Why do training fail sometimes?
Who is responsible for an unsuccessful training ?
Is it the Trainer , Vendor, Training Dept, Training Process, ,Sales Managers,Participants…..
I have faced lotz of bad training in last 2-3 year...what we call the training got BOMB or there is fire in the training going on
From my point of view...The L& D dept and training managers experiences,is waht it leads to an unsuccessful training....The Pre- assessment of vendors,Pre- assessment of requirement and trainer is done in bad way.
Kindly, share your experience on the same
Warm Regards,
Manmeet Barve
Mob : 934166556
Key Account Manager,ELS Team,
IIHT Limited,Bangalore.
From India, Bangalore
Who is responsible for an unsuccessful training ?
Is it the Trainer , Vendor, Training Dept, Training Process, ,Sales Managers,Participants…..
I have faced lotz of bad training in last 2-3 year...what we call the training got BOMB or there is fire in the training going on
From my point of view...The L& D dept and training managers experiences,is waht it leads to an unsuccessful training....The Pre- assessment of vendors,Pre- assessment of requirement and trainer is done in bad way.
Kindly, share your experience on the same
Warm Regards,
Manmeet Barve
Mob : 934166556
Key Account Manager,ELS Team,
IIHT Limited,Bangalore.
From India, Bangalore
Dear Manmeet,
the same questions was earlier was raised by another member of this group as well. I had given him detailed reply that time. You can click the following link to know my views on the subject:
<link no longer exists - removed>
Recently I conducted a training programme in Mumbai for the branch managers of a company having branches in multiple cities. These Managers were given free accommodation in nearby hotel. Taking luxury of this "free" facility, most of the managers wined and dined well past midnight (preceding night). Next day I found them in sleepy mood right at 1000 hours. when inquired, they openly admitted that they were taking drinks till 1 O' clock!.
With this attitude no training can succeed. I remember following quotes:
"Lack of learning attitude has done more harm to this world than ignorance"
"Teachers open the door, but you must enter by yourself" - Chinese proverb
Thanks,
Dinesh V Divekar
Soft Skill & Behavioural Trainer, Bangalore
From India, Bangalore
7884the same questions was earlier was raised by another member of this group as well. I had given him detailed reply that time. You can click the following link to know my views on the subject:
<link no longer exists - removed>
Recently I conducted a training programme in Mumbai for the branch managers of a company having branches in multiple cities. These Managers were given free accommodation in nearby hotel. Taking luxury of this "free" facility, most of the managers wined and dined well past midnight (preceding night). Next day I found them in sleepy mood right at 1000 hours. when inquired, they openly admitted that they were taking drinks till 1 O' clock!.
With this attitude no training can succeed. I remember following quotes:
"Lack of learning attitude has done more harm to this world than ignorance"
"Teachers open the door, but you must enter by yourself" - Chinese proverb
Thanks,
Dinesh V Divekar
Soft Skill & Behavioural Trainer, Bangalore
From India, Bangalore
Training failure is oftentimes a result of miscommunication and lack of cooperation between the trainor and the trainees, as simple as that.
From Philippines
From Philippines
Hello Manmeet:
>Why do training fail sometimes? <
When training fails sometimes it indicates that the hiring managers make bad hiring decisions sometimes.
>Who is responsible for an unsuccessful training ?<
If training fails sometimes, the problem isn't with the training it is with the trainees who fail.
>Is it the Trainer, Vendor, Training Dept, Training Process, Sales Managers, Participants…..<
It starts with the hiring manager if training fails only sometimes.
>...The L& D dept and training managers experiences,is waht it leads to an unsuccessful training....The Pre- assessment of vendors,Pre- assessment of requirement and trainer is done in bad way. <
If we believe that training should be successful no matter who is trained, we are making a mistake.
When we train employees who are not hired for their job related talent we should not be surprised that some of them are less than successful after training.
Bob Gately
From United States, Chelsea
>Why do training fail sometimes? <
When training fails sometimes it indicates that the hiring managers make bad hiring decisions sometimes.
>Who is responsible for an unsuccessful training ?<
If training fails sometimes, the problem isn't with the training it is with the trainees who fail.
>Is it the Trainer, Vendor, Training Dept, Training Process, Sales Managers, Participants…..<
It starts with the hiring manager if training fails only sometimes.
>...The L& D dept and training managers experiences,is waht it leads to an unsuccessful training....The Pre- assessment of vendors,Pre- assessment of requirement and trainer is done in bad way. <
If we believe that training should be successful no matter who is trained, we are making a mistake.
