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Thallin S Shetty

"Trained to stay "

Thallin S Shetty
Team Lead - Resource Management
 
Thallin Shetty is working with Mindlance India Pvt. Ltd as an Team Lead - resource Management. Has 5 Years of hardcore experience in Recruitment. Has completed his Masters in Business Administration from Mangalore University and has a Bachelors degree in Information Science & Engineering. Also has a PG Diploma in Marketing Management.

Losing a trained employee and then finding his/her replacement is, by no means, an easy task. Read on to effectively avoid facing such a situation.

HR heads in organisations constantly struggle to keep the attrition rates low. Losing a trained employee and then finding his replacement is, by no means, an easy task. One of the ongoing debates in human resources is whether training boosts or curbs attrition. There are two sides of the argument. On one hand, adequate training entitles an employee to much better job opportunities elsewhere and hence, gives them a reason to leave. After all in Friedman's flat world, accessibility to opportunity has improved drastically. On the other hand, training allows the management to engage the employee much better. There is greater involvement of the employee, greater association and scope for growth. Which direction will a company's training initiatives take? It will largely depend on the quality of training.

"A new hire makes up his mind about the company within the first six months of joining. A good start can instil greater confidence in the employee. In today's dynamic market conditions, companies need to realise that only providing basic information and general training will not suffice. As it is said, catch them young. Companies should strive to use innovative training methods to fresh hires. The trick is to get raw talent and mould it innovatively," says Thallin S Shetty, associate manager, resource management, Mindlance India Pvt. Ltd.

The idea that providing training will lead to employee engagement and hence, reduced attrition is easier said than done. Its success depends on a large number of assumptions. Most importantly, this equation depends on the training needs and expectations employees come with. "Training needs differ with the backgrounds of the employees to be trained, and their present status in the organization. It depends on whether they are new hires, current employees at junior level, senior management etc. A newly joined employee demands an orientation with its own organization or an induction program while senior management requires training on business negotiations, leadership etc. The recent trends in HR show that most companies have a structured training need assessment planning at least once every year. This assessment is done in various ways like feedback questionnaires, observations, employee interviews, conferences etc. apart from normal appraisals. Our research studies reveal that ‘lack of training' is one of the factors that attributes to the overall attrition in the company. The attribute though not significantly strong, but certainly cannot be ignored completely. It is always advisable and justifiable to retain and train or equip an existing employee over a new employee," says Vidyadhar Prabhudesai, head, quantitative research and general manager, LeadCap Knowledge Solutions, Mumbai.

In such a scenario, training may be identified as a hygiene factor, if not a motivator for employees. Given the tough market conditions and pronounced poaching of trained employees in many industries, no company can avoid proactively training its people. It has several benefits. "The implementation of training programs has improved the relationship between HR and the employees. Through this initiative, they can keep a constant touch with employees as against only during appraisal season. This has helped the HR fraternity to take feedback at regular interval, assess employee performance and understand employee training needs. Overall such training programs are fairly successful in engaging and retaining employees for longer term," adds Prabhudesai.

Thus, with dynamic job market situations and a globalised labour force, training methods need to keep up the pace too. "These days the market is very dynamic and many new technologies are being introduced every day. Employees need to be prepared for newer challenges on a daily basis and hence the management needs to step in and provide the best to the employees in terms of training. In a typical enterprise, employees spend 20% of their working hours looking for information to help them do their job. They only find what they need half the time. Training must fill this need gap," concludes Shetty.