This is a guest blog post written by our friend, Suman. She’s a soft skill training guru, and we hope you enjoy learning how to overcome corporate learning challenges from her.
Proper training is the backbone of any successful organization. And it’s crucial across designations—a CEO needs it as much as an employee.
An organization’s potential to grow is defined by how it approaches workplace training and learning and development efforts. Therefore, for most companies, one of the highest priorities is to implement training programs that are optimized to upskill, engage, and retain employees. Considering the benefits, it’s not surprising that almost one-third of companies have increased their training budget to accommodate training needs.
Yet despite careful resource and budget allocation, many companies struggle to achieve their goals. This is mainly because of a few challenges they face in training and development. Let’s discuss the top 3 challenges and ways to overcome them.
1. Identifying training needs
The most common challenge is identifying the training needs of your organization. How big should the training program be? What should it comprise? Who should attend the program?
Solution: If you want to provide effective training, you should identify the training needs at the following levels:
- At the department level: Examine each section of the organization. Assess what’s lacking, whose performance is below standard, who needs refresher training, etc. Identify these key areas, and you’ll know which department needs training and on what.
- At the individual level: Perform individual assessments. Measure the performance of each individual to figure out their strengths and areas of improvement. Tailor your training program to focus on the strengths and manage the weaknesses.
- At the industry level: Every industry functions differently, and each will have its unique training needs. Ensure that your people are aware of the trends and standards of your industry. Try providing them with a bigger picture as often as possible.
- At competitor level: Check what your competitors are doing differently that’s helping them succeed. To achieve the same positive outcome in your organization, you may want to train your people to do what your competitors are doing.
- At job level: An accountant doesn’t need the same kind of training that a manager needs. A training program at the job level cannot have a one-size-fits-all approach. Customize your training program to address each job role’s unique needs.
2. Figuring out who delivers the training
After you identify the training needs, the challenge is to figure out who is the best to deliver the training. Do you have internal knowledge and expertise that you can rely on? Or should you consider bringing in external corporate trainers who are experts at delivering corporate training solutions?
Solution: The key to this issue actually depends on the nature of your training requirements. Some training needs, such as process training, are best when deployed to internal talent. For other training needs, if your internal assets aren’t skilled enough, it is best to bring in external trainers, who have the expertise and skills to deliver effective training programs.
3. Catering to people with different learning habits
The current workforce in any organization consists of at least three generations. Each generation has different knowledge levels and learning habits. Catering to the training needs of your workforce with each generation having its distinct learning preferences is a challenge. If you don’t address this issue, your training is bound to be less effective. Therefore, it is essential that you consider the learning preferences of your diverse workforce to ensure that they are on the same page.
Solution: Identify the learning preferences of your audience through a thorough analysis. Design your training program according to the preferences. You may want to incorporate different content types like graphics, written notes, videos, etc. to cater to varied learning preferences. During the training sessions, have an open discussion where learners can ask questions to clear their doubts.
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