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Incentives for achieving training objectives
Training & Organizational Development
Incentives for achieving training objectives
A forum for exchanging ideas about skills training, leadership training, management training, compliance training, e-learning, as well as organizational development and effectiveness.
We have established an organized training program for our employees which requires them to attend a minimum of 10 hours of training per year. Training opportunities include on-line learning, classroom
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Incentives for achieving training objectives
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Incentives for achieving training objectives
posted at 1/13/2001 11:20 PM EST
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Posts: 3
First: 11/15/2000 Last: 1/22/2001 |
I would suggest linking this requirement of minimun of 10 hours of training per year to :
1. the employee's annual review, where this would be an objective to achieve, 2. the employee's career path. I can see this as indirect incentivisation but very effective |
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Incentives for achieving training objectives
posted at 1/14/2001 5:59 AM EST
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Posts: 1
First: 1/14/2001 Last: 1/14/2001 |
We are just about ready to roll out a Learning Lunch program whereby we will offer sessions twice per month of a variety of topics. Each attendee will receive a lapel pin selected for that session. At the end of the period of time (5 months) we will have a prize for the person with the most pins.
I don't know if this will work or not--the first session will be in February. The topics will include--Coaching, Time Management, Stress Management, Overview of Project Management, Motivation, Boosting Productivity, Essentials of OJT, Meeting Management, and 2 sessions of an overview of the Seven Habits. |
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Incentives for achieving training objectives
posted at 1/15/2001 9:02 AM EST
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Posts: 2
First: 1/15/2001 Last: 1/15/2001 |
You have already received some great reponses.
Here are some other ideas. 1. Gift Certificates- For each hour attended,(or objective completed) give the learner a ticket for a drawing. Every week or month (as budget allows) draw a winner for a free dinner gift certificate or free movie passes. 2. Pay for Completion - For each participant that completes the training, pay a dollar amount ($100-$1000) dollars. 3. Promote - Job tracks can be identified for promotions and completion of the requiste foundation skills. 4. Recognition - Learner of the Month, mention of trainees that have completed in the company newsletter, hold graduation ceremonies, etc. 5. Self-Enhancement - Allow learners to design and build the training programs. Use interest inventories. These types of programs require a high degree of internal marketing and follow-up with the learners. However, you will have many self motivated learners in this type of program. |
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Incentives for achieving training objectives
posted at 1/16/2001 12:44 AM EST
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Posts: 5
First: 1/16/2001 Last: 1/16/2001 |
My suggestion would be to not tie incentives to training taken but tie any incentives to improved performance. Just taking training of some sort does not necessarily provide any payback--to the company or to the individual. What is to be the focus of the training--I assume there are parameters with regard to 'job relatedness' or to areas identified for the individual as needing improvement or skills needed for advancement, etc. If the behavior needing improvement is actually improved via the training, then the incentive is appropriate. If the skills needed for advancement are obtained, then the advancement is the incentive.
In our organization we try to hold personnel accountable for obtaining the skills needed for the job. We are willing to assist in the identification of what is needed, be it for improvement within a position or for advancement to another postition, and are willing to pay for the training necessary as long as it meets job relatedness requirements. But we don't provide separate incentives for taking the training. This is probably not what you wanted to hear but I would caution you re incentives for training. You don't want to reinforce taking training, you want to reinforce improved performance. |
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