The challenges of training originates with the opening of the training program and ends with the closure of the training program. Organizations must be cautious in planning and implementing a training program at various levels because each level has its own challenges.
Let’s look at the following obstacles of training:
Identification of the Training Needs
One of the foremost challenges of training is to identify the needs of a training. They are completely based on the know-hows recognized by the organisation bearing in mind the right fit between the actual work and the person who delivers it. It is imperative to categorize the behavior that adversely impacts the functioning of an individual employee. This doesn’t ends here. Likewise it’s imperative to admit the fact that one should positively look forward to training. Training shouldn’t be steered by an organisation only because a budget for training has been authorized. Rather, training must be linked to the overall performance of the organization.
The Course of the Training
How many of you reading this article comprehend the fact that the need to conduct a training program must be aligned with the strategic objectives and vision of an organisation? Sometimes organizations conduct a conventional training program that is piloted by everybody. The fact of the matter is that there ought to be an appropriate needs identification of the program. The courses for the training program should include contemporary topics. These topics would help the management to drive business.
Delivery of the Training
Delivering the training makes all the difference and contributes towards the success of a program. Now the question is, are the training programs really engaging the participants? Does the trainer follow the various adult instructional theories? Sometimes the feedback from participants comes cold. However, we ought to change the model of delivering training by figuring out what is good and engaging. One must figure out what works better, and apply the right technology. It’s imperative to understand the right framework on what makes the training experience engaging followed by understanding the technology and the delivery solutions.
Measuring the result of the Training
Training programs must to be measured in terms of Return on Learning aka Return on Investment. It is not only important to know that, the objectives of the training program are accomplished but also evaluate the effectiveness of training. Training should begin with an explicit drive to measure and evaluate its effectiveness in terms of results.
When these steps are ignored, the whole implementation of a training program will be affected adversely. Training programs also have a life cycle and to float an effective training program, one must follow the training life cycle.
– Prof. Anish K. Ravi
* Views expressed are personal.