Employee Attitude towards Training & Development

Employee Training & Development is an essential organizational activity. With social media and social technology, the ease and interest on training has improved globally but are employees really focused on skill improvement ? Do they take these trainings for benefit or excuse? That’s the topic of the day and our guest blogger today is Pooja Arora.

Training plays a very important role in developing knowledge, Skills & Attitude of any individual. Today Corporates  are very much focused towards  Developing & Promoting Internal  Talent. Where the importance of Trainings comes as a need for organization to respond to Rapid and Continuous development & competitiveness , Employee view trainings as their source of  acquiring new skills & competencies. 

For this,  various initiatives in form of Performance Development Programme , IDP (Individual Development Plan) are being taken. Huge amount of money & time is invested while initiating & conducting  any such program . 

But on other side of coin, Are they aware of Employee attitude towards such trainings? 

Are they aware Employee is taking training as a substitute of not doing any work or preparing himself for next upcoming  job ? 

How do corporate ensure that this employee will be the right participant for this training & how will he implement his learnings in his job?

All these questions seldom comes to me whenever I conduct any Behavioural/ functional trainings in my organization.  I am sure being an HR, you all must have came across such personnel  to match the Interest and need of both Employee & organization. Since, this is purely an behavioural aspect so no fool proof methodology to analyze Employee attitude & acceptance. 

So, Challenge is not to Conduct a successful Training program but to create an Engaged & learned climate where in employee do not get boredom syndrome & that Training program to substitute their interest area & domain excellence. 

My passion for Learning & development and Talent Management came from within self with ever-growing urge to learn something new always in field of HR & Talent Management. I always believe knowledge is as vast as you spread your wings & with every passing years as Corporate Pro, you need to upgrade yourself with blend of Modern Practices & skill-upgrading yourself. 

I adopted few ways to get an Engaged workforce to promote a learning environment as below:

  • Form a Learning Internal Committee with members involved from all departments to evaluate Internal Trainer pool & engage their team members workforce. 
  • Give accountability & space to every department for functional learning . 
  • Get ideas/ Be open always to initiate & implement on Learning ideas
  • Constant Engagement with participants post any Training to evaluate their learning & improvement and how they are contributing in their jobs. 
  • Last but need of Hour Mobile Learning

Hope such ideas may help you all in your working space & In promoting More Engagement & learning Environment. Looking forward to all hear your views. 

My Crop PicPooja Arora is into core HR with a varied experience of 5 years into Employee Engagement, Recruitment, Learning & Development and Performance Management. Her specialization is into Designing of Job Description , KRA & KPI Setting, Conducting  various Behavioral Trainings in her current stint with Bisleri International Pvt. Ltd. , Mumbai where she handles Regional role handing Entire West & East zone, India. She is a Post Graduate from XLRI, Jamshedpur with Full-time MBA from University of Pune. Pooja loves to share & tweet her knowledge on core HR Topics. She believes HR Should understand complete Business nerve and act as Business Partners in contribution to upbringing Human Talent in an organization. Get connected to her using Twitter handle @pooja_a19,  Linkedin & Facebook



  1. venks1209 says:

    Very true, employees attitude towards training s rarely considered / mostly taken for granted. One needs to be sensitive to it so that people look forward to training rather than try to avoid it. Only then can training produce the desired results. Well written and put forth. Thank you for sharing this.

  2. Nazneen says:

    Good observation and very well articulated Pooja.

  3. Manjula says:

    Pooja, nice blog you have very beautifully brought up the difference between the point of view of employees and talent management team over training.

  4. Swapnil Gadekar says:

    Dear Pooja, ,

    I am Swapnil, working as L&D professional with one of India’s leading Cement Manufacturing company. I appreciate your views towards training as a function and employee’s perception about the services of this department. Your initiatives taken to improve training and development scenario at your workplace is also commendable. However, I have a point to make here which I am sure you and other team members would agree to is that the whole training and development process initiates with its very first step of “Individual’s Training Need Identification”. This is the time where we training managers has a key role to play. We should take every possible efforts to ensure the involvement of all key players, who are directly responsible for individual’s development which certainly is the reporting officer and person himself, in the need identification process. This is the time when an employee can be made realized about his SWOT, our motives and organizational requirement for his development. Once this is done at its best, rest everything will fall in place. This goes with a Japanese philosophy that more the time you spend in planning lesser is consumed in execution and in turn results into desired outcome. That’s it !

  5. Vriti says:

    True Swapnil… Also if we can establish the WIIFM what’s in it for me before the program.. The concern is taken care of.. Thats also the reason of its existence in the ALP adult learning principles

  6. Feroz Khan says:

    Dear Pooja
    Great message to all people who actively involved in Employee development and Training.

    Feroz Khan.

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