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Training staff who may leave
training is the first and strong way to relate person with its company
if the employee understand the strategic plan and objective that prepared will i think they will not leaver because good objective interest with the system at all including employee and also who want to leave and indicate the procedure to know why they want to leave
the employee for me as a leader is the important part in the company and who want to leave either have a problem can be solver or he feel not suitable in the company so discussion will make clear position
I believe it is a SOP to train your employees regardless of the situation. An employee leaving the company is always inevitable, at the same time, it can be prevented. Example, if you plan to make hybrid employees, why would you not give them what they deserved e.g. better pay, work-life balance, rewards, and recognition's. Or if that is a new employee and your business is critical, for sorts of mistakes, due to skill and technical issues, then you are honestly wasting time and resources for not training your employees. However, I always believe it's not the training that matters. It is how you value and love your employee.
we can not stop improving and devolping the company and the employees there are a lot of challenging we must work as one team to success , than we will but aplan (B), There is company policy should follow . Regarding training plan and job contract can make that esay for all and Good negotiation will take place as well .
Why would somebody leave just because you've trained them?
If you don't train people, who is going to do the work?
Good training opportunities is a strong reason to stay with an employer.
The commonest reason that people leave after training is because the company fails to recognise that the person has developed, and fail to give them increased salary and/or responsibilities.
Richard Branson said : "Train people well enough so they can leave, treat them well enough so they don't want to". In my opinion training your staff is never a bad decision. This will keep your company going forward, efficient working methods and this will backfire to you with top quality services offered to the customer and as well funds towards the company. As well, don't forget to treat the people nice and fair, with respect and you will have a whole pack of professionals that will stick together and will perform at the highest level.
Successful companies must have a succession plan for their employees which take the turn over risk into considerations.
In my opinion, employees with high turn over risk must get a minimal training and development but we can not stop it or cut it and he must know why he is getting less training than his colleagues.
This minimal training could reduce his turn over risk and eventually catch up with his colleagues.
Training is very important job, were in, technology advances, then the existing employees, in your , organization , needs training . Then , the " CEO", of the organization has to shell out money for training.
Because training is one method to build loyalty and help employees stay. I recall one company I worked for that paid a lot but did not pay attention to employee improvement. I quit within twelve months!
A sensible employee is always happy for what he learns within an organization rather than what he earns merely. By this, a sensible empoyee may always be eager to continue working with an organization who provides him / her opportunities to learn and grow along with the organization rather than an organization that merely pays off salary without any efforts towards employee development.
This is the reason I may prefer to allocate a reasonable budget on employee development and training programs rather than having a demotivated team.
obligations of the company and rights of an employee