When we train employees who are not hired for their job related talent we should not be surprised that some of them are less than successful after training.
Bob Gately
From United States, Chelsea
Hello Manmeet. In any training program, there are a number of points of possible failure. To be brief, these include:
Needs assessment:
The initial problem was not one that training could fix.
The organization’s objectives and/or the training objectives were unclear or poorly stated.
Insufficient money was budgeted for the program.
Program design/development:
Insufficient opportunity for practice/discussion was built in.
Incorrect media were used (e.g., CDROM when classroom more effective).
Incorrect methods were used (e.g., lecture when role-play more effective).
Program delivery:
An incompetent/unqualified trainer was used.
The training was rushed.
Program materials (workbooks, guides, etc) were missing or of poor quality.
Training transfer:
Company incentives rewarded the old behaviors.
Participants’ supervisors did not believe in the program.
Participants did not know why they were attending the program.
No on-the-job assistance/coaching was provided to bed in the new skills.
Participants did not believe that the new skills are required for their job.
This is not meant to be a complete list. With some experts estimating that only some 10 or 20% of training results in actual workplace benefit, there is much more to the story than this. You can find out more in my book, From Training to Enhanced Workplace Performance
As for who is responsible for the training program’s success. Responsibility lies with all three major stakeholders: trainers, participants and their managers. We call this the training transfer partnership
Les Allan
Training Tools and Resources
http://www.businessperform.com
From Australia, Glen Waverley
Needs assessment:
The initial problem was not one that training could fix.
The organization’s objectives and/or the training objectives were unclear or poorly stated.
Insufficient money was budgeted for the program.
Program design/development:
Insufficient opportunity for practice/discussion was built in.
Incorrect media were used (e.g., CDROM when classroom more effective).
Incorrect methods were used (e.g., lecture when role-play more effective).
Program delivery:
An incompetent/unqualified trainer was used.
The training was rushed.
Program materials (workbooks, guides, etc) were missing or of poor quality.
Training transfer:
Company incentives rewarded the old behaviors.
Participants’ supervisors did not believe in the program.
Participants did not know why they were attending the program.
No on-the-job assistance/coaching was provided to bed in the new skills.
Participants did not believe that the new skills are required for their job.
This is not meant to be a complete list. With some experts estimating that only some 10 or 20% of training results in actual workplace benefit, there is much more to the story than this. You can find out more in my book, From Training to Enhanced Workplace Performance
As for who is responsible for the training program’s success. Responsibility lies with all three major stakeholders: trainers, participants and their managers. We call this the training transfer partnership
Les Allan
Training Tools and Resources
http://www.businessperform.com
From Australia, Glen Waverley
Hi Manmeet,
Trainings will fail till the time Company's take them seriously, I find many companies just organise training for the heck of it.
If the training fails the responsibility lies on the HR department and/or Learning & Development department.
Like the case mentioned by Mr. Dinesh here, if people were drinking late at night, who is responsible? The guys who were feeling sleepy after drinks?
Yes the participant are responsible, but it is the Company's Culture which is to be made responsible.
I take almost two big training programmes every month, I find the difference between various companies.
In one of the Residential Programmes, the M.D was also a participant.
At night when we all were having drinks, he stood up to leave at 10:30 pm and clearly mentioning that he doent want to be late or feel sleepy the next day.
So the problem with trainers and contents can also be there, but who selects the trainers, contents, TNA - Again the HR Department or Learning & Development Department.
Conclusion: hence, In my opinion and experience, the training fails due to:
HR department and/ or Learning/ Training department
and Company's culture.
Cheers!!
Archna K. Sharma
Trainer and Consultant
From India, Delhi
Trainings will fail till the time Company's take them seriously, I find many companies just organise training for the heck of it.
If the training fails the responsibility lies on the HR department and/or Learning & Development department.
Like the case mentioned by Mr. Dinesh here, if people were drinking late at night, who is responsible? The guys who were feeling sleepy after drinks?
Yes the participant are responsible, but it is the Company's Culture which is to be made responsible.
I take almost two big training programmes every month, I find the difference between various companies.
In one of the Residential Programmes, the M.D was also a participant.
At night when we all were having drinks, he stood up to leave at 10:30 pm and clearly mentioning that he doent want to be late or feel sleepy the next day.
So the problem with trainers and contents can also be there, but who selects the trainers, contents, TNA - Again the HR Department or Learning & Development Department.
Conclusion: hence, In my opinion and experience, the training fails due to:
HR department and/ or Learning/ Training department
and Company's culture.
Cheers!!
