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If the employee got the training and became more valueable and the company did not properly value them and they left then that is the incompetent companies fault.
If the employee got the training and became more valueable and the company did not properly value them and they left then that is the incompetent companies fault.
The notion of formal training is a relatively new thing in most industries. The biggest companies began doing it in the 1970's, but everyone else had 'on the job training' and were thrown into it, asking questions as they went along. It's tough to tell which resulted in better employees, because the employees of today are not cut from the same cloth as employees from yesteryear.
The area I find this is the biggest problem is management. People are being promoted to managers with no training and nobody bothering to mentor and groom the person. Mentoring is important to me and those I know, but I look at some of the 35 - 50 year old age group and they don't bother, so the people they're putting in as managers are floundering and few are self-motivated enough to pick up a book and learn how to manage people.
My departments have always had formal training sessions, but neither one of my kids had any kind of formal training at all. They just asked as they went along.
When opportunities for promotions are limited, or your company is giving only COLA raises or no raises at all, then your employees will see you don't value them and they will go somewhere that does value them.
See the below post...
The bolded has been all but eliminated in the name of cost savings...
....or in other words, a higher profit margin. Because on the top, that's what it's all about today. Mo Money, Mo Money, Mo Money. Employees be damned.
From a manager's perspective, training is tricky policy. Depending on what type of training, if it adds value and increases the compensation value of the employee it will be difficult to add because companies are afraid of turnovers.
There are many cases and examples that some employees after receiving training that cost $$$ leave in a few months later because they got what they need to increase their salary requirement elsewhere.
So most companies today would rather hire someone who has the skillset and other additional skillsets without needing additional training.
Sending workers to high skills training is a gamble.
Besides valuing employees more, the solution to this is rather simple. I worked for a security company that provided people with the training to receive their armed security licenses. If they quit before completing a certain number of months with the company, the cost of the training was deducted from their last paycheck. The Bexar County Sheriff's Office offers paid training to detention officer cadets. If you leave before completing a year on the job, they will prorate the cost of training based on how many months you worked and take that out of your last paycheck.
Besides valuing employees more, the solution to this is rather simple. I worked for a security company that provided people with the training to receive their armed security licenses. If they quit before completing a certain number of months with the company, the cost of the training was deducted from their last paycheck. The Bexar County Sheriff's Office offers paid training to detention officer cadets. If you leave before completing a year on the job, they will prorate the cost of training based on how many months you worked and take that out of your last paycheck.
That's similar to how company #1 I worked for handled tuition reimbursement. Initially (I'm sure they dropped this sweet benefit by now), employees could take any degree-seeking program related to their job and receive 100% tuition reimbursement. Reimbursement took place after each semester, after grades were verified.
The requirement was that the employee must stick around 1 year after receiving reimbursement or else they'd have to pay it back (at a pro-rated by month basis). I completed my graduate degree on this benefit; however, I moved on 8 months later to a different company. Because of this, I had to pay back around 33% of the tuition from my final semester.
I see tuition reimbursement in a different light than training though... Reimbursement is typically company-wide with a broad set of guidelines. Training is more career progression based and typically falls under the budget of your individual department or group.
Besides valuing employees more, the solution to this is rather simple. I worked for a security company that provided people with the training to receive their armed security licenses. If they quit before completing a certain number of months with the company, the cost of the training was deducted from their last paycheck. The Bexar County Sheriff's Office offers paid training to detention officer cadets. If you leave before completing a year on the job, they will prorate the cost of training based on how many months you worked and take that out of your last paycheck.
I can understand that type of policy if this training was IN ADDITION to their actual job duties (as in employees have the choice to take it or leave it without it costing them their jobs).
But if the training itself was the actual job duties you assigned them and you're deducting money from their paycheck, it can get a company into legal trouble, as you're supposed to fully pay employees for all of the time they worked.
I can understand that type of policy if this training was IN ADDITION to their actual job duties (as in employees have the choice to take it or leave it without it costing them their jobs).
But if the training itself was the actual job duties you assigned them and you're deducting money from their paycheck, it can get a company into legal trouble, as you're supposed to fully pay employees for all of the time they worked.
These employees weren't performing any job duties; you can't even work as a security guard without a license. They were either in a security training class for their security license or in an academy for their jailer's license. These are things people can get on their own by paying out of their own pockets. These organizations were offering the training for free; it was actually paid training at the Sheriff's Office. Just for comparison, one can join in on the law enforcement academy at the Hays County Sheriff's Office, but you have to pay $1800 if you're not one of their cadets. After getting your license, you can apply to one of their open positions.
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Quote:
Originally Posted by MPowering1
The area I find this is the biggest problem is management. People are being promoted to managers with no training and nobody bothering to mentor and groom the person. Mentoring is important to me and those I know, but I look at some of the 35 - 50 year old age group and they don't bother, so the people they're putting in as managers are floundering and few are self-motivated enough to pick up a book and learn how to manage people.
While this is very true, there is another side. People are put into management positions and not given the capacity within their jobs to manage as they're still incredibly responsible for content. The corporations want them to mentor, train, develop their talent, but they're so busy with content that there isn't the capacity to do so. The management part of their job was just kind of tacked on to the responsibilities.
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