The question asked above creates a circle of doubt over the impact of training programs. So, are these training programs that are supposed to produce promising results able to achieve any of it? Sometimes. Sometimes training all goes according to plan, it boosts productivity by a measurable amount, employees are happier, and it shows in your bottom line. But this is obviously not the outcome all the time. It’s very difficult to measure the efficacy of corporate training initiatives, but certain individuals with experience in the field have seen a good deal of money and effort go up in smoke. In the majority of the cases it’s usually the poor management and implementation of the program but other pertinent reasons can also impact a training program adversely. While every corporate training program is different, there are five areas in which they tend to fail.
Lack of Clarity
There is one primary reason why training efforts fail: lack of clarity. If any learner–whether they’re in first grade or getting groomed for a C-suite position–does not know why they are learning what they are being taught, they will fail. Clarity in the current context means explaining to the employees about the training exercise that is going to happen and how it will benefit them.
Impact of Training
Impact refers to the way in which a training course affects an employee’s productivity. It is something that cannot be achieved by following the traditional nine to five revolving cycle which does not propel growth. Organizations should explain to their employees how learning these skills will benefit their intra-personal development and how it can also boost their efficiency.
Apart from the clearest reasons which negatively impact the output of a training program, there are other factors which also need to be kept in mind. The foremost in the list is conducting a survey and segregating employees according to their skills and their potential.
Pre-Training Skill Assessment
To begin training someone, you need to know their current skill level. A customized training program can then be created as per the varying skill levels. Doing this can help in focusing on the weakest links of the network and can cater to a different approach with the senior level employees. This will not only help in reducing the extra resources but will give the organization a clear vision to use the resources better and create a balanced training program with a detailed eye.
Modality and technology selection
In the current era, it is important for firms to create training courses in an intuitive manner. We are in an era where organizations are implementing VR (Virtual Reality) and AR (Augmented Reality). Another industry which is saving a lot of time and energy for organizations is learning management systems.
It’s one of the best options to outsource your training requirements to a firm which has already delivered the best results and have learned from their mistakes. Companies that lay emphasis on proper LMS vendor selection and can choose from a wide number of organizations which can understand the core values of their business along with the desired results. Opting for LMS vendor selection will guide you in choosing the perfect LMS creator that can not only save a number of resources but can minimize the chances of unsuccessful implementation.
Even if any training program has been designed keeping all of the vital things in mind, it is the implementation that runs most of the show. Implementation not only means that the designed training program should get initiated but it also means that the program should be followed with particular guidelines. Another thing that falls under the implementation umbrella is course completions. Monitoring a training program is very necessary as it can give an idea of the interest that the employees are showcasing in the training sessions.
Another critical reason that can backfire on the success of any training program is the creation of the program itself. Have you ever wondered sitting through a boring lecture and thought when is this session going to get over? While in some cases it can be the employee who feels disinterested in the session, but in the majority of the cases either the program is too long and unintuitive or it disengages the employees, sidelining it from the real topic.
A training course which is unsuccessful in employee engagement is the result of poor planning and creation of the overall training program. It’s the balance between good content in addition to a useful learning experience and the duration of the program that creates a perfect recipe for a training program that produces the promised results. However, one of the most important factors that can make or break the output is aligning the employees in sync with the goals of the organization. It’s the only reason why organizations conduct training and invest hefty amounts on employee learning and development.
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