Kiss the SWEET SPOT for Big Impact Corporate Training
If you are given a choice between two pilots – one is trained, the other is not – which one will you choose? The simple offer here is for the untrained pilot you will not be charged for the travel. I can tell you even if they pay you to travel with untrained pilot in controls, you will not fly. Why?
Importance of training is immense in any profession and in INDIA we have observed that many business owners do not recognize this importance of employee training.
Recently, we have conducted training program for one of the top Indian multinational company and all the participants were so engrossed that they skipped the scheduled tea breaks and wanted us to continue. They were reluctant in the beginning but, as we progressed they were so involved. The feedbacks from participants were encouraging and ecstatic.
But the whole story is interesting and speaks for general commitment towards training…..
We imposed this workshop!!
You will be surprised to note that when we approached the management, just because we knew the branch head, we were referred to the HR head. I can tell you the culture and attitude of people in any organization will always reflect the efficiency of HR (Human Resource) department. Anyway, he listened to us very seriously and gave his thoughts about the program and suggested few topics of his concern as an HR head. Subsequently we sent him agenda and asked him to finalize the date. Since, we were busy; we didn’t do the follow-up for some time. He also kept mum, we called-sent reminder mail-no response- call to branch head-ultimately mail came from HR head giving a distant date – we said ok let’s do it please send the list of participants – again no reply, nothing. We waited – just 2 days before, when no communication, we went to see him. Another surprise, he said if we can postpone the date by another four days, we expect to have around 40 senior people who will attend, earlier date was a mistake. We said OK. We kept asking for the list of participants since we prepare kit and badges. It came a day before, 40 names. Somehow we managed the kits etc.
The D Day!!
We are extremely methodical in our planning to the minute detail. We reached 20 minutes before. First shock came – The training hall was changed from one building to the other, we realized this when we reached the previously decided hall. We said ok this happens, not an issue; let’s get on with the program. New hall was good but the sound system was not working well, this was minor issue.
Where are the participants, we asked, he said they are coming…….we waited for one hour…he called them….his assistants tried to pitch in…..Ultimately we started the program at 10.45 am instead of 9.30 am with 16 participants less, as per the given list. Rest, the participant response, I have mentioned above.
Why the Story!!
Well, if this is the case with a huge-huge company, imagine what could be the scenario at small & mid-level companies. The purpose of HR department is to look beyond payroll, attendance, leave management and focus on empowering, training employees to set new benchmark of excellence. Having a trained workforce means your workers are learning new skills that can improve production, cut time spent in creation of your product (or service), reduce production costs, reduce mistakes, build confidence in your workforce, and create a better working environment. The HRD must help employees to internalize the need for change and to develop the desire to gain the skills that will bring progress. The best method is to include trainees or their peers in determining what changes need to be made and why, thereby creating credible ambassadors for the effort.
In India, we believe in degree/diploma, not in knowledge and skip skills altogether. The focus should be on improving skills necessary to compete with the world. I think we must attribute de-growth of manufacturing sector, to some extent, to complacency and untrained employees.
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Companies around the world spend up to $100 billion a year to train employees in the skills they need to improve corporate performance—topics like communication, sales techniques, performance management, or lean operations. But, in India the scenario is different with minimal budget for training and even less commitment to do it.
Adults learn in predictable steps. Before employees can master a new skill effectively, for example, they must be convinced it will help improve their organization’s performance, recognize that their own performance is weak in that area, and then actually choose to learn
Training also requires internal commitment from HR department and concerned people else, training can go wrong in all kinds of ways. But the most important failures occur outside the classroom. By focusing on creating a receptive mind-set for training before it happens—and ensuring a supportive environment afterward—companies can dramatically improve the business impact of their training programs.
