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Thursday, 28 May 2015 00:00

How to get 99 Percent Attendance for your In-house Training Session

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Overall attendance rates is the bane of the in-house trainer. It's a constant theme among Human Resource professionals. Yet it may be done - indeed I've tried it. The following are a few of the primary reasons for poor attendance:
  • Too simple to 'sign up' for training which ends in low appreciation of the chance. Where you will find employer sites which permit direct enrolment effort and time must be provided to getting this right and enhancing personal responsibility.
  • Training program based development planning instead of need based. This occurs when people as well as their managers, when you are performing the annual performance review and Training Needs Analysis, use a listing of courses and appear up some that sound appropriate. A much better approach would be to identify the need and then try to find other, non course, approaches, with the course coming like a second stage (if whatsoever)
  • Low management traction/dedication to the training
  • No incentives for attending (no penalties for tugging out)
  • Everybody is definitely busy and time blocked out for training can be tempting

Presuming the classes are of the right quality and the organization and it is leadership wish to invest in individual’s development in these areas here are a few possible practical solutions

Increase the sign-up hurdle - For example, introduce the concept that all nominations for courses call for a 'formal application' which needs time to work and needs input from the manager - getting chose to make this in advance investment people may attend. This could be further increased by needing individuals to perform some e-learning, reading through etc. just before application that also stands for how important. This really is a maximum of would be expected with a top quality exterior course - so they cover things like reason for attending, development needs wishing to deal with, etc. This is exactly what happens if put forth an exterior course and internally run courses must have equal status.

Produce a disincentive - For example, consider the utilization of a problem system - if internal classes are free, possess a charging system that kicks in if a person does not show up - make the charge hefty. It forces the individual and manager to softly consider tugging someone off at the last second. I operated this technique for years after I handled a sizable HR function along with a couple of last second cancelations compensated for the training for everybody else in with that course. Should you already charge departments for training you clearly should charge if they don't show up (exterior organizations do that) and you may also manage a 3 strikes and you're out - i.e. not permitting somebody who has a cancelation record to go to any courses for a time of say, twelve months, and 18 months.

Increase demand - For example, have a waiting list for courses - with those who are keen to go to but cannot jump on - and employ these to fill spaces - by doing this you won't ever operate a course at under 100% (unless of course someone falls ill on the actual day's the course which does not occur very frequently - but does explain why the title is 99%). The other benefit of a waiting list could it be also makes people think the course may be worth likely to! For much talked about and pricey courses you are able to require your ‘substitute' to carry the dates too and when this really is somebody that will get on the course 12 months early odds are that they'll.

Position training more in exchange - This can require support from managers however this is all about moving the organization to some mindset where individuals receive development possibilities in exchange for contribution - instead of training being viewed as only accessible for remedial reasons. This increases the appeal of training - individuals are less inclined to not show up when the chance to show up would be a reward by their manager. Training is really a benefit and never the right and requires to be situated within the organization in by doing this. Indeed with the proceed to 'total compensation' (that is virtually telling people regarding their whole benefits package - to ensure that they reach be thankful more), use of training is a vital feature and really should be situated as a result.

Contact Wits N Skills to know more about the various training programmes offered.

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