What do you do if you discover the trainees did not benefit from the information given? Is it the trainers fault or the training material given?

It can actually be either or both, depending on the situation at hand. Alternatively, the reason might be the type of audience themselves vs. the content. In order to make training a productive experience for all parties involved, a comprehensive TNA must be conducted after which needed training interventions must be marked for the respective audience. Thereafter, a subject matter expert must be assigned as the Trainer, who knows the subject well enough to deliver it constructively to his. her trainees. The material developed for delivery must match training needs and then we would have a great experience for all stakeholders involved!

 

PS: Thanks for inviting me to answer this thread!

The trainer is responsible for

a) the training material

b) conveying the information into the trainees' heads

c) checking that it has been conveyed successfully

 

As always, it depends on circumstances, but if you discover that the trainees have not learned the material then you should almost certainly fire the trainer, and possibly the trainees.

Note that you are firing the trainer as a trainer, they may still be a valued employee in another role.

In such case, do fill in Post Training Effectiveness Form with facts and real feedback. Do highlight the actual gap in training i.e. content, delivery style, methodology or training design. Training coordinator or HR division is the right contact point to communicate such issues.

There are three factors involved. 

1. Trainer

2. Audience

3. training material.

 

in above case we will analyze all three factors and will go for resolution in accordance with findings.

 

The fault could be either from the training material or the trainer, first the training material should be studied well to make sure it will make proper impact and than its the responsibility of the trainer to make sure the training is delivered correctly. End of the session some role plays, practical tests or test papers can be conducted to measure or evaluate the training.

Thanks for invitation.You should consider the overall strength of the participants, if majority is satisfied than may be some thing wrong with the concerned trainee. If the majority of the trainees did not get the benefits than you have to review the material and trainer's communication skills as well. Every individual have different mental capabilities, so an expert trainer always move among the whole.

Thanks for invitation,

Agree with the answer of Mr. Duncan and I may add also that in most cases this is happened due to misleading or failure in determining "The training Needs" from the organization which invited to the training.

I agree with our specialists here...

One who does training need assessment is the most accountable. Because based on training need assessment, one determine what to deliver what not.