Greetings... REQUEST
Will anyone give me following information:
1. An estimate of annual spending on Training & Development in the organised sector of INDIA for the past three years or so
2. An estimate percentage of expenditure that actually result in transfer to the job in Indian conditions ( Several studies show that less than 30 % of what is actually taught transfer to the job in a way that enhances performances)
I will be delighted if any of my enlightened readers provide related findings regarding transfer of learning in the Indian context and the barreirs in the transfer of learning.
Thanks
From India, Bangalore
Will anyone give me following information:
1. An estimate of annual spending on Training & Development in the organised sector of INDIA for the past three years or so
2. An estimate percentage of expenditure that actually result in transfer to the job in Indian conditions ( Several studies show that less than 30 % of what is actually taught transfer to the job in a way that enhances performances)
I will be delighted if any of my enlightened readers provide related findings regarding transfer of learning in the Indian context and the barreirs in the transfer of learning.
Thanks
From India, Bangalore
RADHAKRISHNAN,
I can throw some light on this subject , based on my experience
overseas in countries like USA/UK/AUSTRALIA/ SWEDEN.
THE EXPENDITURE ON TRAINING AND DEVELOPMENT
VARIES FROM INDUSTRIES TO INDUSTRIES.
IN BROAD TERMS , IT IS CONSIDERED AS A % OF SALES
-consumer industries [ 1-2]% of sales.
[here the bulk of training is in softskills and small portion
in product knowledge]
---------------------------------------------------------------------------------
-industrial [ 2--4]% of sales
[ here it 50% in product knowledge/ 50% in softskills ]
------------------------------------------------------------------------------
-IT/ITES [ 5 -8 ]% of sales
[ here [70 -- 80 ] % in technical skills/ balance in soft skills ]
---------------------------------------------------------------------------------------
-financial services / service industries [ 3-5]%
[ 40% in product knowledge and 60% in softskills ]
------------------------------------------------------------------------------
==============================================
THE RETENTION VALUE DEPENDS ON THE INSTRUCTIONAL
METHODS USED IN TRANSFERING THE LEARNING.
COACHING [ one to one instruction ] 50%
COACHING [ in small groups of 3/4] 35%
WORKSHOPS [ interactive with group of 10/12] 25%
LECTURING [ 25 -30 ] 15% with great difficulty
SHORT TRAINING , SAY, 4 HOURS has greater impact
than a ONE DAY SESSION.
==============================================
THE BARRIERS TO LEARNING ARE VERY MANY.
THE MAJOR FACTORS ARE--NOT IN ANY ORDER.
*THE LEARNERS' INDIVIDUAL DIFFERENCES IN LEARNING.
*THE METHOD ADOPTED.
*THE LACK OF TOOLS/ SYSTEMS FOR IMPLEMENTATION
ON THE JOB POST TRAINING.
*THE LACK OF LINE MANAGERS SUPPORT IN THE
FOLLOW UP TO THE TRAINING.
*LACK OF REGULAR REFRESHER COURSES.
*THE LACK OF MONITORING CLOSELY ON RETURN
TO THE JOB.
*LACK OF SUFFICIENT FUND FOR TRAINING.
*LACK OF SR. MANAGEMENT SUPPORT.
ETC ETC
=============================================
MY KNOWLEDGE ABOUT INDIA IS LIMITED,
MOSTLY SECONDARY INFORMATION.
THERE ARE NO PUBLISHED STATISTICS ON THIS
SUBJECT, I AM AWARE OF.
1.Majority training is focused on
-technical/ knowledge based/ product /Systems/processes and very little
on soft skills.
BUT IT IS CHANGING, AND MORE ARE BEING
SPENT ON SOFTSKILLS DUE TO THE
CHANGING ECONOMIC SCENES.
2. PUBLIC SECTOR COS, like LIC / STEEL PLANTS,
GOVERNMENT SPENT VERY LITTLE ON
TRAINING.
3. LARGE CORPORATIONS , WHICH ARE STILL
MANAGED BY FAMILIES, LIKE MODI GROUP,
SHREE RAM GROUP/ ETC SPENT A TOKEN
IN TRAINING / DEVELOPEMNT.
4. ONLY LARGE CORPORATIONS LIKE HINDUSTAN LEVER,
TATA GROUP/ GODREJ ETC SPEND SIGNIFICANT AMOUNT ON
TRAINING AND DEVELOPMENT BUT MY BEST GUESS
IT WILL BE NO MORE THAN 1% OF THE SALES TURNOVER.
