Discussion Details

We can start implanting strategy 1..

But we need to think on how these strategies can be effective. 

Training materials, monitoring strategy ( online test, quiz)  should be planned before execution. 

Suggestion 1 sounds interesting as well. My only concern is that how long we can maintain this. 

Both are excellent ideas. Lets start with Suggestion works. If it works then we can apply Suggestion 2

We have now two strategies in our hand. Both are ok to use. We can apply any one to see the outcome. If we see that one is not working, then we can apply our second method. At this stage, I think we can start with a free one (first method) first. I am sure, we will get lots of excuses from our colleagues. Then, we will suggest them to follow the 2nd one but not paid.

I can see 2 key suggestions here:

Suggestion 1:

alans idea of learning something new or 15 min each day and taking note.

line manager checks notes, and has a quick 5 min discussion each day.

this increases manager and staff communication as well as enhance knowledge in very small bitesize.

it creates a more tight culture, people feeling more connnected to each other.

both staff and manager learn somethign new each day.

this could eventually be extended to peer to peer lesson sharing.

everyone has 15 mins each day to learn a quick lesson - FROM the prescribed business topics.

Personally i love this idea, it has lots of benefits - especially the social, staff india family structure.

likewise this same conversation will happen between me and my maangers - i get to learn something new from managers because they are learning multiple things newly from staff.

i can see how this is like Multi-level marketing of knowlesge sharing. !

Suggestion 2:

have people come into office 3 times a week, for 30 mins earlier.

this will be paid time.

do some learning/training on prescribed topics.

do a test at the end of the training unit.

this can easily work, it will be costly to the company, then people keep leaving (staff turnover), but there is no "spreading of knowledge", its very mechanical and personal.

What is everyone thoughts on the 2 strategies? how do you feel about each strategy?

Agreed with Ross. Unless people have the desire to learn, improve their skills no matter what we do wont work.

We can design the training sessions like udeamy. There will be seperat sections in each course. After each section there will be a quiz with few questions. And after the course we will have a workshop type evalution where we will present a real life problem for them to solve.

If we think that all employees will develop their skills by spending time outside their work hours at home - then no matter what we do, this will never work. We have seen this many times in the past. Only a few people will follow this, but not all. 

I feel the only way to make this work is to have a training session within their work hours (alternatively, paid hours) but ensure the person is really taking the training seriously by having some checkpoints/exams/evaluations once the training is completed. And finally have some rewards for people successfully completing training/mastering skills. 

We always tell people - that if they learn/develop new skills they will be able to do this and that etc but this doesn't mean anything is the real world and people do not trust this. Many companies offer their employees paid training - which means they get their salaries and also get extra payment on top for attending and completing training. This works because the employees then take these trainings seriously and when people take things seriously they do learn things. However, I do understand that this may not work practically for companies like ours where the employee turnover rate is very high.

So the only option I see is to have compulsory training sessions within the employee's work hours and have an evaluation system in place to confirm the skill development. Maybe have people work 30-45 minutes extra, 3 days a week, and spend this time on skill development, report daily after the training session on the things they learn. 

It is sad but true Sylhety people do not want to improve their skill. They like to get a high score in IELTS. Their main intention is to move to the UK or others developed country.

I know, we can't change their this mentality. Only we can guide them and motivate them to improve their mentality. We need to work on this section.

I can share my method which I follow to learn a new thing. I don't know whether it will be applicable for others. I try to watch a tutorial video (15 minutes) each working day and keep the notes in my notebook. So that, I can easily revise my lesson. Personally, I find it's  very helpful.

Can we implement this method? HR will check their notebook (including managers) to ensure we all are learning. 

It do sad but true Sylhety people not want to improve their skill. They like to get a high score in IELTS. Their main intention is to move to the UK or others developed country.

I know, we can't change their this mentality. Only we can guide them and motivate them to improve their mentality. We need to work on this section.

I can share my method which I follow to learn a new thing. I don't know whether it will be applicable for others. I try to watch a tutorial video (15 minutes) each working day and keep the notes in my notebook. So that, I can easily revise my lesson. Personally, I find it's  very helpful.

Can we implement this method? HR will check their notebook (including managers) to ensure we all are learning. 

It’s true that a significant portion of our staff is hesitant to engage in new learning opportunities or pursue skill development initiatives. I have discussed this issue with Rob, Ross, and Alan, and I have also created a one-month training program for our bench personnel. Unfortunately, only a handful of individuals have expressed interest in this program. Please see the training plan in the attachment.

MD has provided me with guidance on various tasks that can enhance our employees' skills and contribute to the company's growth. Additionally, I have developed bench tasks in collaboration with Rob. However, I have observed a lack of noticeable improvement in the staff's skill development, which is hindering our marketing efforts. Therefore, we need to implement stringent strategies to upskill our employees and boost their productivity.

we have discussed the following strategies to enhance employee skills so far:

• Training and utilizing bench personnel to engage in diverse marketing tasks.
• Utilizing Logistics and IT personnel to assist with bench work.
• Assigning data entry or data mining tasks exclusively to Logistics personnel.
• Engaging JE, GE, and TE personnel in marketing or dynamic projects.
• Training and assigning HR personnel with high-level marketing tasks, empowering them to implement and oversee these tasks by creating subtasks for bench personnel.
• Rob will provide training and guidance to HR personnel in understanding and monitoring marketing tasks.

In addition to the above, I would like to raise the following points for discussion:

• How can we incentivize in-house personnel to pursue skill development?
• Can we link skill development to other factors such as pay raises, promotions, penalties, etc.?

I look forward to hearing your thoughts and suggestions.