I have inferred from some of my friends in US who r currently working that training is not as effective as in india if we compare to US.What could be the factors leading to it and how can we improve.Can any one throw light on this issue
From India, Bangalore
From India, Bangalore
Dear Sandeep
First, there is a confusion in your statement. It says that training is more effective in India than in US. But your tone says that why training in India is not so effective as in US. If your tone is correct, then my answer is ..
In public sectors (Govt), many of them see training as mandatory. They allocate certain percentage of employee salary for training as per ISO norms, or as per their HR policy. But really, they bother more about productivity than improving skills. We may argue that how can they achieve productivity without improving skills. But that is that. They don't understand and listen.
The other is Private sector. These guys spend on training. But the employees feel it is free for them and hence pay more concentration on enjoying the time and facilities than improving their skills.
On both these counts, you will find participants are not very interactive and inquisitive.
The above is based on my experiences. However, there could be exceptions.
Broadly, the reasons for the training not every effective, the reasons are, lack of seriousness, not believing that what they learn is really useful except fun making, their attitudes etc. Let us listen to the forum however, Thanks and regards,
KS Rao
09959129888
corporatefokus.com
From India, Hyderabad
10First, there is a confusion in your statement. It says that training is more effective in India than in US. But your tone says that why training in India is not so effective as in US. If your tone is correct, then my answer is ..
In public sectors (Govt), many of them see training as mandatory. They allocate certain percentage of employee salary for training as per ISO norms, or as per their HR policy. But really, they bother more about productivity than improving skills. We may argue that how can they achieve productivity without improving skills. But that is that. They don't understand and listen.
The other is Private sector. These guys spend on training. But the employees feel it is free for them and hence pay more concentration on enjoying the time and facilities than improving their skills.
On both these counts, you will find participants are not very interactive and inquisitive.
The above is based on my experiences. However, there could be exceptions.
Broadly, the reasons for the training not every effective, the reasons are, lack of seriousness, not believing that what they learn is really useful except fun making, their attitudes etc. Let us listen to the forum however, Thanks and regards,
KS Rao
09959129888
corporatefokus.com
From India, Hyderabad
Dear Sandeep,
In India not only training but HR itself is weak. In the year 2006, Mr Mohan Das Pai of Infosys was transferred from finance to HR. Can you expect other way round to happen (that he is transferred from HR to finance)? No way!
Training in India is not effective as HR or Training Managers do not know the what benefits training brings to them. In the larger context, their employers do not understand the benefits of training.
In my every single training programme like Commn Skills, Decision Making skills, Customer Service and so on, I revolve it around the revenue leakage caused due to lack of these skills.
By the way about one and half year ago, I had written an article "Why Employee Training Fails?". It was published in Deccan Herald. You can click here <link updated to site home> to read that article.
Thanks,
Dinesh V Divekar
From India, Bangalore
In India not only training but HR itself is weak. In the year 2006, Mr Mohan Das Pai of Infosys was transferred from finance to HR. Can you expect other way round to happen (that he is transferred from HR to finance)? No way!
Training in India is not effective as HR or Training Managers do not know the what benefits training brings to them. In the larger context, their employers do not understand the benefits of training.
In my every single training programme like Commn Skills, Decision Making skills, Customer Service and so on, I revolve it around the revenue leakage caused due to lack of these skills.
By the way about one and half year ago, I had written an article "Why Employee Training Fails?". It was published in Deccan Herald. You can click here <link updated to site home> to read that article.
Thanks,
Dinesh V Divekar
From India, Bangalore
Dinesh V Divekar,
It is really a wonderful article. That trainning in India have been happening in a half hearted manner and it is bound to fail. Then how do we address the problem and resort to proper trainning?
Thanks
B. Gayathri
From India, Madras
It is really a wonderful article. That trainning in India have been happening in a half hearted manner and it is bound to fail. Then how do we address the problem and resort to proper trainning?
Thanks
B. Gayathri
From India, Madras
Thanks Mr Rao and Mr.Dinesh for your inputs.Sorry for the confusion.I actually meant why indian companies lag behind in training.US companies spend a lot on training .what stops indian companies to do ??is it allocating funds??or are we having a different approach as far as training is concerned. Attrition rate is low in US if we dont consider the recession period because somehow the organisation succeeds in retaining its employees,But in the case of india,attrition rate is too high.US companies spend a lot on training and have a HR function. training is important in indian companies because we are more onto providing service to outside clients....if we take IT as example.
From India, Bangalore
From India, Bangalore
Thanks for all the valuable inputs.
Basically we cann't compare OUR system to US.
Experiencewise, modelwise we differ;
Maximum failures can be attributed to imparting same type of training;
Follow-up and post-training implementation is the major differentiator;
We, tend to regard training as a short term initiative and tend to conclude it as a FAILURE in a very short span of time.
