Monthly Archives: November 2008

Cut or no cut.

Cut or no-cut.
Recession clouds are eager to engulf economies, and researchers suggest not cutting on training budget.
When cost cutting seems worthwhile, and we are cutting on almost everything, then why not cut on training as well.
Perhaps, recommend investing in staff, as it will improve productivity and help us save money.
They say, “effective training can reduce staff turnover, encourage loyalty, improve motivation, reduce attrition, increase productivity and help us bond with customer better.”
But what’s the benefit in keeping training budget as high as were in good times, when the training vertical is extensively engaged in administrative work.
Administrative work!
Yes, let us face the reality now!
Ask yourself, if your training department simply kills time or is engaged in other non-core functions.
A major %age of the total training work hours is spent on administrative work. We have to draw a line between training administration and core training.
Administrative functions have taken the place of development/research. Research/development and training are inseparable.
We need dynamic managers to introduce made to order knowledge solutions to meet ever-changing industry needs; and if we still have to cut on something, it should only, and only be the recurring expenditures.
Sometimes, even a dynamic training manager can’t do everything, we can expect either.
Hiring a promising training manager won’t help us much if we are working on a priori philosophies, with no practical implications; if is not bringing in the result.
All this does not necessarily mean that we cut down on training.
We definitely need to invest in training resource development to ensure maximum returns; and we must always ensure maximum utilization of training resource.
We must always test the effectiveness of training interventions, its implication before we apply.
It’s time we evaluate if training programs are promising enough in terms of results, considering the time and capital investment. Should eliminate programs, which do not even support the training objectives. We need to induce empirical methodologies rather than those, which are just methodologies. We clearly don’t have to be working on them anymore, as they simple do not work. Must always test the effectiveness before applying, if we really want to survive this phase. We should endeavor to build knowledge base to help us survive, as knowledge base development is the only redeemable grace left.