Why Indian Companies Lag Behind In Training???

Hi Sandeep,

The topic you have raised is a pretty interesting one indeed.

It is very much true, that the first thing an IT companies does for cutting down costs is slashing off training expenditure which for a fact is pretty high. The training system in US concentrates more on actually training and measuring how much they actually learned in the training program before pushing their recruits into the battlefield. where as in India the concept of training in IT companies is more like *Just finish up with the training and make the recruites start working already*, as they do not want to spend too much time training them and just want them to mint more money for the company. But what they fail to understand is that recruits who have gone through decent training actually are more efficient and over time generate more revenue to the company.

I feel the only way this situation will improve is when the companies actually realize the potential of seriously training their employees, not just their recruits and also by instilling the fact to the employees, the importance of continuous learning which is also beneficial to their career in the industry.

That is my opinion as i a trainer. Would like to see what others think.

Regards,

Poonam

Manager - Training Facilitation

Training Orbit

I have seen people, I would call employees saying why do i need a training. I m doing well so what is the point of getting trainned.
there are many reasons as mentioned by others. major ones of them are:
1. not proper need analysis for training
2. focus more on productivity not on improvement
3. either plans are not related to productivity or knowledge post training not being converted into skills.
after all what a business man need, revenue from business, which is even today is not measurable from training. it is very hard to convert delivaribles of training into numbers. employers also think that it lost man hours which leads to loss of productivity.
apart from these the biggest barrier in training is participents' leniency towards training.
regards

Hi,
Although, we can list a plenty of reasons, I have appended below a few which I feel are most important ones.
Mainly due to lack of the following
1. Understanding the potentials of the employees
2. Identification their training needs
3. Identification of proper training tools/faculties etc,
4. Proper funding(because in India, the training has been treated as expense
whereas it should have been treated as investments)
5. Measuring the effectiveness of the training
6. Periodical and regular follow mechanisms

Hi Dinesh
I am a student of MBA gen (1st Year) and plan to take HR as my majors and looking forward to create value in the organization which i join with my knowledge of this partially tapped field of HR and my interest area lies in Training. So could you help me polish my skills and prepare myself for next year final placements to get the training profile only. How to go about it?
Because I have seen that people have to compromise on their interests and enter recruitments field at the starting of their carrer. i dont want that. can u please guide?

Whether two day short programme of training will give immidiate effectiveness in employees.
Ifeel training is like a booster not giving direct benifits hence effectiveness measurement immidiatelly after certain period itself is complex issue.
However training requirements of employee is major part where we need to concentrate first before training.
S.R.Deshpande

Hi

Greetings

Problem is 3 dimensional- Management, trainer and participant; "80% of the problem we face is due to management/ leadership" - Juran –(He was not talking politics, but about industries and organization!) please think it over as most of the management/leadership does not directly get involved in selecting the courses, content of the course, participants selection, time frame, measurement of the effectiveness and useful over a period of time, growth of individual and organization due to particular course, etc - as rightly pointed out by the other participants in this discussion.- Most of the leadership has failed in this respect except for some lip service – management is only worried about the Bottom line

In any family, training/ guidance/learning is a continuous process needed for growth; our leaders miss the woods for the trees



Trainers and possible steps for improvement of the effectiveness

1) Methods of the trainers is generally systematic but follow up for feedback is absent in most of the cases - Hence I insist on the list of participants along with their contact numbers - I /members of my team ring them up and invite them for the training at the location and time specified, have a short discussion on what they want as well as their "carry away” that will be provided by us - Participants do come at the appointed time and are serious; We make the training enjoyable by making them participate so that they have 'hands on' experience of what we are teaching;

After a week I personally ring up and talk to the participants – their feedback helps the them to ‘revise, chew the cud’ their thoughts as well as giving us inputs for our improvement

2) I introduced training for the first time in a factory - "Supervisory Development" - one of the participant (a foreman with 3 years shop floor experience) said that till the training he did not know the duties and responsibilities of a supervisor!!- he thanked us because it was new and he could apply whatever he had learned from the next day - their confidence in dealing with workmen increased after the training – there was a gain in T&D for the participants

