I was just wondering about this, our own company have training on an as requested basis, and not everybody who requests training gets approved. How does your company do it?

Our company is much more giving when it comes to training and seminars and continuing education. We are provided with trainings that we ask for, especially those justified as necessary for us to do our jobs.

We have a database and wiki (internal) so that people can get into it and learn about things they want. It's practically a very powerful wikiboard that includes videos, presentations, documents from anything to everything like cooking recipes or efficient filing...

But we also get formal trainings outside of the company.

We used to have a very generous training programme within our company, but it was soon scrapped because we were training people who then left for another company. How do you handle this situation without resorting to clampdowns or contracts disallowing them to leave the company before a certain period of time lapses?

Our HR also had this problem. The company invests in training employees who soon after resigns. Well, we usually have employees who undergo seminars and training write documentation on training, and we often have Learning Wednesdays, a once a month meeting where all employees are treated to lunch. During the two-hour lunch, they are given a lecture by somebody in the company who attended the trainings or those who are experts at what they do.

Like most of you here, we often rely on both internal and external trainings. We have a budget for training every employee!

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Off to the Boondocks I go!

I was always told the standard answer to "What if we train them and they leave" was "yes, but what if we don't train them, and they stay?"

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wow such a nice and good thread being continue here,,as well as also you are providing good info,,and i will must say its just due to yours all the efforts and hard work which can be seen here..good work,,good luck..

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Chicago construction

One of the key tips when providing induction training for new employees is to try and keep the training sessions as interesting and as simple as possible.The Hurried Process Training duties are frequently managed by internal personnel with numerous job functions and pressures, most commonly in small organizations.

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I hate my boss

One of the key tips when providing induction training for new employees is to try and keep the training sessions as interesting and as simple as possible.The Hurried Process Training duties are frequently managed by internal personnel with numerous job functions and pressures, most commonly in small organizations.

__________________
I hate my boss