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Tuesday, September 29, 2009

When is Training NOT a Waste of Time?

I was tempted to write "when is training a waste of time?" but decided it isn't constructive so I got this instead. The truth is a lot of training intervention, important as they are fail to add value to the organization because they are not set up right. Here are a few suggestions that will help you get your training money's worth:

First, make sure that your training programs run parallel with company improvement initiatives. For example, sending your employees to customer service training won't improve the quality of your customer service if it is not attached to a service enhancement program. I've seen this too many times. It pains me to see employees inspired by attending a program and ready to adapt to the enhancements on the floor but nothing happens, leaving them frustrated and cynical about future training.

Second, make sure managers are on board. HRDs often produce separate development programs for managers and their staffs. When the latter attend training that their bossess did not attend or appreciate fully, follow through is difficult if not impossible. Some insecure managers might even resist some of the changes the employees want to bring in as a result of the training. I suggest that whoever is in charge of training brief the managers at the very least to make sure they know what to expect and take the necessary action to support the learning. The best thing of course is for them to attend the same training ahead of their staff. Nothing beats that.

Third, institutionalize follow through. Make learning a part of the organization's culture. Make the following a default management action towards training:

- identification of training needs and determination of competencies to be demonstrated after training

- Make managers fully aware of training content so they can support it

-Make training return on investment not just HRD's responsibility but everyone else's, specially the supervisors and managers. If that won't make managers follow through, I don't know what will.

Fourth, if you intend to seek a training provider, find one who is willing to partner with you and go the whole nine yards in in helping you make everything I mentioned possible. Here's the contact nuumber of that training provider - (63)9189399294 or landline (632)8933199 . That's shameless self promotion right there. I hope you don't mind.

Because five is my favorite number, here's my fifth, don't be afraid of change. These things that I say here scare the wits out of many managers. In fact, I suspect that some of the people I talk to are afraid of effective training programs because they require so much. Because of this, for many managers, HR included, the training becomes the end rather than a means. For them, people trained is mission accomplished. When managers think like this, training time and money is wasted.

3 comments:

  1. Training expenses might stop companies from holding trainings, but when you think of the long-term benefits on employee job performance, overall productivity, and employee retention, there is a huge difference that will go a long way.

    ReplyDelete
  2. Good post on HR training.Unless HR is trained properly how can we expect a training from them to impart at least for a few time? I wish I were the the part of it!
    Thanks
    -----------
    Human Resources College

    ReplyDelete

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