If one is willing to take a long-time view, certainly results will be delivered.
Any cost-cutting or saving front, the axe falls FIRST on Training.
From India, Madras
Basically we cann't compare OUR system to US.
Experiencewise, modelwise we differ;
Maximum failures can be attributed to imparting same type of training;
Follow-up and post-training implementation is the major differentiator;
We, tend to regard training as a short term initiative and tend to conclude it as a FAILURE in a very short span of time.
If one is willing to take a long-time view, certainly results will be delivered.
Any cost-cutting or saving front, the axe falls FIRST on Training.
From India, Madras
I can say that this argument is too generalised. I go with Mr.Rao's view. Is it that training is not happening or training is not effective?
It could be industry specific too.
I bet Pharmaceutical Industry in India, where I belong to, trains their employees more intensely. Training and effectiveness of training are both very serious matters in this Industry.
It might not be for any certification, but it is a mandatory for the employees to be functional, even at the basic level.
This is true with all Indian Pharmaceutical companies and also MNCs who are in India, both.
There could be few more Industries where training could be functioning as back bone of the organisations.
From India, Madras
It could be industry specific too.
I bet Pharmaceutical Industry in India, where I belong to, trains their employees more intensely. Training and effectiveness of training are both very serious matters in this Industry.
It might not be for any certification, but it is a mandatory for the employees to be functional, even at the basic level.
This is true with all Indian Pharmaceutical companies and also MNCs who are in India, both.
There could be few more Industries where training could be functioning as back bone of the organisations.
From India, Madras
Sandeep,
I would like to keep it simple and short. It is not because the training is mandatory or when cost savings come, the AXE is on training.
The actual matter is we do not implement any sort of training evaluation method. I was lucky enough to work with 2 US companies. What they do is pretty simple but effective. After they conduct any training they measure it. We DO NOT and that is the problem.
I have tried to measure the training and it took me nine months to measure a group of 10 people where I did not do anything but measure them. In India, we do not have dedicated guy for measuring and even if we have we do not have the patience and that is the Root cause of all thing.
Gabriel
From India, Mumbai
I would like to keep it simple and short. It is not because the training is mandatory or when cost savings come, the AXE is on training.
The actual matter is we do not implement any sort of training evaluation method. I was lucky enough to work with 2 US companies. What they do is pretty simple but effective. After they conduct any training they measure it. We DO NOT and that is the problem.
I have tried to measure the training and it took me nine months to measure a group of 10 people where I did not do anything but measure them. In India, we do not have dedicated guy for measuring and even if we have we do not have the patience and that is the Root cause of all thing.
Gabriel
From India, Mumbai
Dear Sandeep,
My comments are as below:
Sandeep: - "Sorry for the confusion.I actually meant why indian companies lag behind in training.US companies spend a lot on training"
Idea that training reduces the cost of operations or cost of non-training is far higher than cost of training is yet to get into the heads of the leadership. I have a example wherein a top-notch textile exporter. Though they had staff strength of 1500, they did not have HR Dept! They asked me everybody has HR Dept, now we need to have, will you be able to help us out?
Sowmini: - Do not concentrate on just top 500 or 1000 companies. Neither should you concentrate on just one industry. Let us remember what Aristotle said 2300 years ago - "One swallow does not make a summer". If you think India as a whole, our record is very poor. Secondly, would you mind to share the best practices of Pharma industry?
Thanks,
Dinesh V Divekar
From India, Bangalore
My comments are as below:
Sandeep: - "Sorry for the confusion.I actually meant why indian companies lag behind in training.US companies spend a lot on training"
Idea that training reduces the cost of operations or cost of non-training is far higher than cost of training is yet to get into the heads of the leadership. I have a example wherein a top-notch textile exporter. Though they had staff strength of 1500, they did not have HR Dept! They asked me everybody has HR Dept, now we need to have, will you be able to help us out?
Sowmini: - Do not concentrate on just top 500 or 1000 companies. Neither should you concentrate on just one industry. Let us remember what Aristotle said 2300 years ago - "One swallow does not make a summer". If you think India as a whole, our record is very poor. Secondly, would you mind to share the best practices of Pharma industry?
Thanks,
Dinesh V Divekar
From India, Bangalore
Its an owner driven company that we are mostly used to and people here want to see the monetary growth first and spend later. This is definitely not a sign of growth but I however see a positive trend in the last few years, Employers are slowly starting to incorporate training and - this will take some time before we have it properly set.
Recruiters must have heard this frequently "I want a guy who is already trained and preferably worked in a system like our company, so they need no training at all"
:-)
From India, Madras
Recruiters must have heard this frequently "I want a guy who is already trained and preferably worked in a system like our company, so they need no training at all"
:-)
From India, Madras
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