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Training can also cause problems if.
Failing to plan is planning to fail! The given scenario may occur in several scenarios and in each of these scenarios - the fault is not of the training itself but how it was planned and conducted.
The problem areas might be -
- Faulty Training Needs Analysis,
- Focus on Training Wants instead of Training Needs,
- Improper vetting/ evaluation of training vendors,
- Use of substandard or irrelevant training course material,
- Lack of proper learning facilities at the training venue,
- Partiality in choosing training nominees,
- Trainer not qualified to conduct the said training, and finally -
- No training evaluation to gauge effectiveness!
1- determine training needs problems
a- miss understanding the training needs specifications for employee which lead to west resources for eg. if such employee enrolled the same training course twice
2 legal and restriction requirements of the low associated with each sector eg.(industrial) which requires the organization for some training specification to the organization will give them high priority for time & budget scheduling which may lead to delay the other necessary operation training needs
3 loosing load balancing while plan the training needs eg.( distribute the training need over twelve months while large number of employee enrolling the training courses from same department without considering that there is no enough employee to handling the department job)
4- ineffective training courses by :
-different and gap of the culture between trainer and trainee
-unsuitable training environment which lead to less efficient learning
5- miss by directional evaluate (trainee/trainer) which lead to not to know where the fail and where the gain from the training process
waste of resources according to miss evaluation of the training supplier either that supplier is internally providing or out-sourcing
6- neglecting or wrong data analysis of the evaluation and lesson learned from the training process lead to :
- can't determining any new or changed needs on the training plan
- can't measure the training process success so can't determine opportunity for improvement
this can be if the selected time of training is not selected well for example it began during heavy work and important task must be finished and this affect the task and the training it self
if it is not planned before and not support organization objective
This is quite an interesting fact in every organization. The thing is that when a young graduate or a junior employee got trained for some innovative technologies according to the latest technological inventions, it will definitely create ego issues to those seniors who have been adopting the conventional techniques or methods in the industry. If the senior is not well equipped with computerized technologies, this will boost these issues as they are seemed to be helpless!!!!
