I've been involve in training many years and always found that T&D is not significant in the company. Most of the organization did not put much focus on T&D. Any idea on how to emphasis the importance and get the management support?
From Malaysia, Kuala Lumpur
From Malaysia, Kuala Lumpur
Dear Christina,
I had given the reply to a similar subject earlier on some other forum. Let me repeat it now.
Please measure the performance of various departments on quality, quantity, delivery, consistency, customer satisfaction etc. After measurement, find out what are the operational losses. Convert these losses into revenue losses. This makes a case for staff training.
You could have mentioned whether you are from the manufacturing or the service industry. Anyway following are a few examples to get the buy-in from top management:
a) Increase in inventory turnover ratio
b) What is the scrap ratio? By what per cent you can decrease it?
c) What is your overall equipment effectiveness (OEE)? By what per cent you can improve it?
d) How many employees are employed per machine or what volume of work is done per employee? What is the benchmark in your industry? What steps you can do to increase it?
Please remember mere training your staff on hard skills or functional skills will not help. Soft skills also should go hand in hand. To make the soft skills training effective, you can conduct organisation-wise surveys on the culture of communication, interpersonal environment etc. These surveys will give you the direction for your training efforts.
All the best!
Dinesh Divekar
+91-9900155394
From India, Bangalore
7736I had given the reply to a similar subject earlier on some other forum. Let me repeat it now.
Please measure the performance of various departments on quality, quantity, delivery, consistency, customer satisfaction etc. After measurement, find out what are the operational losses. Convert these losses into revenue losses. This makes a case for staff training.
You could have mentioned whether you are from the manufacturing or the service industry. Anyway following are a few examples to get the buy-in from top management:
a) Increase in inventory turnover ratio
b) What is the scrap ratio? By what per cent you can decrease it?
c) What is your overall equipment effectiveness (OEE)? By what per cent you can improve it?
d) How many employees are employed per machine or what volume of work is done per employee? What is the benchmark in your industry? What steps you can do to increase it?
Please remember mere training your staff on hard skills or functional skills will not help. Soft skills also should go hand in hand. To make the soft skills training effective, you can conduct organisation-wise surveys on the culture of communication, interpersonal environment etc. These surveys will give you the direction for your training efforts.
All the best!
Dinesh Divekar
+91-9900155394
From India, Bangalore
Well, top level management is essentially judged on their ability to either increase revenues or decrease costs. Thus, any training will get respect only if it leads to increase in revenues or decrease in costs and as long as that doesn't happen, training will just be treated as nice sounding but useless burden to be tolerated at max.
A smart HR would a) assess any training whether it really would lead to reduced costs or increased revenues or is it just a nice idea, and, b) pitch the training as a cost reducing/revenue increasing investment.
From India, Delhi
A smart HR would a) assess any training whether it really would lead to reduced costs or increased revenues or is it just a nice idea, and, b) pitch the training as a cost reducing/revenue increasing investment.
From India, Delhi
MMM Training Solutions is a Softskills training consultancy that provides effective solutions for productivity and performance issues. We invite you to read our article: Strategies for Creating Effective Training Calendar | MMM Training Solutions
From India, Chennai
From India, Chennai
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