Dear All,
The company has decided to train the employees. The training cost ranges from Rs. 70,000.00 to Rs. 80,000.00. The training period is approximately 4 to 5 days. These programs are designed for senior staff. Most of the training conducted will be from IIM's programs.
Please guide me on the training policy for such training programs.
Regards,
RUPALI
From India, Mumbai
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5The company has decided to train the employees. The training cost ranges from Rs. 70,000.00 to Rs. 80,000.00. The training period is approximately 4 to 5 days. These programs are designed for senior staff. Most of the training conducted will be from IIM's programs.
Please guide me on the training policy for such training programs.
Regards,
RUPALI
From India, Mumbai
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Dear Rupali,
Please consider the following questions before you nominate your staff for IIM's Management Development Programme (MDP):
a) Who will be nominated? Why those managers only and not someone else?
b) What is the possibility of nominated employees remaining in the company for the next 2 years?
c) Will the nominees acquire primary, secondary, or tertiary knowledge from this course?
d) What are the Total Training Charges (TTC)? TTC comprises training fee, travel charges, accommodation charges, and CTC of the employees for the days they were away from work.
e) The most important part is what would be the ROI on this training? Who will measure it, and how? What if the ROI is not attained within a certain time span? Will you take disciplinary action for failure to show ROI?
f) Why this training institute only? Why not some other? Have you been carried away more by the brand image of the training institution? Has the company's requirement taken a back seat?
g) What alternatives are available for the training? Will some other institute be able to do the same job at a reduced price?
h) What will happen if you deal with a freelancer (one who provides the services directly) rather than going through such branded institutions? What is important to the company, a certificate from a prominent institute or real change in the organization?
i) By nominating selected employees for this course, will a few other deserving managers get disgruntled? How will you assess these undercurrents of disgruntlement and how will you address them?
j) Do you have past examples of managers taking training courses and calculating the ROI?
k) Will this nomination foster a learning culture in the organization?
Final Comments: For any training program, you must be able to measure the ROI. If you fail to do that, it is a waste of the organization's precious resources. If the training is for senior managers, they should accept accountability for the implementation of learning. Their real seniority lies in this activity. In fact, they should go a little further and measure Return on Change (ROC) as well.
All the best!
Dinesh V Divekar
Bangalore - 560092
From India, Bangalore
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Please consider the following questions before you nominate your staff for IIM's Management Development Programme (MDP):
a) Who will be nominated? Why those managers only and not someone else?
b) What is the possibility of nominated employees remaining in the company for the next 2 years?
c) Will the nominees acquire primary, secondary, or tertiary knowledge from this course?
d) What are the Total Training Charges (TTC)? TTC comprises training fee, travel charges, accommodation charges, and CTC of the employees for the days they were away from work.
e) The most important part is what would be the ROI on this training? Who will measure it, and how? What if the ROI is not attained within a certain time span? Will you take disciplinary action for failure to show ROI?
f) Why this training institute only? Why not some other? Have you been carried away more by the brand image of the training institution? Has the company's requirement taken a back seat?
g) What alternatives are available for the training? Will some other institute be able to do the same job at a reduced price?
h) What will happen if you deal with a freelancer (one who provides the services directly) rather than going through such branded institutions? What is important to the company, a certificate from a prominent institute or real change in the organization?
i) By nominating selected employees for this course, will a few other deserving managers get disgruntled? How will you assess these undercurrents of disgruntlement and how will you address them?
j) Do you have past examples of managers taking training courses and calculating the ROI?
k) Will this nomination foster a learning culture in the organization?
Final Comments: For any training program, you must be able to measure the ROI. If you fail to do that, it is a waste of the organization's precious resources. If the training is for senior managers, they should accept accountability for the implementation of learning. Their real seniority lies in this activity. In fact, they should go a little further and measure Return on Change (ROC) as well.
All the best!
Dinesh V Divekar
Bangalore - 560092
From India, Bangalore
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Thank a lot Mr. Divekar,
we haven’t started such 5 days program yet. We always have 1-2 days training program, workshop from various training program conducted.
Boss thinks that 1-2 days program may not help employee to develop. Secondly IIM’S is good brand and he feels such programs can help to develop org.
Taking TTC into consideration. I came to understand that if any training program fees which is more than 1 months salary of that particular employee should sign a bond.
If is less than he should not. So on that I feel he should sign only for 1 year.
ROI, yes I also agree with this point. Probably he can give some presentation. In any case it needs to take long time for investment to come.
If you have any agreement or bond so that I can implement it.
Thank you very much for your email.
regards
RUPALI
From India, Mumbai
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we haven’t started such 5 days program yet. We always have 1-2 days training program, workshop from various training program conducted.
Boss thinks that 1-2 days program may not help employee to develop. Secondly IIM’S is good brand and he feels such programs can help to develop org.
Taking TTC into consideration. I came to understand that if any training program fees which is more than 1 months salary of that particular employee should sign a bond.
If is less than he should not. So on that I feel he should sign only for 1 year.
ROI, yes I also agree with this point. Probably he can give some presentation. In any case it needs to take long time for investment to come.
If you have any agreement or bond so that I can implement it.