================================================
THE RETENTION RATE , AGAIN BASED ON MY KNOWLEDGE
OF THE TRAINING METHODS USED,
COULD BE LESS THAN 15%.
REGARDS
LEO LINGHAM
From India, Mumbai
257I can throw some light on this subject , based on my experience
overseas in countries like USA/UK/AUSTRALIA/ SWEDEN.
THE EXPENDITURE ON TRAINING AND DEVELOPMENT
VARIES FROM INDUSTRIES TO INDUSTRIES.
IN BROAD TERMS , IT IS CONSIDERED AS A % OF SALES
-consumer industries [ 1-2]% of sales.
[here the bulk of training is in softskills and small portion
in product knowledge]
---------------------------------------------------------------------------------
-industrial [ 2--4]% of sales
[ here it 50% in product knowledge/ 50% in softskills ]
------------------------------------------------------------------------------
-IT/ITES [ 5 -8 ]% of sales
[ here [70 -- 80 ] % in technical skills/ balance in soft skills ]
---------------------------------------------------------------------------------------
-financial services / service industries [ 3-5]%
[ 40% in product knowledge and 60% in softskills ]
------------------------------------------------------------------------------
==============================================
THE RETENTION VALUE DEPENDS ON THE INSTRUCTIONAL
METHODS USED IN TRANSFERING THE LEARNING.
COACHING [ one to one instruction ] 50%
COACHING [ in small groups of 3/4] 35%
WORKSHOPS [ interactive with group of 10/12] 25%
LECTURING [ 25 -30 ] 15% with great difficulty
SHORT TRAINING , SAY, 4 HOURS has greater impact
than a ONE DAY SESSION.
==============================================
THE BARRIERS TO LEARNING ARE VERY MANY.
THE MAJOR FACTORS ARE--NOT IN ANY ORDER.
*THE LEARNERS' INDIVIDUAL DIFFERENCES IN LEARNING.
*THE METHOD ADOPTED.
*THE LACK OF TOOLS/ SYSTEMS FOR IMPLEMENTATION
ON THE JOB POST TRAINING.
*THE LACK OF LINE MANAGERS SUPPORT IN THE
FOLLOW UP TO THE TRAINING.
*LACK OF REGULAR REFRESHER COURSES.
*THE LACK OF MONITORING CLOSELY ON RETURN
TO THE JOB.
*LACK OF SUFFICIENT FUND FOR TRAINING.
*LACK OF SR. MANAGEMENT SUPPORT.
ETC ETC
=============================================
MY KNOWLEDGE ABOUT INDIA IS LIMITED,
MOSTLY SECONDARY INFORMATION.
THERE ARE NO PUBLISHED STATISTICS ON THIS
SUBJECT, I AM AWARE OF.
1.Majority training is focused on
-technical/ knowledge based/ product /Systems/processes and very little
on soft skills.
BUT IT IS CHANGING, AND MORE ARE BEING
SPENT ON SOFTSKILLS DUE TO THE
CHANGING ECONOMIC SCENES.
2. PUBLIC SECTOR COS, like LIC / STEEL PLANTS,
GOVERNMENT SPENT VERY LITTLE ON
TRAINING.
3. LARGE CORPORATIONS , WHICH ARE STILL
MANAGED BY FAMILIES, LIKE MODI GROUP,
SHREE RAM GROUP/ ETC SPENT A TOKEN
IN TRAINING / DEVELOPEMNT.
4. ONLY LARGE CORPORATIONS LIKE HINDUSTAN LEVER,
TATA GROUP/ GODREJ ETC SPEND SIGNIFICANT AMOUNT ON
TRAINING AND DEVELOPMENT BUT MY BEST GUESS
IT WILL BE NO MORE THAN 1% OF THE SALES TURNOVER.
================================================
THE RETENTION RATE , AGAIN BASED ON MY KNOWLEDGE
OF THE TRAINING METHODS USED,
COULD BE LESS THAN 15%.
REGARDS
LEO LINGHAM
From India, Mumbai
I haven’t got any information on India in particular. However, on the barriers to transfer of training, you can find info on the barriers at:
http://www.businessperform.com/html/..._training.html
and
http://www.businessperform.com/html/...vironment.html
There is also a good article that goes into more detail and has references at:
http://www.businessperform.com/html/...ctiveness.html
Hope this helps.
Vicki Heath
From Australia, Melbourne
http://www.businessperform.com/html/..._training.html
and
http://www.businessperform.com/html/...vironment.html
There is also a good article that goes into more detail and has references at:
http://www.businessperform.com/html/...ctiveness.html
Hope this helps.
Vicki Heath
From Australia, Melbourne
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