Archna K. Sharma
Trainer and Consultant
From India, Delhi
Dear
Training fails due to lack of TRAINNING NEED ANALYSIS, untill & unless training need analusis will not properly done so trainng will not be sucessful one.
what is TNA ?
TNA is to check whether is there any need to be train and which sort of trainnig employees need , its covers the whole training program like technician they arenot usally litrate so so required on the job training not class room training with expensive trainer with lot of written material
if u have more querry to ask me feel free to ask
regards
shahzad
From Pakistan, Karachi
Training fails due to lack of TRAINNING NEED ANALYSIS, untill & unless training need analusis will not properly done so trainng will not be sucessful one.
what is TNA ?
TNA is to check whether is there any need to be train and which sort of trainnig employees need , its covers the whole training program like technician they arenot usally litrate so so required on the job training not class room training with expensive trainer with lot of written material
if u have more querry to ask me feel free to ask
regards
shahzad
From Pakistan, Karachi
would like to add ..some more imp factors that i have learned in last few days : a
1.Soft Skills training : Main Reason :
a. Ego Problem between trainer and partcipants
b.No Relavant example shared
c. Trainer not having knowledge on the process area's of the partcipants.
2. Technical training :
a. IT related : Hardware Setup
b.Most of the techical trainer join technical training ..right from start..due to which they do not have project based experience.
3.Certification training : ( PMP,ITIL,MSCE..others )
a.The training is done very fast and according to coruse notes.
4.Outbound programs :
a. The home work done by the vendor company is not good enough.
5.Conference : ( Conference are not trainings )
a. The number of partcipants are more ..and the speakers are less
b.Goal setting is not proerly done.
From India, Bangalore
1.Soft Skills training : Main Reason :
a. Ego Problem between trainer and partcipants
b.No Relavant example shared
c. Trainer not having knowledge on the process area's of the partcipants.
2. Technical training :
a. IT related : Hardware Setup
b.Most of the techical trainer join technical training ..right from start..due to which they do not have project based experience.
3.Certification training : ( PMP,ITIL,MSCE..others )
a.The training is done very fast and according to coruse notes.
4.Outbound programs :
a. The home work done by the vendor company is not good enough.
5.Conference : ( Conference are not trainings )
a. The number of partcipants are more ..and the speakers are less
b.Goal setting is not proerly done.
From India, Bangalore
I have some inputs on this:
Problem with training:
1. Something wrong with the basic assumption: Most of the Training programmes are done with a basic assumption that Training leads to Learning, but there may not be any direct cause and effect relationship
2. Assumption: Participants learn what the trainers teach and learning is a very simple function of the capacity of the participants to learn and the ability of the trainers to teach
Truth: Learning is a complex function of the motivation and capacity of individual participants, the norms of the training group, the training method, behaviour of the trainer, trust, the general climate of the organization etc
3. Assumption: Individual learning/action leads to improvement on the job:
Truth: Improvement on the job is a complex function of individual learning, norms of the working group, organization culture.
4. Since on the job performance depends on the above mentioned variables, it may lead to frustration of the individual. Next time he attends any training programme he would be sceptical about the outcomes.
5. Excessive use of ready made material, more importance on face value rather than actual learning
6. Convenient outcomes: Trainers follow uncontroversial path: The participants/organizers must be happy.
7. Incompetent trainers who heavily rely on standards module: Has no clue about action science approach, system thinking, socio technical systems and other experiential learning tools.
Deboleena Roy
Problem with training:
1. Something wrong with the basic assumption: Most of the Training programmes are done with a basic assumption that Training leads to Learning, but there may not be any direct cause and effect relationship
2. Assumption: Participants learn what the trainers teach and learning is a very simple function of the capacity of the participants to learn and the ability of the trainers to teach
Truth: Learning is a complex function of the motivation and capacity of individual participants, the norms of the training group, the training method, behaviour of the trainer, trust, the general climate of the organization etc
3. Assumption: Individual learning/action leads to improvement on the job:
Truth: Improvement on the job is a complex function of individual learning, norms of the working group, organization culture.
4. Since on the job performance depends on the above mentioned variables, it may lead to frustration of the individual. Next time he attends any training programme he would be sceptical about the outcomes.
5. Excessive use of ready made material, more importance on face value rather than actual learning
6. Convenient outcomes: Trainers follow uncontroversial path: The participants/organizers must be happy.
7. Incompetent trainers who heavily rely on standards module: Has no clue about action science approach, system thinking, socio technical systems and other experiential learning tools.
Deboleena Roy
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