Thank you very much for your email.
regards
RUPALI
From India, Mumbai
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Dear Rupali,
I take reference of your above mentioned post. The link is as below:
https://www.citehr.com/508224-traini...#ixzz3FSdaH34H
My comments for few paragraphs are as below:
we haven’t started such 5 days program yet. We always have 1-2 days training program, workshop from various training program conducted. Boss thinks that 1-2 days program may not help employee to develop. Secondly IIM’S is good brand and he feels such programs can help to develop org.
Comments: - It is not the just the number of days that matters. But what matters is whether proper goal statement for any training is defined or not. That is far more important. You may refer my following link:
https://www.citehr.com/498440-how-ca...ml#post2160264
Who says that 1-2 days training programmes do not yield results. If proper pre-training activities are conducted, then it is possible. Recently I conducted training on "Inventory Management". At the end of the training, I had obtained agreement from the participants on implementation of learning. If you wish to refer my post-training report then you may click here:
https://docs.google.com/document/d/1...it?usp=sharing
Secondly, IIM is a good brand. Not that I am against their greatness, nevertheless, let us not forget famous proverb in Marathi "Naav Mothe Lakshan Khote."
Thirdly, by just nominating one or few managers to the MDP, it will develop the organisation is plain assumption. Have you taken survey of the past participants of IIM's training courses and gathered evidence of the organisation development?
Taking TTC into consideration. I came to understand that if any training program fees which is more than 1 months salary of that particular employee should sign a bond.
Comments: - No need to sign a bond as such. Even if you issue proper letter to the manager on the company's letterhead to prove the ROI between 1 year to 2 years is sufficient.
ROI, yes I also agree with this point. Probably he can give some presentation. In any case it needs to take long time for investment to come.
Comments: - Nominated manager, on completion of training should not just give presentation on what knowledge he gained but complete action plan for implementation of learning and thereby attaining 'X'% returns.
If you start issuing letters for the implementation of learning, it will foster culture of accountability in the company. This will bring a big cultural change. Implementation of learning is very difficult for the nominated managers. It requires tremendous maturity to fill the knowledge in the gaps that exist in the current system. I have trained hundreds of managers and I can say that not even 1% have ventured to do it.
My humble suggestion is to hire my training services. At the same cost, I will train your all the managers. I will obtain learning implementation plan from each participant. You may show this correspondence to your "boss". Find out what he says.
All the best!
Dinesh Divekar
From India, Bangalore
Acknowledge(0)Amend(0)
I take reference of your above mentioned post. The link is as below:
https://www.citehr.com/508224-traini...#ixzz3FSdaH34H
My comments for few paragraphs are as below:
we haven’t started such 5 days program yet. We always have 1-2 days training program, workshop from various training program conducted. Boss thinks that 1-2 days program may not help employee to develop. Secondly IIM’S is good brand and he feels such programs can help to develop org.
Comments: - It is not the just the number of days that matters. But what matters is whether proper goal statement for any training is defined or not. That is far more important. You may refer my following link:
https://www.citehr.com/498440-how-ca...ml#post2160264
Who says that 1-2 days training programmes do not yield results. If proper pre-training activities are conducted, then it is possible. Recently I conducted training on "Inventory Management". At the end of the training, I had obtained agreement from the participants on implementation of learning. If you wish to refer my post-training report then you may click here:
https://docs.google.com/document/d/1...it?usp=sharing
Secondly, IIM is a good brand. Not that I am against their greatness, nevertheless, let us not forget famous proverb in Marathi "Naav Mothe Lakshan Khote."
Thirdly, by just nominating one or few managers to the MDP, it will develop the organisation is plain assumption. Have you taken survey of the past participants of IIM's training courses and gathered evidence of the organisation development?
Taking TTC into consideration. I came to understand that if any training program fees which is more than 1 months salary of that particular employee should sign a bond.
Comments: - No need to sign a bond as such. Even if you issue proper letter to the manager on the company's letterhead to prove the ROI between 1 year to 2 years is sufficient.
ROI, yes I also agree with this point. Probably he can give some presentation. In any case it needs to take long time for investment to come.
Comments: - Nominated manager, on completion of training should not just give presentation on what knowledge he gained but complete action plan for implementation of learning and thereby attaining 'X'% returns.
If you start issuing letters for the implementation of learning, it will foster culture of accountability in the company. This will bring a big cultural change. Implementation of learning is very difficult for the nominated managers. It requires tremendous maturity to fill the knowledge in the gaps that exist in the current system. I have trained hundreds of managers and I can say that not even 1% have ventured to do it.
My humble suggestion is to hire my training services. At the same cost, I will train your all the managers. I will obtain learning implementation plan from each participant. You may show this correspondence to your "boss". Find out what he says.
All the best!
Dinesh Divekar
From India, Bangalore
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Thank you very much, Divekarji, for your email reply. However, since we haven't done any program like IIM, my boss would like to try it out. In case I require your services, I will certainly hire them. Please do share your profile. Once again, thank you.
Regards,
RUPALI
From India, Mumbai
Acknowledge(0)Amend(0)
Regards,
RUPALI
From India, Mumbai
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