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Answer Upon - Training Courses - A Waste of Money?
We all love the idea of being our own boss, setting our own working hours and answering to no-one but ourselves. However, many of us are afraid that we don’t have what it takes to be a success. For most of us the fear of failure stops us from following our dreams but I can show you how to turn your dreams into a reality in just six easy steps.Congratulations! You
The problem is not with an organisation selecting the wrong training courses, b
Are you fed up, broke and lonely? Then switch off your computer and get a life. Ok that's my little joke. Seriously though, sitting in front of a monitor for most of the day is not likely to do much to improve any of the points above. Try communicating with the real world for a change. Call a prospect, ask if there is something you can help them with. It doesn't much mat
There is no denying that it does cost time and money to train people but it can cost far more when people are untrained. Much more time can be wasted showing people tasks that could have been learnt through some form of instruction.
I can understand this resistance to providing training in terms of cost. Even in larger companies the risk that people will jump ship after specialised training is always there. What’s more once people leave education they can often become resistant to learning, beyond basic tasks required of them in their work environment. Often it becomes the responsibility of the employers to determine how and when employees get training. A multinational I worked with used to sit down with its employees every year and ask them about their training needs for the following year. More often than not it was a list of “approved courses”.
This in part is where the problem lies. Employees can often see no benefit beyond a day out because they are not expected to. As a result it can be easy to fill a one day course, when it’s a day out and you get paid for it. The employer fulfils their obligation and the employee gets training. Unfortunately this can also mean people attending courses unsuited to them, which will never benefit them or their organisation. A large organisation, I know of, had telephonists signing up to financial spreadsheet courses simply because they were free.
The problem is not with an organisation selecting the wrong training courses, bu
Do you want to get a measurable response from your advertising, or do you want to generate awareness for your business? The answer to this question will direct you to a marketing strategy that generates new, interested prospects, or a branding campaign that creates awareness to an unknown number of prospects in your area.If you want to generate awareness so that p
I can understand this resistance to providing training in terms of cost. Even in larger companies the risk that people will jump ship after specialised training is always there. What’s more once people leave education they can often become resistant to learning, beyond basic tasks required of them in their work environment. Often it becomes the responsibility of the employers to determine how and when employees get training. A multinational I worked with used to sit down with its employees every year and ask them about their training needs for the following year. More often than not it was a list of “approved courses”.
This in part is where the problem lies. Employees can often see no benefit beyond a day out because they are not expected to. As a result it can be easy to fill a one day course, when it’s a day out and you get paid for it. The employer fulfils their obligation and the employee gets training. Unfortunately this can also mean people attending courses unsuited to them, which will never benefit them or their organisation. A large organisation, I know of, had telephonists signing up to financial spreadsheet courses simply because they were free.
The problem is not with an organisation selecting the wrong training courses, b
I once had a colleague that would roll his eyes at almost every idea that wasn’t his own. Additional facial expressions that complemented the eye-rolling were typically easy to spot as well: puffed cheeks then a release of air, sighs, furrowed brows, and other assorted expressions that gave everyone around the distinct impression that this individual thought he was way
This in part is where the problem lies. Employees can often see no benefit beyond a day out because they are not expected to. As a result it can be easy to fill a one day course, when it’s a day out and you get paid for it. The employer fulfils their obligation and the employee gets training. Unfortunately this can also mean people attending courses unsuited to them, which will never benefit them or their organisation. A large organisation, I know of, had telephonists signing up to financial spreadsheet courses simply because they were free.
The problem is not with an organisation selecting the wrong training courses, b
I was introduced to the concept of “Thank you notes” when I was about five years old. My teenage cousin just presented me with a coveted new birthday present – a soft, cuddly, gray and white teddy bear. I was overjoyed receiving this bundle of joy but my cousin, who could not attend my birthday party, was unaware of the unbridled happiness stemming from her gift.
This in part is where the problem lies. Employees can often see no benefit beyond a day out because they are not expected to. As a result it can be easy to fill a one day course, when it’s a day out and you get paid for it. The employer fulfils their obligation and the employee gets training. Unfortunately this can also mean people attending courses unsuited to them, which will never benefit them or their organisation. A large organisation, I know of, had telephonists signing up to financial spreadsheet courses simply because they were free.
The problem is not with an organisation selecting the wrong training courses, b
Perhaps the most popular way to present a gift is to present flowers because flowers appeal to all our senses and brighten up our lives and our hearts. Perhaps you can find difficult to express your exact feelings and sentiments in words but you can express your exact sentiments by presenting flowers. Flowers bring good cheer and convey the right message in their own lan
The problem is not with an organisation selecting the wrong training courses, but with the fact that training ends up as one of those things talked about once a year. Either that or it’s an emailed list of courses for people to sign up to. In my own case, over time the company recognised this and became more proactive in trying to identify more appropriate training.
This is the nub of the problem, appropriate training. It is essential that they do what they are supposed to do. It is also important to determine whether a course is even the right choice. After all there are a number of other ways people can learn. Some of these do not include the need for a formal training course.
Yet what organisations can sometimes overlook is the potential within. It is fair to say that it is not as easy to quantify the expertise of an employee as against a professional trainer. It does not however mean that the expertise is necessarily less valuable. There are likely to be people who already have knowledge and have already been trained. So why not use them?
In the next article I’ll look at ways that businesses can use to provide training programmes that allows them to use the expertise within the organisation.
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