Failure of Training Programmes :

It’s no hidden truth that the organizations all across the globe spend huge amount on training. The main purpose of providing training is to incorporate learning culture within the employees at the workplace. 

Despite spending of money in abundance,It is observed that the 90% skills or knowledge imparted during the training period is lost in no time. The failure of training programmes not only proves out to be wastage of money but also quite drastically affects the efficiency and productivity of the overall organization. As the Top Level Management, witnessing this might be hugely disappointing.

Now the question that arises is-”Why do training programmes fail?”The answer to this is indeed multi dimensional. Obvious reasons include 

  • Lack of clarity from the managerial side : It is often witnessed that the managers are reluctant in providing training to the employees. Neither they engage with the employees nor has any sort of empathy towards them and their needs. Rather a good manager is the one who provides and encourages the workforce to participate in the training sessions and managers who aren’t fulfilling or meeting these requirements are complete misfit as managers.
  • Lack of Interest from learners : The most commonly stated reason for the failure of the training programme is the lack of interest shown by the learners,They often regard the training as something not so useful and end up skipping such sessions.The learners mostly fail to value such training programmes.
  • Lack of planning : A journey without a road-map will take you nowhere except for further more complications,Similarly proper planning and laying down of basics is necessary for the success of the training programmes.A not so planned training programme might haunt the organization by ending up as a liability rather than an asset.
  • No proper Implementation : For a training session to be conducted successfully,Its obvious for the implementation to be held rightly.A course usually is created which nobody ever seems to complete it,Learning paths are neglected,No tracking and assessing of the learners progress with regards to completion of the training.
  • Traditional ways of learning : Keeping the workforce engaged with traditional ways of learning in today’s dynamic world proves out to be a sheer waste of time. Learners expect a mode of training which proves out to be fun and entertainment filled.Classroom training is a total misfit in this era of technology. 

A full fledged Learning Management System completely aided with all sorts of necessities for learners engagement might help you for the cause.   

  • Irrelevant and unnecessary content : Proper care should be taken while structuring the content for any training programme,Firstly its difficult retaining a learner for training and presence of unnecessary and irrelevant content might further add to the misery.
  • Employee feels no urge to learn : Employees mostly regard the training as something not to be considered as valuable,Their arises a need to educate and motivate them regarding the benefits of training by linking it to their career development.
  • Limited budget or available resources : Non-allocation of appropriate budget and scantily available resources further marks out to be points of great concern.
  • Information Overload : A learner just cannot simply store or retain the entire information as a machine does,The information overload might even lead the forgetting of basics as well.The information should be content driven,Strictly related to the topic.
  • Not incentivizing training programmes : Everybody likes to be rewarded and acknowledged and this liking can act as a savior here.Incorporation of training incentives can help an organization in attracting the workforce towards valuing and increase participation in training sessions.The introduction of incentives will result in optimum performance of the workforce which eventually will contribute to the success of the entire organization.The idea and thought of being rewarded will help the organization in witnessing improved participation and engagement with respect to eLearning.
  • No feedback from the Top Level Management/Administrators : A learner will be able to correct himself if provided a proper feedback,Not doing so might result him in assuming things which will neither benefit him nor the organization. Assessments are a great source of providing feedback,The learner will be able to see where he actually stands,It provides him with a clear picture of what needs to be improved further.Absence of feedback might result the other way. 

A quick aide to address the above limitations could be a well-defined Learning Management System (LMS) which deals with managing the entire training process of an organization. Indeed, what gets measured, gets managed.

Conclusion : 

Swift Learning Management System (LMS)  is flexible, quick to deploy, user-friendly and could be the best LMS that allows you to create a remarkable online training experience for your audience. 

Click the button to get full access to our Learning Management System (LMS).





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