Dear Community,
What is the way forward when employee refuses to attend Training? It is a big question. It can be resolved by raising some ‘why’ questions & answering them, hence answering the question itself.
Brief :- The objective of training, at any period of time, has been to instill a sense of learning and impart (new) lessons into the minds of the participants which helps them in the professional growth and personal development.
Why in Corporations ? :- The modern necessity of giving due importance to ‘Training’ is to keep pace with the technological revolution, which makes the new found skills redundant at a short notice. Hence, through the instrument of “Training” the system of learning mechanism can be codified to bridge the revolutionary changes in technology & evolutionary learning mechanisms in humans to cater to the diverse need of the corporations & individuals.
Whose necessity after all ? :- Both; Individuals & to the corporations – Theoretically. ( But, for Corporation’s at large )
Who Imparts ? :- Top Management commitment is prerequisite for creating a learning, growing, conducive , ………environment –Theoretically. (After all, in the last year statistics their sales figures have come down in comparison to their counterparts – as their key staff had been to some refresher programs, etc).
Who decides the content ? :- It is corporations prerogative. For example: In certain (many) corporations there are Competency-Mapping experts. Corporation, for example, has ventured or expanded in a business requiring quality enhancement ( ‘projects’ for IT companies). These people find-out , tell, suggest, predict ,................;
Who has what ? Who needs what ? Who can do what ? Who can be taught what ? Who learns what ? Who learns how much ? (Oh my God, do they really do this? ) Finally, they suggest who should attend which training program.
If the employee refuses the training program, (a rare occurrence when corporation bears entire expenses) one should not take it personal <unscientific> (as many do), ask a simple question WHY ? One may get probable answers like :
1. The Person has, really, that skill to perform the new responsibilities, and to avoid duplication he/she honestly answered ‘I could not afford waste time’ & if he/she did, then, turn-around to ask the bunch of plump, square-spectacled experts “WHY”
2. If the Person expresses doubts over the new role through skill enhancement, and questions the venture with some valid opinion (like the venture won’t benefit the company’s bottom-line, etc) ask the Management “WHY”.
3. If the Person questions the relevance of the trainer, the content of training program, the timing & duration of program, ROI, etc then introspect, it proves right, then ask your Own HR (or Training) people “WHY”.
4. If the Person expresses his/her inherent unwillingness to learn new lessons, and considers each stage of learning is wastage of resources, then ask him/her “WHY”(But, you should have taken care of it while hiring, anyway ‘past is past’ – now there is a chance to ask; don’t leave it :-) )
Like the problem, the solution. All the above probable siutations can be
viewed as an immdiate resoving mechanisms. For the long run, however, we have the entire manual of vocabulary like: structural changes, management perception, human understanding, co-ordial behaviour, ethical standards, ...................... :-( !!!
I would appreciate your comments, if the above makes any sense.
Thanks for your time.
Rahul Mishra
