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Training Dilemma
Training & Organizational Development
Training Dilemma
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 many different training opportunities in our organization which in most cases we have them requested by employees, but for some reason people who sign up to attend cancel last minute. This has
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Forums » Topic Forums » Training & Organizational Development » Training Dilemma
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Training Dilemma
posted at 11/14/2001 9:24 AM EST
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Posts: 2
First: 11/14/2001 Last: 3/19/2002 |
We have many different training opportunities in our organization which in most cases we have them requested by employees, but for some reason people who sign up to attend cancel last minute. This has caused last minute cancellations of instructors and facilities, etc. What would you suggest to help people realize the importance and all the benefits they'll receive from the training.
Thanks, MWilson |
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Training Dilemma
posted at 11/14/2001 1:36 PM EST
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Posts: 24
First: 5/29/2001 Last: 5/12/2002 |
Although not my favourite way to do it, it is effective: Once someone signs up for it you can either make it mandatory for them to show up, or "bill" the persons department for lost costs, and have them accountable. There is always something that "comes" up, and maybe the feel that training is not a priority for them. It could also be sold differently to them. How are the course choices presented to them now?
Scott Stratten www.WorkYourLife.com |
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Training Dilemma
posted at 11/15/2001 6:48 AM EST
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Posts: 5
First: 10/23/2001 Last: 12/3/2001 |
Many of my clients have instituted charge backs if the cancellation happens within a certain date of the session. Otherwise, try reminders either via email or voicemail to keep the lines of communication open. You can also try to negotiate with external trainers, who may deserve to paid if you cancel late, but often will allow you to give them something less than the full amount if you rescchedule. Finally, this may bve a symptom that you need to look at how critical the ccntent is and if workshops are the best way to deliver it. Good luck. |
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Training Dilemma
posted at 11/15/2001 4:59 PM EST
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Posts: 495
First: 9/30/2000 Last: 8/19/2011 |
Communicate the problems you are facing to managers and employees. Make sure they are aware of the difficulties you face when you suddenly have "no shows". As in most cases your cost for instructors and facilities do not change based on reduced attendees, the department should be held responsible to cover the cost of the individual who couldn't make it.
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Training Dilemma
posted at 11/16/2001 5:28 AM EST
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Posts: 2
First: 11/16/2001 Last: 11/16/2001 |
My experience is if you charge back the costs of the course, instructor fees, etc; to the department of the person cancelling, this will soon nip this in the bud quickly. The departmental training coordinator will find a replacement or have to explain the cancellation at a higher level. It also reinforces the credibility and necessity of good planning on their managers part to get their people there once they've signed up.
To get people to realize the importance and benefits, buy-in and support from top-management is vital; otherwise, it will continue to be something anyone can cancel at the last minute. Ask to become part of the strategic planning process and tie your training courses into company goals and objectives. Once top mgt. sees that your courses support these efforts, you will gain a great deal more respect and importance. |
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Training Dilemma
posted at 11/19/2001 1:01 AM EST
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Posts: 2
First: 4/26/2001 Last: 11/19/2001 |
If employees are canceling,then they must not feel that the training is important to them...or their careers. Which means that if they do show up, they're not likely getting what you want them to from the class. Have you thought of some type of incentive program? or making it clear that you will consider continuing ed when making promotional decisions? |
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Training Dilemma
posted at 11/20/2001 3:52 AM EST
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Posts: 44
First: 6/6/2001 Last: 4/28/2002 |
You're not alone! Unfortunately, the best way to get people into the class has to come from within. the attendees have to believe that 1) they have the need, and 2) it will be time well spent. the other way to get people into the training is for management to monitor attendance as well as expected results. this holistic approach will ensure attendance optimization and will even help you achieve the roi your company originally sought.
best of luck! howie |
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Training Dilemma
posted at 11/20/2001 6:17 AM EST
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Posts: 2
First: 11/20/2001 Last: 11/20/2001 |
Loraina's respones is close to the real issue here " If employees are canceling, then they must not feel that the training is important to them...or their careers." I believe you need to ask why are you offering training that is "optional" for lack of a better word. If you the company are not seeing bottom line results i.e. improved profits as a result of a training expense, why are you bothering to train? Would you spend money for snow tires if you only drove your car in Florida? Evaluate you training portfolio, discard those items that do not provide a good return on investment. |
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Training Dilemma
posted at 11/20/2001 6:37 AM EST
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Posts: 4
First: 11/20/2001 Last: 11/20/2001 |
Mandy,
When listing the training programs do you attach to it a price value (of each training activity)? Not only the cost of trainers but with all the costs entailed for the production of such training? Did you establish and communicate management policies regarding training? Do you keep record of participation in training, level of input within the training activity itself, and keep track on whether the training activity has effected positive change by the various participants? Do you reward employees who attend training sessions, contribute positively to training and development and who demonstrate improved performance as a result of training? If you do the above, you will have no problem of dropouts. Dropouts will be left behind. It is those who participate and benefit from the training who will advance in the company. Once they know this you will be busy trying to cope with the increasing number of participants. Claire |
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Training Dilemma
posted at 11/21/2001 4:06 PM EST
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Posts: 495
First: 9/30/2000 Last: 8/19/2011 |
So let me get this straight. We provide training, which ultimately is to the benefit of all. And if an employee actually agrees to participate, we then reward them (so the training was obviously not a benefit in the first place)?
Rewards and recognition come into play for outstanding performance and the willingness to go the extra mile. Participating in workplace training is a norm, not should it be considered over and above. I'll answer the questions you posed with respect to my organization. Yes, the training was planned. Yes, they were informed about why it was taking place and what benefit it would provide to them. Yes, we do track the results and modify further training sessions if required. But guess what? We still face the same problem. No organization is perfect. Remember the 80/20 rule? If you've found a mafical way to convince them all and win them over 100%, please share it with the rest of us that still face these issues. I'm also curious as to what your company's budget is for training and what type of training you provide. How much is in-house and how much is from consultants trained in the field? How many union/non union participants? |
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