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Aging bank with training issues
Training & Organizational Development
Aging bank with training issues
A forum for exchanging ideas about skills training, leadership training, management training, compliance training, e-learning, as well as organizational development and effectiveness.
My organization is a bank which has been in place for more than 60 years and in the process was nationalized and then de natinalized. There was no recruitment for 20 years and now the bank is aging an
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Forums » Topic Forums » Training & Organizational Development » Aging bank with training issues
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Aging bank with training issues
posted at 1/20/2006 4:07 AM EST
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Posts: 4
First: 5/28/2004 Last: 1/20/2006 |
I believe Krista comes closer to answering your specific question. It seems that everyone is calling for studies, change management, performance mgt etc.,while your task at hand requires more focus. The problems with many training programs, especially for the experienced bank employee, are:
The content is poor; it doesn't match the learning requirement, and little new knowledge is gained. It is very time consuming - especially if travel is involved, but often related to the employee effort required for sing-up and participation, and the time away from the job. It is expensive. If instructor-led, there's travel , the instructor's time, the employees time. If it is on-line learning, development costs AND network costs are high. Upper Management is not involved in the Learning Process. Usually, this just requires a better Learning Management System and a targeted deployment methodology. We often use "push technology" which allows for delivery of learning content based on "business rules". Other problems: Performance is not tracked and there is very little follow-up for feedback or additional training, FAQ, etc. It is not promoted - via e-mails, newsletters, intranet, etc. Trainers, the training content, and top learning performers should be highlighted in these venues. If you'd like to know more, feel free to contact me. We work with a number of financial institutions to help them improve learning success by integrate their Learning processes with the other business processes. jjohnson@propoint.com 919-379-5680 |
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Aging bank with training issues
posted at 1/20/2006 6:20 AM EST
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Posts: 1
First: 1/20/2006 Last: 1/20/2006 |
I went through a lot of change as an OD practitioner/consultant with three different utility companies. I think the same is going on with federal government. Need to break the "entitlement" culture. Need a strong message for no nonsense performance standards. If someone has been doing the same job for 10 years and receiving incremental pay increases they better be producing a lot more than they did 10 years ago. Age or length of service does not entitle someone to a job. Performance-based outcomes entitles someone to a job. That doesn't mean you just tell them to perform or cut them loose. Everyone needs performance tools. Career skills are critical for a maturing workforce. Middle managers need to know how to spot and utilize talent that may be under their nose but underutilized. I like the expectancy model popularized by Victor Vrooom as a way to structure performance interventions. The organization has a responsiblity to help people succeed. The message will need to combine Expectancy (If I try will I succeed?), Instrumentality (If I succeed will I be rewarded?) Valence (How important is the reward to me?) A few firings of known low performers is often a motivation boost and tends to get people's attention. |
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Aging bank with training issues
posted at 1/20/2006 8:35 AM EST
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Posts: 3
First: 12/28/2005 Last: 2/7/2006 |
I also agree with Vicki; training isn't your only problem by far! The entire culture of the organization needs re-vitalization.
As another person mentioned, you reference the "old lot". This is discriminatory and could get you in a lot of trouble down the road! More and more companies are finding that by utilizing the expertise of seasoned employees and engaging them in the changes being made is beneficial to the overall company operations! Pushing aside older employees gives the wrong message to everyone. One thing I might suggest...if you're doing training - train the experienced employees first and let them mentor the new ones |
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Aging bank with training issues
posted at 5/14/2006 4:48 AM EDT
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Posts: 3
First: 5/14/2006 Last: 5/16/2006 |
I think dferguson has it right on. Most of the replys were focused on the wrong issue. I'm sure the writer meant no harm with the "old lot" reference. I understood the usage and dferguson broke down the issue more realistically. |
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Aging bank with training issues
posted at 11/8/2006 9:21 AM EST
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Posts: 3
First: 11/8/2006 Last: 11/9/2006 |
I also don't think the problem lies solely with the training program; although, the current one doesn't seem to be working. Perhaps a training curricula that is attached to an OJT-mentoring program would help.
Essentially, an OJT-mentoring or OJT-coaching program for older and newer employees could be established to complement a revised training program. If your bank has recently been privatized per se, then some form of incentives attached to performance goals may be necessary. In this way, older workers feel a sense of significance about what offer, experience and knowledge wise, while younger and newer employees feel as though they're in a real-world training environment with real performance goals to reach for. |
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Aging bank with training issues
posted at 4/8/2007 9:12 PM EDT
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Posts: 1
First: 4/8/2007 Last: 4/8/2007 |
Hi
Check this website www.ascendus.com ...you may get the required information here. Shashank |
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Aging bank with training issues
posted at 4/10/2007 3:34 AM EDT
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Posts: 2
First: 4/10/2007 Last: 4/10/2007 |
Many companies have deployed E Learning solutions to handle the issues of training. Not only new employees, but existing employees in area's such as Workforce Management, Risk Management and others.
I would assume that using a computer for all bank employees is a requirement, and the technology in the E Learning arena is very simple. The employee can take the courses at their leisure. The message the bank is putting out is that there is a consistent message to all employees, and this might be a great method for all. Our company, The Human Equation offers a number of courses in this area. https://www.thehumanequation.com/course_catalog.aspx Good luck, Jeff |
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