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Xavier Bourguignon


Technical Training Manager

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Setting up a course credits system


Hello everyone,

I am currently looking at setting up course credits, which people get if/when they complete a course, and I have two questions as follow:

  - Does anyone know where I could get more information on how to set up a credits system?

  - Are there any reasons why I shouldn't set up a credits system?

It is only fair I tell you why I am thinking about doing this, and the reason is simple. Throughout the year, there are mandatory in-house courses for which a small number of people do not attend, it is important to note that it is not always the same people who do not attend.

The idea of bringing a credits system would in my view, help us increase the number of attendees. This is simply because the credits would be linked to appraisals (which take place twice a year), and someone who does not have a sufficient number of credits could in theory only get a "Meets Expectations" score instead of a potential "Exceeds Expectations" or "Outstanding" which are needed for further career steps, promotions and/or salary increase.

Maybe I am thinking about tackling this problem the wrong way, but I would none the less like to know more about putting in place such a system, even if it isn't used for the purpose described above.


3 Responses

  1. Why do people not attend?

    Hi Crouz, firstly if anyone that works in L & D hasn't been faced with people not turning up, I would love to hear their recipe for success; so don't worry, it's quite common.  Although some people favour the cross-charging route; I'm never sure how effective punitive measures are of which your suggestion would be an example of that, I think.

    Have you done any research into why people don't attend?  In my experience it's because it doesn't fit into their work pattern.  So, for example, we have some employees who are paid per job they complete and for them time is money so getting them to attend a classroom is virtually impossible.

    Our solution was to deliver courses in different ways; on demand, as and when needed.  This meant increasing our digital capability and having a platform that people could access at a time that was convenient for them. We also have an App that people could log-in, in their own time.

    The other thought is that; if it is mandatory that would suggest it is compliance or some sort of training that would seriously impede someone's ability to do their job – do you not have a capability process to tackle that sort of thing?

  2. Volunteers vs pressed men

    Hi Crouz

    Following on from Clive's excellent answer, if people are forced to attend how likely is it that they will benefit from the training? From past experience I've found a few reasons why people don't attend.

    1.  Genuine reasons – illness, work emergency etc

    2.  Their managers don't see the benefit and look to fulfil short-term needs rather than long-term benefits – staffing issues etc

    3.  Delegates don't see what's in it for them.

    4.  They don't feel they benefit from the training – they already know it, it's boring, they've got urgent things that need dealing with, (without knowing what your courses are about – difficult to say)

    I would start with management and get them to buy in to the training, and try and get some honest feedback about why people don't attend. Whilst I quite like the idea of credits, I think they should be the last thing you do, after everything else is in place.

    Hope that helps



  3. course credits

    I would agree about asking the question about why they're not turning up.

    As a corporate trainer years ago, I used to run time management courses several times a year. Many had to be cancelled because of people drop out. Then we thought let's design a time management self study workbook. Participants can study 'at a time and place of their choosing'. 25 people enrolled to do the pilot workbook (15 hours of study) with a generous 6 weeks to complete the workbook.

    Result? Very few completed evaluations from participants because (you guessed it) they didn't have enough time to complete the self study course.

    Bryan – training delevery and off shelf course materials

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Xavier Bourguignon

Technical Training Manager

Read more from Xavier Bourguignon

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