3) Most of the soft skill topics are too generalized – we need specific topics that are needed tomorrow - like “Handling subordinates/workers/union”, “Handling boss/peer/team members” and not like Motivation, leadership – topics should address the ‘pain’ being felt by the employees; Technical topics - experienced personnel handle them and this will be on par with US (Feel it is better than US because the resources we give our people is low when compared to US)

4) Professionalize the training- learning and development has not grown – it still follows school and college methods of teaching and the results are same as school and college. Most of the training should be designed so that it is applied the next day and should give lot of examples of the things learned by experience

5) Training is for changing the participants- incorporate what they can apply in their Homes, with their friends and close relatives, give earthy examples and not American/ Western/Japanese/Korean bookish examples

Participants and their reaction to training:

1) When I was asked to go for mandatory training, it was one day that I could rest / relax, enjoy the unexpected holiday - negative and stress causing factor was that pending work accumulates and was a pain producer

2) At the end of the day of training, I found it was something like having gone for a movie/ drama with low entertainment value – did not know how to apply the principles in professional life - this is from one who has worked with top Indian and MNC companies

3) Commitment and motivation of the participants for the program has to be seen before commenting on other factors – this varies from place to place and mostly it is apathetic

4) Online training and quiz at the end (For subjects like Safety, technical subjects and some soft skills) of the courses has to be started by professional trainers; clearing the quiz should be mandatory for promotion

HR department and their inputs:

f) Since training is mandatory, participants are from different departments to fill up the headcount – designing the course become generalized; Having participants from different departments when we will build interdepartmental teams (like finance for non finance executives) to implement what we learn in training is good

g) The “Returns on training” – exercise that pays back money to the organization has to be designed and incorporated in training.

h) Half a day/one day training (for hoodwinking/ satisfying the requirement of ISO) is something to be mulled over – unlearning old and learning new is not possible in these short time frame; Time frame is a serious matter

h) No. of participants in a course – depending on the course, time frame and participants, cost – some thing that has to be discussed among ourselves

A number of other factors has can be discussed / brainstormed on this - we have alumni of Institutes for training the trainers in this forum, other professional trainers - please contribute

Best Wishes for more improvements

K

dear all
here are some difference;
- we think the trsining is expense than investment
- v have surplus manual power than the intellectual power
- absence of qualified trainers/ training materials
- no follow-up of the training
- no mproper assesement of traaining
- productive people are forgotten since their absence from work will upset production planning, in this course useless poeple gets the training
= trainers are choosen not by their merits, but becuase of the contacts with the HR or higher level officers
- becuse of LPG, many people have started the training, but they themselves have no training
regrads
nagaraj

Dear Sandeep,
In US, training is an ongoing and continuous process and an important part of an employee's KRA but in India we also say the same but actually do only trainings for service recovery that is when we fail in our audits or get customer complaints etc.
Regards
Sandhya

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Problem with training:

1. Something wrong with the basic assumption: Most of the Training programmes are done with a basic assumption that Training leads to Learning, but there may not be any direct cause and effect relationship

2. Assumption: Participants learn what the trainers teach and learning is a very simple function of the capacity of the participants to learn and the ability of the trainers to teach

Truth: Learning is a complex function of the motivation and capacity of individual participants, the norms of the training group, the training method, behaviour of the trainer, trust, the general climate of the organization etc

3. Assumption: Individual learning/action leads to improvement on the job:

Truth: Improvement on the job is a complex function of individual learning, norms of the working group, organization culture.

4. Since on the job performance depends on the above mentioned variables, it may lead to frustration of the individual. Next time he attends any training programme he would be sceptical about the outcomes.

5. Excessive use of ready made material, more importance on face value rather than actual learning

6. Convenient outcomes: Trainers follow uncontroversial path: The participants/organizers must be happy.

7. Incompetent trainers who heavily rely on standards module: Has no clue about action science approach, system thinking, socio technical systems and other experiential learning tools.

Deboleena Roy