Full Version: Why do training programs fail?
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Training is one of the area which has yet not made its place in many companies. Training is still conducted in many organizations like formalities rather than as a tool which can impact business growth. There are many training programs which happen in a year in an organization but un-fortunately most of them do not make any impact on productivity or profitability. Then the questions comes why can’t management notice it? Why it waste time on activities which do not have any impact?

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Yes its true. In my one of the previous company too these training programs been held and I found them useless as no one is participating in it with their all. Its just taken as a useless thing. If some one want to learn something from that they too not get involve in that due to the atmosphere created by others for this event.Thanks for sharing it Govind.
In my previous company, I was part of T&D Dept. where I observed few points

1. Management’s main focuses on routine tasks/projects for timely delivery and does not matter for training.

2. Most of the scheduled training programs are fail due to lack of the trainees (nominated team members are engrossed in daily routine that they are unable to attend scheduled training.)

3. Few Team Lead/Group Lead may think that this kind of training (Behavioral/Functional) will be not useful and cannot impact on their team members’ growth

4. Mismatch between trainees and training topics

5. Lack of budget for external training

6. Few Dept. do participate just for the formality to complete their Audit report, for Annual performance review and for the completion of Org. Objective target

In my point of view, it’s very challenging job for HR/ T&D Dept. to prepare performance oriented training which is directly linked with objective. Should not be class room training always.

It is very important to understand the about participant’s.

The training topics should not be a number game it would be more focus on Departmental requirements and being useful to get the ROI.

the HR/T&D person should always meet seniors and try to find out the specific needs those are directly linked with existing/or upcoming projects. According to that plan and execute.
Well said both of you.
Follow up mechanisms are not provided in the organizations for ensuring that the participants are applying what they have learnt.. We are happy with the immediate feedback. We are not much interested in Level 3 and 4 evaluations. Moreover, most of the time, neither the trainers are worried about the learning needs of the participants and the context in which the programs are organised nor the HR Team is not clear why we need a particular training program and the outcomes expected.

There is one slide on trainer's competencies. Along with it, I would like to add that trainers need to have an "uncontrollable urge to learn and share", which is very important. Plus, one need to update themselves by attending at least one learning event every two years.
Very well said Arif.
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Nice topic. many small organization doesn't have training programs. rather conducting training programs from experts, organization tell manager or team leaders to give training to freshers. but HR consulting firms surely help to conduct training programs according to need of organizations and category of business.
Dear Tiya,

thanks for your appreciation.