Which may lead to an permanent conclusions about employee personality
2.Fresher Switch jobs very fast ( According to market studies ) …. What about the cost involved in outbound training is High.
Doing an out bound program with 6 month + old employees is better idea.
From India, Bangalore
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Dear Deepa,
As Manmeet has mentioned, an outbound inducting session involving participants getting to know each other wouldn't be a good idea. I am sure you have an induction process where you take care of all the formalities of joining, clarify expectations, deliverables, and make them comfortable in their roles. It would be advisable to review your own competency matrix and the skill sets of the employees who have joined, and then create a time-bound plan to enhance their knowledge, skills, and attitude post their joining (say six months).
It has been proven that during the initial six months, employees put in their best effort in terms of learning the tricks of the trade/job, and thereafter, the acquired knowledge is applied to achieve results. Therefore, my suggestion would be to initiate this kind of program after their successful induction and KSA gap analysis.
Warm regards,
Dharmandar Attal Mindseye Consultants Email: dharmandar@gmail.com Cell: +91 9810543099
From India, New Delhi
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19As Manmeet has mentioned, an outbound inducting session involving participants getting to know each other wouldn't be a good idea. I am sure you have an induction process where you take care of all the formalities of joining, clarify expectations, deliverables, and make them comfortable in their roles. It would be advisable to review your own competency matrix and the skill sets of the employees who have joined, and then create a time-bound plan to enhance their knowledge, skills, and attitude post their joining (say six months).
It has been proven that during the initial six months, employees put in their best effort in terms of learning the tricks of the trade/job, and thereafter, the acquired knowledge is applied to achieve results. Therefore, my suggestion would be to initiate this kind of program after their successful induction and KSA gap analysis.
Warm regards,
Dharmandar Attal Mindseye Consultants Email: dharmandar@gmail.com Cell: +91 9810543099
From India, New Delhi
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Dharmandar ...Great Suggestion ..... First list out the KRAs,their SWOT, Technical and non- technical capabilities...let them settle down...then go for an out bound program.
From India, Bangalore
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From India, Bangalore
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Hello Everyone!
Thank you very much for sharing your thoughts. Points raised are very valuable. However, for the purposes of discussions and deliberations, the idea of doing the outbound program for new joiners is to get them to reflect on their own skills and learn new ones, which prepares them better for the job. Also, the advantage of doing this right at the start is that people get to know each other with no pre-conceived notions.
What is your opinion on doing an outbound training program immediately after joining the company and then having an in-house follow-up session in 6 months? Also, are there ways in which learnings can be applied in work environments?
Looking forward to more responses.
Regards,
Deep
From India, Vashi
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Thank you very much for sharing your thoughts. Points raised are very valuable. However, for the purposes of discussions and deliberations, the idea of doing the outbound program for new joiners is to get them to reflect on their own skills and learn new ones, which prepares them better for the job. Also, the advantage of doing this right at the start is that people get to know each other with no pre-conceived notions.
What is your opinion on doing an outbound training program immediately after joining the company and then having an in-house follow-up session in 6 months? Also, are there ways in which learnings can be applied in work environments?
Looking forward to more responses.
Regards,
Deep
From India, Vashi
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