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Possible Limitations And Pitfalls Of Training Essay Sample

Possible Limitations And Pitfalls Of Training Pages
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As it has been told before, training of new hires is very important, especially in such a challenging and fast developing environment as NELMAR is. Now let us have a quick look into possible pitfalls and limitations of training process that the company should be aware of. Training is not a one-time event. The company produces a wide variety of tamper-evident systems for the safe transfer of currency and other valuables. Modern workplace of NELMAR changes so rapidly that constant training is a necessity. To be able to answer customers’ questions employees should know all the details, concerning the products types. As the new products always appear, training is necessary not only for new hires, but for present employees as well. So training budget should include all those future trainings, a part is to be spent to initiate new hires into company culture and get them started on the right path, and another part is dedicated for training of present employees.

Possible pitfall here – is a poor budget planning and misunderstanding of that fact, that training is not a one-time event. Determine if training is the right solution. Training is often a typical response to address issues occurring in an organization or on a team, but training isn’t always the right solution. In order to achieve a positive return on your training investment, make sure that training is the right solution to the issue or challenge you are facing. You as a manager need to be sure if employees need this training at all. Do employees know how to perform the job? Do they know the product? To avoid the waist of money and time, do a survey, and make sure this training is the best solution to the problem. Prepare end users for training delivery. Many training projects fail because of poor preparation of end users. Proper preparation requires the top – down communications approach that starts with the head of the company. Employees must understand why the organization is investing a significant portion of the budget for this definite training program.

End users deserve to know what the company need truly is and why their support is so important to the business’ success. The benchmarks should be set for progress of the program, otherwise it would be difficult to recognize achievements. Accountable measurements should be set up. The goal is to see how well trainees incorporate learned principles, skills, and knowledge into their jobs on a permanent basis – or at least until they learn a new and better way to perform. As a result possible pitfall can happen – the words are polished but not the sentiments, as usually training program emphasizes skills development but does not address changes required in attitude and behavior. Employees should know beforehand that they are going to have some knowledge and behavior tests after training. Key training consultant personnel is experienced enough. Project management must ensure that the potential training lead has the required skill sets and is experienced with similar implementations. Ensuring that key personnel have the required skill sets has to go past reviewing the resume and a face-to-face interview.

Without doing that and seeing in details training project, management department have a great possibility to spend a part of a planned for training budget for nothing. When brought on to the project early enough, a good training lead provides a quality training program in conjunction with substantial training costs savings. Experience and motivation reduce costs, maintain schedule, and provide a quality training product. Training, integrated into work experience. Training should be continuously integrated into an employee’s work experience. Program should be applied to just one solution, product set, or customer type. As the focus is to develop the specific skill – skill models should be built around this definite solution throughout the program. Possible pitfall here is to overwhelm participants with too much information, they quickly make the decision that while training may be beneficial, it’s just too complicated to learn and understand some new information. While thinking so – it is unlikely the trainees get a lot of advantage from training.

“Pro forma” presence. Training is often viewed as a “one-off” campaign which is “flavour of the month”, employees know they only have to sit tight and it will disappear. If employees are not interested in training, they will be present at training lessons just “pro forma”. To avoid such a mistake – you, as a manager can make every trainee to be involved in program creation. Don’t allow anyone who plays a part in the organization to feel separate from the organization. Let everybody to take part in making decision about what they really need to take from that training. Communicate the big picture to employees and engage employees in the big picture. With the advent of inexpensive and powerful social media tools and social business software, it has become easier than ever to give employees a voice in the crafting of results and strategy. Time Shortage. When things are busy in NELMAR, floor staff won’t have time to properly train a new Customer Service Representative/Sales Support employee.

Company staff can try to administer training during busy periods, jeopardizing their own performance or they can leave the new hire employee to swim on his/her own, jeopardizing company business. Either way, the trainee is unlikely to learn much-needed skills, and the trainer is likely to end up frustrated. Neither is a good outcome. To avoid this pitfall, training should be head by a separated trainer, who will take all the necessary for procedure time. Gratification. Usually manager is sure that all trainees will benefit a lot from training, and everybody is quite incentivized to be engaged in the program. That is a mistake to think so. Just requiring the employees to take the training program is not enough. Because after training, while measuring the effectiveness of the program, a manager discovers that the half of trainees has not learned the necessary information. To avoid this, manager can offer a reward to the individual or division who completes the most courses or has the highest average score. This reward can be something as simple as gift cards or a pizza party.

References:

Building The Best Training Program: Your One-Stop Learning Resource, By Business & Legal Reports, Inc. https://www.go2hr.ca/articles/training-tips-adult-learners

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