We carried out unstructured interviews with the shopfloor employees to get their viewpoint about the whole training that was being conducted for them. And we got to know that shopfloor employees were not satisfied from their training session, in fact they were attending the sessions without any expectations from the course. They told us that they didn’t get any chance to give their recommendations for the training. There was no Training Need Analysis conducted for them to understand where they were lacking, in what areas they needed training. One of the employees stated that they received the training schedule just a week before its commencement and without any clarity about its outcome also. He also mentioned that the training sessions like supervisory course, contract employees these were all what they already do on their job on a daily basis. It was very monotonous for them. They lacked the answer for WIIFM (what’s in it for me), because they couldn’t see how these courses would help them grow from a shopfloor post to a higher post, how these courses added extra value to their career growth inside the company. When asked about their viewpoint on the online training modules and their ease with portals, they responded with a negatively, stating that being the shopfloor employees they don’t have access to internet, laptop devices all the times. For which they had to stay back in the Tata Motors Campus to complete the training after their shifts. Also, one of them specified the lack of support and guidelines for using the portal. These employees also seemed to have no clarity on the company’s mission, vision, values. One of the responded that they don’t have any leadership connects that are specifically conducted for addressing the concerns of shopfloor employees. They wanted to have grievance cell, any feedback system where they could communicate any issues if they were facing. No connects with leadership also kept the away from the company’s values, cultural aspect. One of the reasons of them not being aware how they added value to the company. “All the work we do really doesn’t makes sense to us on how we contribute to the company” replied one of the employees. One of the other issues that came to our notice was that they didn’t feel engaged, included in the company. They informed that, they barely had any engagement activities specifically for them. Only a New Hire Induction program is conducted upon their joining, after which they are on their own. Even meetings with their supervisors in the month are limited, which are always related to assigning work, tasks, etc. So, it felt like a one-way communication to them. This interview with the shopfloor employees tells us about how they were not satisfied with the training course. They didn’t see themselves aligned with the strategic goals, mission and vision of Tata Motors Limited (TML). They also had insecurity of their career growth in the company as the training courses barely helped in upskilling them, one of the reasons of high attrition among the shopfloor employees.
