Wes Bucey said:
Having reread through the thread, I'm confused as to whether we are answering the Original Poster's question (just66horns) or if we are answering Katheryn's question or both.
The situation of each seems to be an oppressive management which operates in an atmosphere of FEAR, definitely a no-no in Deming's philosphy. When any management uses fear to keep employees in line, it has already started down the road to business failure. Management by fear is absolutely analogous to slavery. Like slavery, the workers will always be looking for a way to escape the toil for a better life.
Given the choice, I would rather be in the group that flees.
The situation of each seems to be an oppressive management which operates in an atmosphere of FEAR, definitely a no-no in Deming's philosphy. When any management uses fear to keep employees in line, it has already started down the road to business failure. Management by fear is absolutely analogous to slavery. Like slavery, the workers will always be looking for a way to escape the toil for a better life.
- Some of the slaves will flee.
- Others will engage in subtle sabotage ("I don't understand how to do this - you better show me again, boss.")
- Still others will strive to become the equivalent of the "house slave," toadying up to the boss to get choice assignments.
Given the choice, I would rather be in the group that flees.
As for the original poster's question: I believe that even with the new hires they should have some input into the training needs and from an Internal Auditor's point of view (mine), I would document the training issue with the new hires. For any company wishing to better their business they should be concerned in what their new hires feel about the training. This could only improve their personnel's attitude, morale, and their willingness to help the company achieve their objectives/business plan (P&L) if the employees have some impact.
Jennifer, explained the issue on Effectiveness of Training/Trainer very well.
Coury Ferguson